Pollack Peacebuilding by Jeremy Pollack
Conflict arises in most workplaces at one point or another, but companies who take time to address the unmet needs of their employees may find that they have an easier time preventing or managing conflict overall. Identifying and addressing unmet workplace needs of employees can help reduce the need for workplace dispute resolution skills and techniques.
Workplace Dispute Resolution
To limit the need for workplace dispute resolution skills, employers are encouraged to look deeply into the work environment and company culture they foster and seek to make any improvements that could enhance employees’ overall experiences. Here are some needs employers can benefit to strive to meet:
Common workplace conflict scenarios begin with stressors that may not be easily detected. Employees need to be able to trust management and feel that the company is concerned with treating those they hire with fairness and respect. An absence of trust in a work relationship can create the kind of tension ripe for workplace conflict. Ensure you’re allowing for open communication, transparency, and fair and honest feedback so that employees don’t have to come into work armored up with the kind of defenses that will spark the urgent need for workplace dispute resolution.
Competency and Tools
Employees need to be matched with jobs where they can use their best skill sets to create positive impact. Employees who are placed in roles where they feel incompetent will begin to show signs of stress that may be subtle but impactful nonetheless. Employees also rely on being provided with the right tools to do their job effectively. Without these tools, employees will feel pressured to perform in a way that they logistically cannot which can increase tensions among team members. Addressing this need can help with the goal of avoiding conflict in the workplace.
Sense of Worth
Employees typically want to take some sense of pride in their work and know that what they contribute to the team matters. Praise, employee engagement, team building, and other rewards for good work can help improve your employees’ sense of worth, especially during stressful work times, and can help keep their stress manageable. Manageable stress levels mean you’re less likely to be looking at how to resolve employee conflict.
Employees deserve to know that their contributions matter. Your team members show up to work expecting to be fairly compensated for their time, efforts, and skills, and compensation doesn’t only stop at a salary. Other benefits that help support a healthy and well-rounded life can help your employees feel more empowered to show up at work and get the job done without stress or distractions related to health care access, child care, or paying the rent. Supporting your employees with these needs can help reduce the need for workplace dispute resolution.
Workplace dispute resolution is possible, but why do it if you can prevent it? If you’re struggling with avoiding conflict in the workplace, get support from neutral and experienced professionals who can diffuse the tension at work. Contact Pollack Peacebuilding Systems today to get the right solutions for your team.
The last time I trained an in-house legal department, I asked every group manager this question: if I could leave a silver bullet behind, what would it be? The response...By Victoria Pynchon