Forums
Conflict Resolution
General Forum
Conflict Resolution
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
I am involved in a project for small organization (40 employees) which is facing conflict among few employees, which seems to create an unhealthy working environment and owner end up spending more tim
0
Cat:Topic ForumsForum:ForumId53
Cat:Topic ForumsForum:ForumId53Discussion:DiscussionId37058
Forums » Topic Forums » General Forum » Conflict Resolution
|
Conflict Resolution
posted at 7/18/2011 11:22 AM EDT
|
Posts: 12
First: 7/16/2003 Last: 7/26/2011 |
I am involved in a project for small organization (40 employees) which is facing conflict among few employees, which seems to create an unhealthy working environment and owner end up spending more time in resolving conflict among employees than focusing on organization objectives.
My assessment is that the Organization structure is flat, No performance appraisal tool is in place and job duties are not clear and communicated to employees. Do you think that having performance appraisal, HR policy and clear demarcation of duties will assist in managing conflict? Secondly, how to discipline the employee who is aggressive but very vital for the company? Please share your thougths |
|
|
Conflict Resolution
posted at 7/18/2011 1:11 PM EDT
|
|
Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
The answer depends on exactly what is causing the conflicts. Policies and job descriptions are just pieces of paper for compliance and control.
Conflicts can occur because of unclear boundaries but often have some other underlying cause. What in your opinion is causing the conflict that the owner is having to spend time on? |
|
|
Conflict Resolution
posted at 7/19/2011 7:26 AM EDT
|
|
Posts: 12
First: 7/16/2003 Last: 7/26/2011 |
A couple of employees are using bad language and demeaning the work of other employees. It has reached to the extend that the owner at times feel frustrated at he cannot go to the engineering sites and fix the problem between the engineers and assembler/technician.
|
|
|
Conflict Resolution
posted at 7/19/2011 11:09 AM EDT
|
|
Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
Not only do you need a disciplinary process but whatever process that is implemented must have consequences that can be followed to the conclusion...and that might mean the termination of a "good" employee.
As long as no one is willing to do so and the employee knows it, any policy you write will be worthless. |
|
|
Conflict Resolution
posted at 7/21/2011 8:05 AM EDT
|
|
Posts: 12
First: 7/16/2003 Last: 7/26/2011 |
Hello All,
Thank you for sharing your thoughts. I was thinking on the same ground that if needed sometimes company has to let go good employees in order to move forward. I infact offered this option to the employer that they need to have a disciplinary policy and orient all the employees about the policy with an intention to execute it ASAP; so that the employees should feel the employer is serious in addressing the conflict situation at work. |
|
|
Conflict Resolution
posted at 7/22/2011 3:51 AM EDT
|
|
Posts: 12
First: 7/16/2003 Last: 7/26/2011 |
Howard, You are right by saying,"it's hard to call him a good employee." The dilemma company is facing that a particular employee who yells and uses hard language is an excellent employee in terms of what he does (technical skills) and believes losing him will be a big hole which might be hard to fill. |
|
|
Conflict Resolution
posted at 7/22/2011 4:34 AM EDT
|
|
Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
One of the hardest but most important lessons in life is for both the employee and their boss to recognize that no one irreplaceable.
Get your boss to agree that you should quietly work on finding a qualified replacement. No one stays/lasts forever and this way you do it on your own terms. |
Forums » Topic Forums » General Forum » Conflict Resolution
