WSP Conflict Policy

In the last few months, we've conducted several investigations that were based on interpersonal conflicts vs. zero tolerance. Although these situations can be extremely frustrating, we encourage you to try to resolve the conflict prior to escalating the issue to HR. When your able to solve your own conflict, you will build better relationship and create your own solution.

When an issue is investigated by HR, the resolution may not be what you anticipate. In some cases, discipline may result for both individuals. >

(Please note, cases of sexual harassment must be handled by HR and therefore, need to be reported to HR in a timely manner)

Here are a few examples of interpersonal conflict:

An argument over who has responsibility over an issue
An employee who doesn't address situations with you
An employee who does not provide information to you
An employee who acts unprofessionally towards you

In order to assist you in resolving conflict, here's a few suggestions:

Develop a Mutual Understanding - See the issue from the other person's perspective
Be straight, be honest, be professional about your needs, thoughts, and feelings
Validate other’s positions. Try to understand others’ points of view even when they differ from you own
Negotiate. Attack problems, not each other. Set a future date to evaluate the situation and any solutions
Use “I” statements to own and express your thoughts/feelings
When possible, state issues positively. Instead of detailing why you can’t do what someone asks of you, state what you’re willing to do
Resolve it the day it happens
Look for common ground - what are the things that you both want
Brainstorm several possible solutions jointly
Focus on the bigger picture - what is the real impact of the issue
Don't accuse the other person
Treat the other person with respect including no yelling, no name calling, no swearing

Remember.....

There isn't always a right answer- we often see and remember things differently
Done correctly, resolution don't have to yield a loser - in fact, we should always strive for win/win outcomes
Value other feelings and ideas -everyone should have a chance to voice their side
Ask an impartial mediator such as a supervisor or union representative to assist