| 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
For additional information on conflict resolution,
please see the following Internal web resources:
Harvard ManageMentor Plus:
https://www.hr.ford.com/hmm/menu_cat.htm
High Performing Teams
http://www.hpt.ford.com/frameset.htm?x=communicationProcesses
Click on Conflict Management and/or Relationships on
the right hand side.
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