Agree on resolution options
After all the issues have been discussed, document a plan of action so there’s clarity about expectations for future behaviour. Encourage the parties to offer their own resolutions so they also have a voice. Make sure both parties understand the agreement and ensure complete transparency.
Following these steps should help smooth out any ugly incidents. Setting a clear vision about your workplace culture from the outset is the best way to ensure employee conflicts are kept to a minimum. Define acceptable and unacceptable behaviour.
Communicate the rules to employees and even potential recruits in the hiring phase so you reduce the risk of hiring the wrong employee. Being proactive is a far better option than having to pick up the pieces if a dispute does occur.
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