Managers, Don’t Ignore Employee Personal Conflicts

Dallas, United States, 04/16/2013 / SubmitMyPR /

Managers typically deal with big problems, not employee personal conflicts. And, many managers feel like employees should be able to resolve their issues with one another without managerial input. But, a manager must step in to help co-workers reach a compromise if the dispute causes performance issues or other problems.

If a manager decides to intervene, he should schedule meetings with the co-workers, both individually and together, if needed. The co-workers should be encouraged to discuss their concerns in a respectful manner, devoid of personal attacks. Sometimes an employee just needs to be heard in order to move past bad feelings. Before ending the meeting, the manager should set clear guidelines about his expectations for the employees in the future. He should also document details regarding the conversations. Later, he should check in with the employees to see if the situation has improved and to monitor any ongoing concerns.

A manager must remember that a workplace conflict can easily move beyond a simple workplace dispute or “workplace bullying” behavior into actionable harassment, discrimination, or retaliation. If the manager believes the situation has crossed that line, he should immediately inform the human resources department and legal counsel.

For help resolving workplace employment issues, contact the Dallas employment lawyers at Clouse Dunn LLP. You may send an email to [email protected] or call (214) 239-2705.