The CIPD’s latest research on how to deal with conflict at work found that just over a third (35 per cent) of employees experienced some form of conflict over the past year, whether that was an isolated incident or an ongoing difficult relationship. Some examples of unpleasant daily work situations experienced by UK employees every year are: A colleague is excluded from work conversations and not invited to a meeting when a new project is introduced. Another is cut off in the middle of answering a question Or pulled up for an easily remedied mistake The boss who overrides reasonable decisions or embarrasses someone in front of their workmates An employee is ‘encouraged’ to take on more work with the ‘incentive’ of holding on to their contract. Findings The report also found 15 per cent of employees have claimed to have suffered bullying at work over the past three years, with 8 per cent experiencing harassment of a non-sexual nature and 4 per cent sexual harassment. However, much more widespread are instances of lower-level conflict that can create the building blocks for the more serious incidents or bullying. Other causes for conflict maybe management who say one thing, yet do […]
Causes of Conflict Some people do not ask for help during conflicts at work because they are not always aware there is a problem or do not know when to ask for mediation. Conflict can arise in organisations because of miscommunication, misunderstanding, cultural differences, choice of language, poor leadership, ineffective management styles, unclear roles and responsibilities. As well as workplace issues creating conflict, work colleague’s personality types and personal issues are added to the mix at work, which can also create or exacerbate a conflict. Things like: personal problems at home, marital issues, cultural or gender differences, family problems, abrasive or submissive personalities (for instance, some personalities become annoyed with quiet, withdrawn type characters and others are fearful of loud or aggressive characters), some people are insensitivity to others feelings and what may seem trivial to one person could be a huge issue for another. Personal disappointments, coupled with unmet needs and a whole host of negative emotions, like guilt, fear or jealousy over promotion can also add to conflict. There are many emotions that are not directly related to work, but which people bring to the workplace that can cause conflict. The CIPD survey Managing Conflict at Work found […]
Clients regularly ask us does mediation work? Conflict is almost inevitable in most work relationships. Some conflict arises over technical issues – such as what tasks to do and how to do them which can be helpful at times as it drives a company forward to make improvements to processes and policies. However, interpersonal tension can easily damage relationships and lead to wider discord and malfunctioning teams. Some Facts 3 in 4 UK workers report good relationships with their line managers and almost 9 in 10 say they have good relationships with colleagues in their teams. By contrast, 1 in 10 reports a poor relationship with their line manager and 1 in 20 reports poor relationships with team colleagues. Despite this, a number of employees may experience flashpoints of conflict or unfair treatment at work: 3 in 10 workers report at least one form of bullying or harassment in the last year and 1 in 5 UK workers points to a blame culture among their managers and 1 in 5 also point to a lack of an inclusive culture in their teams. The organisational costs of conflict can include: management time being diverted to deal with the conflict instead of […]
There is a desperate need in the workplace for more mental health and suicide awareness. Every year between 5,500 and 6,000 people in Britain end their own lives – well over three times the number of people who die on our roads. Suicide is the leading cause of deaths in men under the age of 50 and men are 3 times more likely to commit suicide than women. Women in their early twenties are more likely to try and end their lives than other female age groups. And anyone who falls into a protected characteristic group (such as race, religion, sexual orientation etc) is also more susceptible to suicide due to possible previous experiences of bullying and harassment because of discrimination. Fortunately, this is something that most employers will never encounter, however, the potential risk of suicide is an important one and can often be linked to issues such as workplace stress, bullying or harassment. Suicide and work is a growing public health concern. There are a number of things that employers can do to try to prevent any employee feeling that they need to end their own lives. There are plenty of specialist organisations who can help employers to […]
Employees who challenge and undermine your authority constantly are deliberately obstructing you in your job. They are rejecting your right to oversee them and have decided that you are not their boss. But you are their boss, they just don’t like it. Maybe they believe they should be in charge. Or perhaps they want you to prove yourself or they just have psychological blocks. Whatever the reason, they are trying to undermine your effectiveness. They are under the presumption that they are too clever and you will avoid confrontation. The situation of a disrespectful employee must be resolved immediately. Otherwise the behaviour will begin to interfere with the work environment. Potentially it could also begin to damage the company from within the workforce. It’s not unusual in this kind of situation to feel anger or sheer frustration with the problem. The employee may think it’s okay to walk out of work because they’re unhappy about something. Or decided to take a break when they feel like it. They could simply ignore your reasonable management instructions altogether. So, how can you deal with employees who challenge and undermine your authority? Mediation in the workplace enables disputing parties to discuss their points of view in a […]
A family member falling ill can be a stressful time for all involved. As an employer, you still need to know how to handle staff who take time off for dependents. Whether it’s sick children or caring for an elderly member of the family. Research shows that nearly three million working days are lost each year through this type of absenteeism. According to CIPD, more employers recognise line managers play a vital role in supporting employees. However, most employers aren’t giving them the tools they need to manage absence effectively. The 2016 Absence Management survey revealed that less than half of employers (44%) train managers to handle short-term absence. Employees have a right to reasonable unpaid time off to deal with a dependent who has fallen ill. However, this should be limited to the time needed to make other care arrangements. Usually this takes no more than a few hours or at most one or two days. Where an employee continues to take time off for caring duties, flexibility can help. Perhaps offer the option to make up the time missed. Give them the option to work from home at flexible times during the day. Other options is to offer […]
Employers are worried about using Mediation and Settlement Agreements. The introduction of employment tribunal (ET) fees has changed the balance of power between employers and claimants. It has had a significant impact on employees’ willingness to make claims. Employers spend an average of 19 days of management time dealing with individual ET cases. Larger organisations with more than 250 employees spend 20 days dealing with individual ET cases. While organisations with fewer employees spend around 12 days. CIPD (2015) Recent legislation has only a limited impact on employers’ approaches to managing conflict. However, there is growing support for an alternative dispute resolution. Try something different to the usual formal discipline and grievance processes. Employers are beginning to use informal methods when attempting to dismiss staff. Employers are beginning to use mediation and settlement agreements as a means of terminating employment. The majority (56%) of employers asked in a recent CIPD survey that they feel settlement agreements are a useful mechanism for removing an underperforming employee without the need to go through an unnecessary and time-consuming performance management process. Employers are making increased use of mediation, and other forms of alternative dispute resolution, to resolve workplace issues, but many HR managers […]
The 7 most popular HR blogs in 2016 were varied topics, some perennials that continue to tax employers from all walks of life down to a very specific blog down for employers in the hair and beauty industry. Winners and loser in the grievance process – are there really winners in the grievance process? Monitoring an employee’s email – can you? should you? New legislation (April 2016 update) HR Mistakes made by employers in hair and beauty salons – specific cases from the hair and beauty industry, but they could be in any industry Handling employee smoke breaks – still problematic, and how about staff who “vape”? How do you deal with them? Job interview questions you shouldn’t ask – in 2016 we still see some people asking questions that make them easily vulnerable to a claim Managing Work Experience – mediocre to meaningful – how do you make your work experience placement students talk about your company in glowing terms? We’ll report on the 7 most popular HR blogs in 2016 in March 2018, but in the meantime, there’s anything specific you would like us to blog on please let us know and we’ll gladly oblige. Contact Us Metis HR is a professional HR Consultancy based in […]
Conflict is a huge contributor to workplace absence and stress. Many people ask, how mediation can resolve conflict and absenteeism. It seems if an organisation can develop a culture of conflict resolution, then conflict can be nipped in the bud. Rather than leaving it to fester and grow, causing the stress that may lead to absenteeism. Howver, there is a process which allows individuals in conflict to find an informal resolution to their issues quickly and effectively. An organisation could invest time in training line managers to hold difficult conversations. Ones that many of us attempt to avoid, It teaches listening techniques and can promote a culture of openness, dialogue, honesty and integrity. If conflict is already an issue in your organisation, considering strategies to deal with existing conflict may be beneficial to you. Mediation is a technique that can be a powerful intervention with a high success rate. It is a confidential, voluntary and informal process that allows members of staff in conflict to have open and honest discussions through a qualified mediator. It allows them to clarify the issues that so often lead to communication breakdowns and misunderstandings. So, How Mediation Can Resolve Conflict and Absenteeism Mediation focuses on re-establishing a working relationship […]
