WORKPLACE CHALLENGES

Employee issue in the workplace are a normal part of hiring and managing many employees and are commonplace in the work environment. Occasionally, issues will emerge that seem unpredictable.

It is difficult to know what the next issue is before you. It is paramount to have a smart approach to workplace conflict resolution.

Having the right tools to address staff conflicts or other common workplace challenges will lead to increased job satisfaction and higher employee morale.

On the other hand, when left unchecked, a failure to have open communication and make a concerted effort to reduce interpersonal conflict can lead to serious consequences for a company. They can lead to lower productivity and high-stress levels among workers.

Human resource departments must develop honest answers to company culture problems for the benefit of new and seasoned employees.

We hope these helpful tips prepare you to deal with human resources issues in the workplace.

DISCOVER THE REAL PROBLEM ON THE HUNT FOR SOLUTIONS

The first step to resolving a human resources issue is discovering what happened.

Here’s the big secret behind workplace conflict resolution: Issues in the workplace normally go much deeper than the surface-level problem.

It is crucial to be aware of how deeply workplace problems can run. Only when we know the root cause of an employee issue can we begin to fix it.

While it is important to talk to the employees directly involved, also discretely talk to others if the situation calls for it. You may be surprised by the answers.

For example, there’s a good chance that this workplace behavior is caused by something happening in the employee’s personal life or by a system design that puts one person at a disadvantage for success.

If an employee faces poor work-life balance problems, it will likely create performance issues and spill over into their relationships with colleagues.

However, sometimes the issue is wider than a work-life balance problem. There may be legitimate grievances within the business.

Productivity can take a hit when imbalances like bullying or harassment between upper management and team members make employees feel like their job is no longer safe space.

FOCUS ON A RESOLUTION, NOT ACCUSATIONS, IN SOLVING WORKPLACE ISSUES

Remember that your goal is to resolve the conflict, not to instigate further problems. There’s no point in making accusatory statements that incite more conflict.

Keep an open mind when talking with the employees, and make sure this is very apparent. You want the employees to be able to trust and confide in you. Otherwise, a ‘win-win’ resolution will be nearly impossible.

One of the most common workplace issues is poor communication. Take the example of a breakdown in communication between a manager and his team member. These communication problems can be addressed in several ways.

• Discuss with the offended party the need to avoid unrealistic expectations. Employees need to gain full knowledge of the running of a business. It is a team effort, and while differences arise, there is no need for hurt feelings.
• Address their concerns with positive feedback and listen to their concerns. Burnout often follows when workers feel like they aren’t being heard or valued.
• Create ways to improve communication between the offended parties. Get them talking together if appropriate. Offer mediation. But realize that this may be a larger issue than just two people. Be on the lookout to support a company culture that values transparency.

BE PROACTIVE WITH COMMON WORKPLACE PROBLEMS

You can use a few key workplace conflict resolution strategies to minimize workplace drama.

DO NOTHING AT ALL

This tactic sounds like bad advice. But don’t brush it off just yet! If you are notified of a problem, it’s best to sit back, wait for the grievance to resolve itself, and give it a few days.

Many smaller issues will resolve themselves (sometimes employees can quickly report a minor issue) and will lead to a stronger bond within the workplace. If the problem persists after this point, then it’s your time to step in.

Ultimately, you need to develop the skill of patience with your co-workers just like you hope they will be with each other and then act when appropriate.

CHECKS AND BALANCES

Make sure your company culture is poised for success. Ask yourself:

• Is there an open line of communication between Human Resources and employees for these sorts of issues?
• Does your company culture foster healthy (or detrimental) competition between employees? If done improperly, this can lead to hatred among co-workers.
• Do you have a formal process for employee complaints? Is there an anonymous option?
• Does your workplace cater to all your employees’ needs or only a small segment?

These are all important questions to consider before differences arise in the workplace.

EMPLOYEE RECOGNITION

Does your business have the means to recognize employees doing great work? Low motivation can be addressed when people feel valued for their hard work and good job performance.

Use caution that any systems put in place do not cause undue competition and create toxic work conditions.

Consider a regular company newsletter to boost your efforts to recognize outstanding employees and managers. While this may look like more work, it can proactively address certain issues.

OVERCOME POOR TRAINING

Insufficient training could be at the heart of employee issues. Some individuals may have yet to develop the life skills to have good relationships and need more knowledge to understand workmates’ perspectives. Implement regular training sessions for teams to help them grow effectively.

However, only target specific employees with training. Make the training accessible to all – from the boss to managers to every employee.

DON’T FORGET THE “H” IN HR

You’re dealing with humans, which means you need to empathize and understand each point of view before coming to a definite conclusion. Ideally, you want a win-win solution to every employee’s problem.

If this is impossible, try to be unbiased when deciding a course of action.

Realize that no one has the intention of causing trouble for their employer or co-worker…. sometimes it just happens. So, focus on finding a suitable resolution that will help foster a close-knit company culture.