Human resources sometimes have time to face major challenges.
It is therefore important that supervisors and managers be able to solve problems of this kind in their daily lives, whether directly or indirectly for the fulfillment of all.
They can meet these challenges, by participating more and more in team meetings, or safety reviews to observe behaviors, approaches faced by people on the ground in the face of dilemmas, their solutions, their responsiveness, and their capacity. feel the reality before receiving advice from supervisors or team leaders on the subject. If meetings or similar meetings are not possible, it would be necessary to dialogue and listen, if the solutions cannot be found directly, I think that already the fact that a person confides in human resources, things will go in the right direction. Conflicts can occur anywhere in the organization, in the field as in offices, etc. They can be at the root of several problems such as promotions, position, salary, rivalry, etc. . it is essential that managers know how to get feedback from their employees if there are difficulties of this kind to quickly solve them.
I knew in my company two people who did not talk anymore for years until they could not communicate well in their daily tasks, with a complex problem since a man had to report to a woman and that to cause delays and incidents in society.
We realized that we had to approach them, hear them and ask them to come to terms so that something more serious does not happen.
It is therefore important that supervisors and managers be able to solve problems of this kind in their daily lives, whether directly or indirectly for the fulfillment of all.
They can meet these challenges, by participating more and more in team meetings, or safety reviews to observe behaviors, approaches faced by people on the ground in the face of dilemmas, their solutions, their responsiveness, and their capacity. feel the reality before receiving advice from supervisors or team leaders on the subject. If meetings or similar meetings are not possible, it would be necessary to dialogue and listen, if the solutions cannot be found directly, I think that already the fact that a person confides in human resources, things will go in the right direction. Conflicts can occur anywhere in the organization, in the field as in offices, etc. They can be at the root of several problems such as promotions, position, salary, rivalry, etc. . it is essential that managers know how to get feedback from their employees if there are difficulties of this kind to quickly solve them.
I knew in my company two people who did not talk anymore for years until they could not communicate well in their daily tasks, with a complex problem since a man had to report to a woman and that to cause delays and incidents in society.
We realized that we had to approach them, hear them and ask them to come to terms so that something more serious does not happen.
Sometimes supervisor may also be in this case and that may be an issue to put something like that in the table.
We propose some ways to follow to give a chance to resolve conflicts in our company.
We can ask HR to sit down with managers/supervisors and arrange the following tasks:
Dialogue: we should make arrangements to receive comments, to listen to each other. To discuss problems that can create tension such as alcohol, drugs, etc.
We propose some ways to follow to give a chance to resolve conflicts in our company.
We can ask HR to sit down with managers/supervisors and arrange the following tasks:
Dialogue: we should make arrangements to receive comments, to listen to each other. To discuss problems that can create tension such as alcohol, drugs, etc.
Follow-up: a follow-up is necessary to know the evolution of exchanges and to see the tendency.
Doing Justice: Based on all the observations received, it is important to do justice and clear things up between people who do not get along.
Encourage good understanding: supervisors and managers need to encourage initiatives to make the climate much more relaxed for employees.
Doing Justice: Based on all the observations received, it is important to do justice and clear things up between people who do not get along.
Encourage good understanding: supervisors and managers need to encourage initiatives to make the climate much more relaxed for employees.
Leading by Example: Leaders must also be involved and set an example to other employees in their ways of standing up to their colleagues. Sometimes supervisor may encourage such things because of their interests.
Organizing employee exchange sessions on the real facts of life, organizing charitable activities, volunteering to strengthen the bonds between the employees will slowly but surely avoid conflicts.
This will also solve many problems in the event of a problem between managers and employees, sometimes because of the superiority or inferiority complex with respect to their teams.
I'm not saying that all of these steps will completely solve the conflicts in an organization, but they can probably reduce a lot of them, in a regular basis like 3 times a year.
While obeying local policies and practices, HR must also be a workplace that is comfortable, welcoming, and free of conflict - for all (Andriotis, 2018).
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