Handling Workplace Dispute: 3 Mistakes Managers Make While Resolving Workplace Dispute

Even in the best of workplace settings, employee disputes can and do occur. Often these can result from simple things that escalate quickly due to things like miscommunications, differences in perceptions and personality and values differences.

No matter how small or big, it is important to deal with an employee conflict in a timely fashion in order to maintain a positive, healthy work environment and to avoid ongoing escalation or collateral damage across work teams/areas.

However, for a range of reasons such as inexperience, a lack of confidence in their ability, insufficient training and limited HR assistance and advice, managers can often respond by doing nothing.

What they don’t realise is failing to proactively deal with workplace conflicts as they initially flare not only has an effect almost immediately on day-to-day business productivity but also tends to allow issues that can be ‘nipped in the bud’ via simple management action, to intensify and grow. This tends to broaden and deepen the issues involved and the time and effort required to address it at a point in time, and also can undermine staff’s confidence in the manager’s ability to manage.

Let’s take a look at some common behaviours of managers, which can negatively impact on effective and efficient management of workplace disputes.

Ignoring the situation until it is about to (or does!) ‘burst’

Some managers tend to overlook a problematic situation altogether until the situation is ready to explode. Then they need to take urgent action to try to deal with it – and this almost always occurs at a really inconvenient time – like just prior to Christmas.  Putting your management head in the sand won’t make the problem go away – it will only make it worse. The best way to deal with workplace disputes is to deal with them early and thoroughly.

When handling a conflict that escalates quickly, your frustration (with yourself for not dealing with it earlier and the situation itself that’s become urgent) can work as added fuel to the situation, potentially affecting the decision-making process and the ability to contain and resolve the matter well. At these times, it is really important for the manager to ‘think and act – don’t react’. Take a little time to gather information from the parties and consider it before moving to a decision and an action. Reactions often simply compound and prolong the problem.

Allowing workplace politics to interfere

Nothing can intensify an employee conflict like office politics. When office politics get in the way, disputes take an ugly turn.

As the manager, your objective should be to resolve the situation without alienating a group or being biased toward one. Perceptions are as critical to resolving these matters as the tangible actions taken. Remember that an unfair move (perceived or otherwise) on the manager’s part can give rise to more conflicts and create irreversible barriers in the workplace.

Trying to win the situation

The objective of workplace dispute resolution in the first place is to come to an agreement or solution that is workable and reasonable for all parties. It might mean there is a need for compromise – including for the manager in terms of the way forward. Take a leaf out of the Steven Covey management bible ‘7 Habits of Highly Effective People’ and initially ‘seek to understand, then be understood’. Sit with the employees, listen hard to what they are concerned about, gather all the input and only then try to create a clear picture of what is going on, why and what the options might be in terms of resolving or improving things for those caught up in the conflict.

The Bottom Line

Dispute and conflict in the workplace is not really preventable. Thinking about how to approach these types of circumstances before they arise helps to be ready when they do.

The highly experienced HR Consultants at HBA Consulting, located in Canberra, Sydney, Melbourne and Brisbane, can provide guidance, assistance and advice to managers in terms of both heading off workplace disputes and also managing them effectively when they do arise.

Workplace Bullying Resources and Advice For Employees and Employers

Better Understanding Workplace Bullying – For Employees and Employers

• It seems that there is rarely a week that goes by when an article doesn’t make its way into the media in relation to allegations of workplace bullying and harassment in one or more industry sectors.
• The issues being alleged range from circumstances such as perceived bullying due to the commencement of under performance processes, exclusion from team communications, personal threats and a range of other situations.
• Sometimes, the employee isn’t sure about what’s happening to them – they might feel unsettled or upset/stressed but not sure if its bullying, harassment or something else and if they are, what can they possibly do about it.

Some of the typical concerns and questions raised include:

• Am I being bullied or not?
• What do I do if I think I am being bullied?
• If I have tried to address my concerns and nothing’s changed (or its even getting worse) what can I do?
• Can I get help and if so from whom and how much will it cost?
• One of my employees has claimed workplace bullying against another – what are my obligations towards both people?
• I am a contractor – do I have any rights to assistance via the Fair Work Commission?
• 
  • As a starting point, employees can look to the Fair Work Commission ‘Anti-bullying Benchbook’ can be accessed via the following link:

  https://www.fwc.gov.au/documents/documents/benchbookresources/anti-bullying/anti-bullying-benchbook.pdf

• The guide provides employers and employees with a lot of contemporary and relevant guidance through a combination of definitions, examples, case studies and related links to help understand the obligations and expectations of them and how these types of matters can be resolved should they arise.
• The key sections in the guide include:
• What is workplace bullying (and what isn’t)
• Who is covered by the workplace laws? This looks at things like employees, contractors, people working for volunteer organisations etc.
• When is a worker being bullied at work (and what is, for example, reasonable management action?)
• How can someone make an application to the Fair Work Commission to have their concerns heard?
• What happens at the Commission?
• What can the Commission do in cases of workplace bullying?
• If, after either considering the guidance from the FWC or based on their own assessment, an employee believes that they have been bullied or harassed, they should raise the allegations with their manager or other appropriate person within the organisation, in accordance with the employer’s policy/procedural guidance.
• While often the allegations will be addressed internally, sometimes the matter is referred outside of the organisation to an independent workplace investigator. Typically, this occurs when:
• There are no suitable internal resources available to undertake the investigation in a timely and competent manner.
  
• There are actual or perceived potential conflicts of interest if internal resources are used to investigate.
• The matters are extremely complex or unusual in nature.
• Where the allegations are to be addressed independently from the organisation, HBA Consulting has almost two decades of experience in designing and undertaking professionally constructed workplace investigations across the public, private and not for profit sectors.
• Our unique and robust internal Quality Assurance processes mean that we ensure that the final report is evidence based and can be relied upon by decision makers.

3 Mistakes To Avoid When Improving Workplace Health And Safety

Most business owners realise the importance of a safe and healthy work environment early. But realising how crucial it is to maintain a safe and healthy workplace is not enough. One needs to plan and execute diligently in order to maintain good workplace health and safety standards.

That said, given below are three common mistakes businesses make that jeopardise their employees’ health and safety.

Failing to Invest in PPE

Many business owners simply overlook the significance of PPE (Personal Protective Equipment) considering it an additional (optional) expense.

The truth is PPE is not an expense but an investment in the long-run. Personal protective equipment that includes safety clothing, harness, masks, boots and more are specifically designed to reduce the risks an individual’s health and safety when around the workplace. Not only do these safety gear protect workers from surrounding threats but help them focus on their work and operate efficiently.

Skimping on Equipment

Every entrepreneur wants to spend less and save more. That’s how businesses work, right?

Well, yes saving money allows you to be more strategic about your investments and improve your bottom line. But it doesn’t make the cheapest tools in the market a great option for your business.

More often than not, with low-cost equipment from unknown manufacturers can come increased safety risks. They may cost you significantly less than proven models but may not deliver when it comes to durability and performance. In addition, cheap tools are prone to wear and tear and malfunctioning, increasing the potential to inadvertently place your staff at a risk of physical injuries and health risks, as well as reduced productivity while replacement equipment is purchased or sourced.

Denying the Need for Expert Help

Handling your workplace health and safety documentation and training may seem like a DIY job. All you have to do is to take a few initiatives including educating your employees about the potential threats and investing in medical and safety equipment and putting up some posters.

It’s great to be aware of and able to manage your workplace safety on your own. But who’s going to tell you if you’re on the right track, whether your strategies and procedures are appropriate and whether your risks are properly assessed and managed?

That is exactly why you need expert help. With the proven skills and experience of experts, you cannot only improve your workspace in terms of employee health and safety but save your money and time by minimising potential threats.

The Takeaways

• Personal Protective Equipment is an effective tool to protect your employees against unpredictable accidents and ensure their wellness at workplace.
• Do not compromise quality for price. In case of budget pressures, consult with professionals to find your best options before making a decision.
• Consulting with professionals regarding your workplace health and safety can help you make better decisions and plans to proactively safeguard your business and employees and engage with, identify and manage risk effectively.

Is Your Business Falling Victim to These Avoidable Health and Safety Mistakes?

Safety hazards are every business’s concern, be it a small retail store or a large corporation.

Workplace health and safety risks, if ignored or not properly assessed can impact an organisation and its leadership team in many different and quite significant ways that go much broader than any direct impacts on the person that might be unfortunately injured at work. While many organisations understand this fail to maintain a constant, holistic and risk based focus on ensuring a safe work environment for their people, and this can sometimes end up creating seriously unsafe working conditions for their employees and staff.

Listed below are some common mistakes that impact on the welfare and safety of your employees and that can cost your business a great deal of reputational, productivity and financial damage if not managed efficiently and effectively at all times.

• Not understanding the personal responsibilities and liabilities of leaders in establishing and maintaining a safe and healthy workplace.

Australian Workplace Health and Safety legislation makes a clear link between the establishment and operations of a safe and healthy workplace, non-compliance with the legislative requirements and the personal accountability and liability of the senior manager(s)/Director(s), with ultimate responsibility for decision making and operations of the workplace. This means that key senior managers can be personally sanctioned (including significant fines) where breaches have been proven and management planning and action has been found lacking.

• Failing to properly identify workplace health and safety hazards

Though this seems a bit obvious, every business must be aware of potential WH&S risks and threats around their company and employees – and do something about them.
Irrespective of your industry and specific organisational operations, health and safety risks and hazards are always present. While with some industries some hazards are less or more likely to occur, it is crucial to take the time to properly assess the ones that relate to your business.

• Inconsistent focus on staff training

Every business should have regular and ongoing assessments made by a competent risk WH&S expert, to enable them to proactively identify and manage their workplace health and safety environment.
Once the environmental assessment has been made, it is also vitally important to provide necessary training to all the employees to ensure that they understand the work environment and their role in ensuring that it is a safe and healthy place for all.

CONCLUSION

These were just a reminder of some of the issues that all workplaces need to have ‘front of mind’ in relation the WH&S.

For further assistance in evaluating the WH&S environment for your organisation, identifying and assessing risks and ensuring compliance with the requirements of the legislation, contact HBA Consulting.

Positive Employee Relations Vital for Industrial Growth

‘Customers and clients never love a company until the employees love it first’, is an absolutely appropriate quote for how a business and its employees need to be able to enjoy work and understand what matters for clients in a way that means something positive to them. For long term businesses and financial growth, a working environment that promotes a good culture and respect between employees is a necessity for the success of any organisation. No business can afford to have unhappy employees as they are less productive and can spread this negativity to others in the workforce and also to the clients that they interact with.

In order to maintain good employee relations, a range of key factors need to be considered, including:

•  Building and sustaining trust
• Communicate positively and openly
• Expect the best from your people at all levels
• Creating a team spirit
• Giving genuine recognition and appreciation for good work
• Understanding and accepting responsibility
• Providing a positive environment

A positive employee relation begins with good communication, clear expectations and ongoing focus on keeping the alignment between work and objectives clear and consistent.

Where performance is problematic, try giving positive reinforcement to encourage and motivate your employees and to foster team building to boost employee performance in areas where it is needed. Always identify the areas of weakness to provide support and additional guidance when required to improve productivity.

Regular and consistent feedback to employees and genuine consultation about potential areas for improvement and change at workplace health and safety can improve overall performance and also encourage a cooperative workplace effort and minimise and potential industrial disputation.  To achieve great things in the market place, you must first build a great work place, and this starts with great employee relations.