When the time comes to resolve disputes among employees, many managers lack on how to approach the respective issue. Intervening in employee disputes is a risky step and does not always have to end up with the manager alienating both parties. Instead, setting up policies will challenge the authority to listen to the employee and encourage and do everything possible to resolve the issues among themselves.
Confront their behavior
Take steps to investigate the validity of the employee’s claim. Call the two employees into your office (if whole departments are at war with each other, call the supervisors into your office) and tell them how unhappy you are about their behavior and you expect them to turn things around.
Talk it Out
Remind them that they are professionals and should act like one. You expect them to listen to each other and work out a solution. Ask one of the parties to begin by explaining his/her issues. Tell the other party that they need to listen and that they may not interrupt. When the first employee finishes, reverse their roles.
Hold Employees Accountable
Once the two have heard each other out, tell them that you expect them to come up with a plan to work well together from this point on. Give them two days and set an appointment for them to tell you how they plan to turn things around.
Be an arbitrator and not a judge
Have a plan and work to it or you’re likely to make things worse. Focus on finding a solution to benefit both sides rather than trying to decide who is right and who isn’t. Guide them through a simple process that makes them think about why the problem occurred and what they can do about it. Begin by seeing each of the characters separately.
Follow-up and Follow-through
This ensures that they remain accountable for the new behavior and it lightens you of the role of playing policeman. During this process, make sure that you compliment the employees for their hard work and the good example they are setting for the rest of the staff.
Beware that one or both of the employees may try to persuade you by giving you the impression that you have “favorites”.
Things usually don’t turn around overnight. This skill also takes you out of the “Solomon” role of deciding who is right and who is wrong.
Employees are the core elements of any business. Employee relationships directly affect the performance or the outcome of your business. Every company should set a friendly atmosphere among the employees, to the customers and to every person who visits their company. Do not leave employee disputes unattended for long. This word should not spread in the office, delays in these matters will affect the performance of the employees. So resolve employee disputes at the earliest, it could be very expensive if proper care is not taken.