According to an XpertHR study the amount of time spent by employers resolving individual workplace conflict has increased in more than 40% of UK organisations.
The most common reasons given by the employee for the individual dispute are dissatisfaction with their line manager, perceived bullying and harassment and a personality clash.
This strikes me as accutate and consistent with my experience of workplace problems.
What are the solutions to dealing with problems like these?
1 Both management and employees need to be far more objective about the problems within any working relationship. Often dysfunctional relationships because the parties get into a negative pattern and cannot break out of it.
2 Management can be more effective by seeking to do an audit on the amount of time which is wasted on disputes within the workplace. This can create a motivation to solve problems.
3 Organisations need to start being more courageous in looking at exit interviews and seeing if there are any negative patterns/lessons that can picked up about why staff leave.
4 With respect to any bullying claims, raising awareness is often key. Some individauls can fall into negative patterns such as displaying bullying/victim type behaviours under pressure. Awareness is often key.
5 Mediation is often useful, but it is more firms looking to organise themselves to deal with ongoing conflict. Frankly a measure of conflict should be encouraged otherwise we all become yes men and yes women, which leads to frustration.
Justin Patten, Trainer.