Handling employee conflict is easier when a process is in place. Using an efficient process is encouraged because it allows the organizational leaders to make fair, unbiased resolutions. Implementing ethical practices such as our ‘8 Steps to Conflict Resolution‘ into your organization’s strategy for quality.
Here is our 8 Steps to Conflict Resolution for employee conflict management success:
Problem Recognition. All parties involved need to see that there is a problem and a solution needs to be put into place.
Understanding the Problem. Everyone that is affected or are part of the problem needs to understand the different perspectives of the problem.
Intervention. A third party may need to become involved to get everyone onto the same page with an unbiased view of the situation.
Be Proactive. Identify the triggers that prompt conflict to arise in regards to the main issue.
Find Solutions. Identify behaviors, attitudes, and approaches to work that can increase camaraderie among coworkers.
Compromise. Find the middle ground in which all parties involved can commit to so that the conflict can be minimized or completely resolved.
Write it down. Create a mutual agreement based on the compromise that was created. This will solidify the employee’s commitment to the resolution.
Monitor. Keep an open door policy while monitoring the situation and gain feedback from the involved parties so that the appropriate adjustments can be made.
At the end of the day, if the conflict continues to arise even with the efforts followed in our 8 Steps to Conflict Resolution, it is at the discretion of the manager to either 1) further discipline an employee, or 2) letting go the employee that is refusing to compromise. Of course, keep in mind that the appropriate performance management protocols should be followed, as well as a fair termination process.
It can be tough to manage conflict in the workplace. Following these steps will certainly help.
What is succession planning? In business, succession planning is the actions of developing internal employees who have potential to fill essential leadership roles within a company. It is a strategy that can be developed in an organization for identifying and developing future leaders for all major roles at all levels. This often includes having the right financial structure in place so that the value of your business continues to increase down the road.
Who should succession plan? If you have a team member who you know is going to be leaving the company, it is best to start succession planning to avoid being caught off guard and becoming disoriented. Maybe your company has had a hire turnover recently and its becoming hard to keep up with filling the vacant roles. Remember, employees are fixed assets and changes in your team will eventually happen. Organizations who plan to expand their operations and who have the issues mentioned should definitely have a succession plan in place.
Why should I succession plan? Being prepared for the likely event of losing key employees as the organization expands is always a good idea. The Canadian Federation of Independent Business’s 2006 survey suggested that one third of owners of independent businesses plan to exit their business within 5 years and the remaining two thirds plan to exit within the next 10 years. Succession planning will support ownership future goals by ensuring that the company is prepared for the transfer of power and that the leaders in a company are educated, qualified and skilled enough to manage the longevity of the business. A smooth transition to filling vacant company roles alleviates a ton of potential problems and bottlenecks.
When should I succession plan? When your company is starting to take off. Another ideal time to succession plan is when a person is hired and at the very beginning of the employee development process or program. Reviews of your succession plan should be something that should happen frequently throughout the year. Once you start, it should become continual.
Here are a few tips to kickstart your succession planning:
identify the key roles in the organization and the impact they have on the company/department
pinpoint the competencies needed to undertake each role
list the pools of talent that could fill and perform well in the key roles
choose the team members and let them know why they are becoming proteges
develop employees in ways to prepare them for advancement into key roles like allowing for job rotations and invest in professional development
integrate the new succession plan into your hiring strategy
test the succession plan to make sure the protégé has what it takes (for example: have a protégé assume responsibilities of a manager who is taking vacation)
Contact our HR Specialist – Vanessa Gerard (email@example.com) for your succession planning needs.
Has is it been a while since you’ve looked at your business? Maybe you’re a new business owner and are looking for some insight about your business. Or maybe it is that time of year again? Time to assess what your business has succeeded in or what it is struggling with. If you’re a business owner and you don’t do complete a business assessment at least once a year, what the heck are you waiting for? Would you like to know what the business has accomplished? And what it needs to work on? You know, so it can keep improving? Of course you do. That’s why you’re here reading this.
Below are the steps you need to take to complete a Micro Business Assessment.
Separate yourself from your business. The point is to look at the strengths and weaknesses of your business, NOT you or your teams.
Make a list of things that are working well in tour business.
Make a list of your challenges. This can be setbacks the business has had or any specific challenge the business has faced or is facing. It can also include goals that haven’t been met. (Again, not PERSONAL challenges and avoid the use of “I” statements)
With the list of challenges, divide each issue from “Make List of Your Challenges” into three columns:
1. Key reasons for the challenge
2. Things you can change
3. Things you cannot change
Do the same with the list of things working well. Divide each item in the “Things That Are Working Well” into three columns:
1. Key reasons for it working well
2. Things you could change to improve it even more
3. Things that should stay the same for it to keep working well
Business owners can use this exercise as a baseline in a much more expansive and overall in depth business assessment. It is a good exercise to use when your business may be facing new situations, if your considering expanding operations, or if you’re thinking of hiring more people for your team.
More often than not, we are asked this question a ton while speaking to organizations about their HR needs. So, you don’t need to feel bad about being unsure. There are many clients who ask this question and we get excited that we can explain it to them. Nothing really quite shines our shoes more than describing all of the benefits of human resource outsourcing! Let’s get into it.
You Get More Time In Your Day. How? Because when you outsource your HR needs, all of your people problems are directed to a professional. All of the “Am I breaking any laws or regulations?” and “How do I motivate my team and keep them on their toes?” type questions are no longer the dark cloud over your head. That dark cloud now belongs to a professional that has your back.
You Can Focus On Essential Business Tasks. Outsourcing HR handles a lot of the stress causing work that management face during their work weeks. Things such as employee disputes, payroll complications, law and policy compliance, dealing with terminations, training the new guy, and constantly thinking of ways to keep your teams motivated and to be consistently successful. Now, let’s envision what your work weeks would look like with all of that extra time to focus on the most essential business tasks. You can bet your lucky loonie – that’s what success looks like.
You Get A People Expert “Side Kick”. All of the worries you may have had when it comes to managing your team (which we are positive you do for a good portion of your work day) are now someone else’s worries. The only difference is, is that this ‘someone else’ is an expert that can handle all of these concerns with confidence. You don’t need to worry about finding the solution because we will have it delivered directly to your door step.
Leave It To the Experts. We know that most business owners are nervous about handing off so much responsibility to a third party. They have built a business that they are passionate about and don’t want that to be compromised. But, that is the exact reason it should be outsourced. Industry professionals can help protect your business from things that you may have never known about. HR professionals do the tedious work of combing through laws and regulations to ensure your company is in compliance and avoids being penalized or fined.
Opportunity Cost. What is the hottest commodity out there that all business owners wish they had more of? Time. Yes, time is the most valuable asset that all business owners have (and need more of). Time equals opportunity. So, when considering outsourcing your HR, you should weigh the cost of time spent doing HR activities yourself compared to the opportunities that open up when it is outsourced to a professional. You can really hone in on major projects, you will have time to focus on strategy, on finances, on expansions, anything that you have been putting off. You name it. There are many opportunities waiting to be taken.