April is Stress Awareness Month. Let SHRM make your work life easier: Join Now
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
If your employees routinely come to you with complaints about each other-and you think it's your job to resolve their conflicts—it may be time to "push back." When you tell them to quit bellyaching and deal with interpersonal conflicts on their own before they come to you, you have more time to focus on your work-and you help them develop the ability to handle workplace conflicts.
Managers who don't push back falsely assume that problem solving calls for a top-down approach or intervention. It doesn't. You can assert your authority by refusing to let them unload their conflicts on you. Additionally, if you confront one employee with another's complaints, you'll be seen as "taking sides," and if you take sides often enough, you'll be perceived as biased in favor of certain employees, which undermines your authority. And even more important, by pushing back, you help them improve their own problem-solving skills, instead of encouraging their dependence on you.
There's no question that coaching employees to solve their own problems will initially take more time and energy than handling the conflict yourself. But in the long term, you'll create a work environment where conflict management is seen as everyone's obligation, not just your problem. Here are eight tips to get you started.
Download MS-Word Version
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Apply by April 13
SHRM’s HR Vendor Directory contains over 3,200 companies