Hello! For our May newsletter, we are sharing advice on preventing and addressing conflicts and complaints. But first, we are celebrating!
We have worked with 224 organizations in NH, ME, and MA while reaching this milestone. Thank you to our clients, event attendees, guest speakers, partners, and readers for the opportunity to connect and make this possible!
Conflicts and Complaints:
Prevention & Solving
Prevention
An ounce of prevention is worth a pound of cure. Work hard to maintain a respectful culture that encourages open communication and reduces misunderstandings and unprofessional conduct:
- Talking 1:1, listening, and providing clear expectations,
- Constructive feedback and guidance,
- Encouraging positivity and solutions,
- Promote self-awareness and EQ,
- Setting a respectful leadership example, and
- A no-jerks rule
When a Conflict Arises
First, check-in with yourself. What is your mindset? Does this conflict push your buttons? Did you contribute to the conflict in some way? Can you remain neutral through this mediation process?
- Ask the parties to also check in with themselves
- Listen carefully to all parties
- Focus on behavior, not personality
- Identify points of agreement and disagreement
- Ask individuals to share perspectives
- Focus on ways to move forward
- Obtain a commitment from all parties
- Monitor and provide ongoing support
If a Formal Complaint Arises
- Always act promptly and take it seriously
- Obtain specific details and ask about potential witnesses
- Collect any supporting documentation like emails, texts, etc.
- Interview witnesses and ask open-ended questions
- Inform the accused individual(s) and find out their side of the story
- Request the parties to maintain confidentiality during the process
- Be neutral and avoid any personal comments
- Have an objective witness/notetaker in all interviews, if possible
- Document the entire process with details
- Weigh the evidence, credibility of everyone, and any history
- Consult with experienced experts before you take any employment action
- Follow up with the individual who filed the complaint and let them know the conclusion of the investigation
- Make certain no retaliation occurs to any party, including witnesses
- Implement any necessary policies, procedures, and/or provide training
If you need an experienced partner for guidance, investigations, coaching, training, or mediation through the process, please contact us at solutions@hr-roi.com or call 24/7 at (603) 766-4906.
Upcoming HR Events
Register for our free nonprofit peer-to-peer group on May 17th with our guest speaker, employment attorney Brian Bouchard from Sheehan Phinney.
Check out our seven upcoming HR workshops in partnership with the University of New Hampshire Professional Development.
Workplace Wellness Corner with Michelle Strasburger of The Wellness Value
Why It’s So Important to Turn Off
How many times have you taken a vacation or a day off and have taken a call from work, checked your email or called work to check in? How often, at the end of the work day do you go home, only to check your email or make one more call? It’s so hard to turn off from work, even when we’re supposed to be away. Someone might need you. Something might break. What happens if I don’t answer that call?
When you don’t turn off, you’re affecting your health, your family time, your relationships and your effectiveness at work. Yes, even though you’re working and “showing up”, you’re not as productive when you don’t take the time to refresh. But, let’s talk about your health and the impact that stress and staying connected have on your health. Read more.