It takes two; two to make and two to break. We’ve heard this applied time and time again to our personal lives although it could not be truer for the Management and Union relationship.
The ability for labour relations to be successful heavily depends on both parties having a strong relationship to rely on when things get dicey.
With a strong foundation, both parties can express their interest in an environment that allows for disagreement while still maintaining a mutual respect. Now if we could only apply that to our personal lives…..hmm.
Conflict can ruin employee potential, production, and well being.
Conflict can cause enormous headaches for managers and has a negative impact on the bottom line.
Conflict is difficult to manage and makes a lot of people uncomfortable.
How then can we deal with it ?
Determine what your employees want from a work environment? That’s right, ask questions!
- Forget exit surveys; why do people stay?
- What do you want from your work environment?
Talk about people’s differences amongst your team. What makes your team great? What does each person bring to the team? Acknowledging differences will help to alleviate tension.
Develop an action plan specific to your team. You now know the strengths and areas of opportunity for your team; so make a plan to use the strengths to overcome challenges.
Talk about conflict – do not let it fester. When conflict arises – deal with it! Having a dialogue early on in the disagreement is easier to do than after the conflict has persisted for some time.