Page 13 - HRS-125 - 07.2020 Managers Guide

Workplace Conflict
Every employee brings their own personal perspectives into the workplace. In many
situations, neither party is right or wrong; instead, different perceptions collide to create
disagreement. Conflict is natural and it is up to you to respond to conflict situations
quickly and professionally. Conflict can be positive. If you deal with it openly, you can
strengthen your team by correcting problems. Conflicting views give you a chance to learn
more about yourself, explore views of others, and develop productive relationships. Clear
and open communication is the cornerstone of successful conflict resolution.

MIL encourages the active resolution of workplace conflicts. Employees and managers
are encouraged to promote and maintain a civil and humane workplace. HR also provides
a variety of mechanisms to facilitate the management and constructive resolution of
conflict.

As a leader, your responsibility is to:

» Set the right tone for how and what people communicate with each other.
» Acknowledge that a difficult situation exists.
» Let individuals express their feelings.
» Identify the root of the issue.
» Find common areas of agreement, no matter how small.

Find solutions to satisfy needs:

» Problem-solve by generating multiple alternatives.
» Determine which actions will be taken.
» Make sure involved parties buy into actions. (Total silence may be a sign of passive
resistance.) Be sure you get real agreement from everyone.
» Determine what follow-up is needed to monitor actions. You may want to schedule a
follow-up meeting in about two weeks to determine how the parties are doing.
» Determine what you will do if the conflict goes unresolved.
» Know when it is time to get HR involved.

Employee Retention

At MIL, we make a concerted effort to provide and maintain a working environment that encourages our employees to
remain with the company. The following topics are ways that we address the various needs of employees to enhance
job satisfaction.

Transitions & Promotions Personnel Transaction Forms
Being a leader at MIL often means handling employee This form is to be completed whenever an employee’s
transitions. Employee transitions can be defined as a work information changes. This includes transfer,
change in organization alignment, a transfer to another promotion, manager change, or change in hours.
contract or department due to a position being eliminated, Out of Cycle Increase Justification Forms
contract termination, or a shift to another internal position. This form is to be completed whenever an employee
In order to ensure a smooth transition for the employee, receives a salary increase outside of the normal pay
MIL provides the following references. increase cycle. It documents that the increase is merited.

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