Conflict resolution procedure

Problems, misunderstandings, and frustrations may arise in the workplace. It is PEER Construction’s intent to be responsive to its employees and their concerns. An employee who is confronted with a problem may use the procedure described below to resolve or clarify his or her concerns.

Conflict resolution principles

PEER Construction is committed to managing work related conflict according to the following principles:

• Conflict will be:
  • resolved with as little formality and disruption as possible
  • taken seriously
  • dealt with fairly and objectively and in a timely manner.
• Mediation, negotiation and informal resolution are optional alternatives to investigation.
• Procedural fairness will be ensured wherever practicable.
• Natural justice principles will be observed wherever practicable.
• Confidentiality and privacy will be maintained as much as possible.
• All parties to the conflict will be appropriately supported.
• All parties are entitled to reasonable progress updates.
• Appropriate remedies will be offered and implemented.
• A review mechanism will be offered.
• Complainants, respondents and people associated with them will not be victimised because of lodging the conflict or dispute nor will they suffer any other reprisals.
• PEER Construction will keep confidential records of conflict.

Conflict resolution strategies

PEER Construction encourages employees to resolve work-related conflict through discussions with the person(s) involved.

Employees can use these strategies to manage workplace conflict:

• Clarify what the disagreement is – Clarifying involves getting to the heart of the conflict. Continue to ask questions until you are certain that all parties involved (you and those on either side of the conflict) understand the issue.
• Establish a common goal for both parties – In this step, all parties agree on the desired outcome of the conflict. Discuss what each party would like to see happen and find a commonality for all parties as a starting point for a shared outcome.
• Discuss ways to meet the common goal – This involves listening, communicating, and brainstorming together. Work together to discuss ways that all parties can meet the goal they agreed on. Continue until all the options are exhausted.
• Determine the barriers to the common goal – At this stage acknowledge what has brought the parties into conflict and talk about what problems may prevent a resolution. Understanding the possible problems that may be encountered lets you proactively find solutions and implement plans to handle issues. Define what can and cannot be changed about the situation.
• Agree on the best way to resolve the conflict – Come to a conclusion on the best resolution. Start by identifying solutions that all parties can live with. Ask the parties and identify common ground. Then start to discuss the responsibility each party has in maintaining the solution.
• Acknowledge the agreed upon solution and determine the responsibilities each party has in the resolution – All parties need to own their responsibility in the resolution of the conflict and express aloud what they have agreed to.

If you are unable to resolve a conflict you should attempt to discuss the issue with your supervisor.