New guide to help managers prevent conflict at work

The Managing Conflict Guide for Line Managers is designed to help equip line managers with the skills and confidence to intervene at an early stage to prevent disputes from escalating to the point where the formal disciplinary or grievance procedures has to be used or an employment tribunal application lodged. It was produced in response to a CIPD survey into managing conflict that showed organisations are increasingly relying on HR departments and external legal advice to manage the rising number of formal disciplinary and grievance cases. Ben Willmott, CIPD Employee Relations Adviser, said that too often managers shy away from tackling conflict in case they do or say something that might be held against them during any formal proceedings. “This approach is counterproductive. By the time a dispute has escalated to the point where the disciplinary or grievance procedure is used opinions are often hardened, confrontational and very hard to change.” The guide is based on new joint research by the CIPD and the HSE involving interviews with 369 managers and employees in the healthcare, finance, education, local and central government sectors. It highlights the management behaviours that were identified by the research as being most important to help line managers to prevent and manage conflict in the workplace. These behaviours are underpinned by six broad headings: · Dealing with issues · Use of official processes · Participative approach · Monitoring team relationships · Role modelling behaviour · Integrity Willmott added: “Our research shows that only 38% of employers train their line managers in conflict resolution skills, despite the huge impact that disputes at work have on organisations. “It is not just management time wasted and financial costs that employers must take account of but also the personal cost of individuals under stress, employee absence, dysfunctional teams and damage to morale and productivity. In many cases employees will simply vote with their feet and leave organisations if conflict is not managed effectively. It is essential that employers ensure that line managers have the skills to manage conflict as part of their core people management skills.”