A MANAGER’S QUICK GUIDE TO DEALING WITH EMPLOYEE CONFLICT

Every workplace hits a few bumps in the conflict road now and then! 🚧 

Check out this Quick Guide for some handy tips — and remember, Perceptive HR is just a call away to help you smooth out the tricky stuff.

1. Handle any queries raised early and informally — most issues can be solved through a quick, honest chat. Workers can chat to their line manager, another manager, or HR; it doesn’t need to be in writing.

2. Take every concern seriously and don’t brush it off — it could become a formal grievance or a tribunal claim later down the line. Taking it seriously shows respect and maintains trust.

3. Arrange a chat - set up an informal meeting to talk it through — invite the worker to bring someone for support (a colleague, union rep, or support person). Be extra supportive if disability or discrimination issues are involved.

4. Talk it out (two-way) — let the worker explain what’s wrong and what they’d like done. Share your perspective and possible solutions.

5. Keep simple notes — record what the issue was, what you discussed, agreed actions, and deadlines. Keep actions specific and trackable.  

6. Follow up — check if the problem’s resolved. If not, review progress, have another chat, or consider formal options. Remind the worker that they can raise it formally if needed.

7. If it goes formal — the worker should raise it in writing, following the company’s grievance policy. If no policy exists, it goes to a manager or HR. Serious cases (e.g. harassment, whistleblowing) may skip the informal step.

8. Mediation option — can be used at any time and an independent mediator helps both sides reach agreement. Both parties must agree to take part.

9. Need extra help? — contact Perceptive HR for free advice and support.