SHRM

Leveraging strengths

When we know our people, we understand their strengths and their giftedness and help align them to roles and assignments in which they thrive.  We then reward them for doing well.  

As a result, we create an environment where true collaboration thrives, where risks can be raised and resolved.  Where teams leverage the strengths of each other to achieve something greater than themselves.  And, where customers return because of the quality they receive.

Cold wars at work

“Most wars between individuals are of the 'cold' rather than the 'hot' variety---lingering resentment, for example, grudges long held, resources clutched rather than shared, help not offered. These are the acts of war that most threaten our homes and workplaces.”  ―The Arbinger Institute

 

Let me know if I can help you better understand your organization and uncover hidden behaviors that your team may not feel comfortable sharing with you directly.

Respondent feedback to HR

In the same survey referenced yesterday where 58% of Respondents said that their HR organizations were “not at all helpful” to them in resolving a workplace conflict, Respondents were able to provide input on what could have been done better by their HR organizations to help resolve issues.  Here are recurring themes from their input:

  • Work with me to find a solution, rather than simply telling me, "That's the way it is." 
  • Provide practical steps to make things better.
  • Unbiasedly investigate the situation / Remain neutral while gathering all the facts.
  • Engage vs. just documenting different facts.

Research shows that conflict at work increases risks, increases litigation, results in time off of work, and decreases productivity.  Early intervention is easier to manage than mitigating a crisis or spending money to correct risks that were overlooked.  

Let me know if I can help you better understand your organization and uncover hidden behaviors that your team may not feel comfortable sharing with you directly.

Is your HR organization helpful when resolving workplace conflict?

I recently asked the following question in a survey: 

“If you have ever engaged Human Resources to help resolve a workplace disagreement / conflict, how helpful was the Human Resources (HR) Department?”

Respondents could choose helpfulness of HR resolving their workplace issue on a scale from 1 (Not at all) to 5 (Very helpful):

  • 58% of Respondents said HR was “Not at all” helpful to resolving their workplace conflict.
  • No one chose the top end of the range (4 or 5 helpful to very helpful).

This would indicate that there may be an underlying issue in many workplaces.  Ignoring these issues creates an environment for increased risk.

Let me know if you are interested in learning how to help your employees work through conflict.  Or, email info@ImpactingParadigms.com.