There are a number of questions we are asked frequently, for which there is a short yes, no or maybe answer - but the answer is usually no. Often we know that you know the answer is no, but you are hopeful we might come up with a clever way of making it a yes. Have a look at this list of questions and see if you would have answered correctly.
Q & A: Addressing Workplace Tension
Ever faced a tricky workplace situation and wondered, ‘Can I do that?’ This Q&A dives into everyday scenarios that will test your knowledge on how to navigate and resolve conflicts early and effectively
Don’t ignore it. If you’re aware of ongoing conflict, especially if it’s affecting the team or business, you need to step in early. Letting things fester can lead to bigger problems. Address issues promptly and document your actions. If you need help, get advice before things escalate.
Take it seriously. Meet with the employee, outline your concerns, and give them a chance to respond. Be specific about your observations of their behaviour. Make it clear what’s expected in terms of workplace behaviour. Irrespective of whether they acknowledge their behaviour, you can set required standards . If the behaviour is serious enough in the first instance or it continues, follow your disciplinary process.
It depends. Physical or verbal abuse can be serious misconduct and justify dismissal, but you must still follow a fair process. Investigate, get statements from everyone involved, put the allegations to the employee in writing, and give them a real chance to respond. Only make a decision after considering all the facts. Be sure to follow the process and procedure outlined in your employment agreement or other policies.
You can’t ignore it. Start by meeting with each person separately to hear their side – take notes and stay neutral. Then, bring them together (if safe) to set expectations: everyone is expected to work professionally, regardless of personal feelings. Make it clear that refusing reasonable work instructions isn’t acceptable and could lead to disciplinary action. If the behaviour continues, move to a formal disciplinary process. Document every step. Early, fair action is your best protection if things escalate.
Act quickly. Speak to both employees separately to get their versions of events. Remind them of your expectations for respectful behaviour at work. If needed, bring them together for a conversation to clear the air and any underlying issues. Address any team gossip or side-taking – remind everyone that workplace conflict must be handled professionally. If the argument involved threats or abuse, follow your disciplinary process. Document all actions and check in with the team afterwards to make sure things settle.
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If you have an employment issue that you are unsure of how to resolve, please get in touch and we will be happy to help. [email protected]
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