“Some signs of conflict may be visible such as a heated exchange between colleagues or a meeting between management and employee representatives that turns into a stand-off.” – ACAS
Employers have duties under health and safety law to assess and take measures to control risks from work-related stress.
If an employee suffers from stress related ill-health and the court decides that the employer should have been able to prevent it, the employer could be found to be negligent.
There is no limit to the compensation an employee could get from this managing stress and conflict in the workplace can be a challenge.
The symptoms may be difficult to recognise as they are not always obvious, they are both linked to similar behaviours and often linked to each other.
USING TECHNIQUES FOR A POSITIVE CHANGE
- ‘Listen’ to the opposing view
- Plan and write down what you are going say
- Stay calm, do not get angry
- If the opposer gets angry, walk away
- Do not take it personally
- Do not hold a grudge
- Move on
HANDLING CONFLICT QUESTIONNAIRE
1. What is conflict?
2. When is it healthy?
3. When can it be destructive, what is the best action to take?
4. How do you select the right approach?
5. What are the consequences of confrontation?
6. What techniques can you use for a positive change?
8. Why do you need to consider the relationship you have with the person?
9. What action should you take if you cannot resolve the conflict?