Vistage Research Center

Get actionable, data-driven insights and expert perspectives from our global community of CEOs and thought leaders. Led by Joe Galvin, Chief Research Officer

3 HR best practices to limit workplace conflict


Policy handbooks

For a more tips on how to avoid common HR mistakes, watch Stacey Dennis’ webinar on-demand.

While a degree of conflict in the workplace is inevitable – and can be healthy in certain circumstances – it should never halt productivity in your business. There are many ways that you, as a leader, can cultivate a more harmonious environment. A strong employee handbook that communicates clear expectations, combined with regular employee check-ins and positive leadership, is a great place to start.

Follow these three tips to help get (and keep) your workforce in sync.

1. Develop a solid employee handbook
A company handbook can be a powerful resource. It allows you to set the framework for what your employees can expect from your company and what your company expects from them. Not only will this help reduce confusion and frustration among your staff, but it will also help employees avoid unnecessary challenges and free them to focus on their job duties.

On top of that, handbooks are an excellent tool to handle an array of issues – from resolving employee conflict to offering a defense for your company when it’s needed. Unfortunately, when your employee handbook isn’t clear, it can cause big problems. For instance, say an employee makes a time-off request, but you decide not to grant it. If there are no stipulations around vacation requests in your handbook, an employee may perceive your decision to be unfair. Over time, this can lead to unhappy employees and, in turn, negative behavior.

As you develop your employee handbook, be sure to include your policies on the following:

  • Code of conduct
  • Communication
  • Nondiscrimination
  • Compensation and benefits (including PTO)
  • Employment and termination

You should also include an acknowledgment page that your employees sign during onboarding, so that all employees receive the same instruction upon hire.

2. Have regular check-ins
Your employees want to hear from you on a regular basis. When you take the time to meet with them, you demonstrate that you’re invested in their success and ongoing growth. It also keeps employees focused on goals and achieving desired workplace behaviors.

To start, you’ll need to determine the frequency and length of these meetings. For example, will you meet every week for a 30-minute session, or is it better to have a one-hour meeting every other week? By developing a plan, you put in place an ongoing process that will ensure these conversations happen.

During check-ins, use the time to celebrate achievements and provide feedback on their performance. If and when employees get off track, use this time to provide guidance on how they can improve. When providing feedback, always take a positive approach. For example, you might ask, “Next time, what would you do differently?”

3. Provide positive leadership
There’s no denying it – your people are your greatest asset. That’s why the way you manage them matters so much. A good leader can frame things positively, even when times are tough.
Take an honest look at your management style. Here are some key questions to ask yourself:

  • Do you communicate your company’s values continuously?
  • Can employees rely on you to be a good example of how they should conduct themselves?
  • Do your employees feel valued?
  • Do your employees understand how their work supports your company’s mission?
  • Do employees feel that their opinions matter?
  • Do employees feel they’re trusted to make decisions?
  • Are employees being recognized for a job well done?

These are all factors that impact the way employees behave in the workplace. In a positive company culture, employees are empowered, valued and trusted to do their best work.
Move forward with confidence

Building a positive workplace not only creates a harmonious environment for your employees – it also positions your company to retain top-performing employees with greater ease and increase your business’s success. It’s a win-win all around.

Print Friendly, PDF & Email

Leave a Reply

Your email address will not be published. Required fields are marked *

Predefined Skins

Primary Color

Background Color

Example Patterns

demo demo demo demo demo demo demo demo demo demo

Privacy Policy Settings

  • Required Cookies
  • Performance Cookies
  • Functional Cookies
  • Advertising Cookies
Required Cookies These cookies are essential in order to enable you to move around the Sites and use its features, such as accessing secure areas of the Sites and using Vistage’s Services. Since these cookies are essential to operate Vistage’s Sites and Services, there is no option to opt out of these cookies.
Performance Cookies These cookies collect information about how visitors our Sites, for instance which pages visitors go to most often. These cookies don’t collect information that identifies a visitor. All information these cookies collect is aggregated and therefore anonymous. If you do not allow these cookies we will not know when you have visited our site, and will not be able to monitor its performance.

Cookies used

Visual Web Optimizer
Functional Cookies These cookies remember information you have entered or choices you make (e.g. as your username, language, or your region), and provide enhanced, more personal features. They may also be used to provide services you have asked for such as watching a video or commenting on a blog. They may be set by us or by third party providers whose services we have added to our pages. If you do not allow these cookies then some or all of these services may not function properly.

Cookies used

Google Analytics
GTM
Gravity Forms
Advertising Cookies These cookies are used to make advertising more relevant to you and your interests. The cookies are usually placed by third party advertising networks. They remember the websites you visit and that information is shared with other parties such as advertisers. If you do not allow these cookies, you will experience less targeted advertising.