Conflict Resolution Steps In The Workplace

The conflict resolution steps in the workplace carry two constraints that personal disputes do not, and ignoring either is how a manageable disagreement becomes a formal complaint.

There is a power structure. If one party manages the other, a conversation framed as between equals is not one. That usually means someone else facilitating, or the manager being explicit about the imbalance rather than pretending it is absent.

There is an employer duty. Unresolved conflict is a recognised psychosocial hazard, so the employer has an interest in the outcome beyond the two people involved. It also means the matter cannot simply be left with them to sort out.

Practically, that means documenting what was agreed and checking it held, which a personal dispute would not require.

Safe Work Australia sets out the psychosocial duty. This is general information rather than legal advice.

See Sentrient’s conflict resolution course and workplace compliance system.