Conflict happens in all organisations from time to time. It is important that conflict is managed at the earliest opportunity; prior to taking the issue to disciplinary / grievance meetings.

The ACAS code of practice places an emphasis on early informal resolution and employees are encouraged to demonstrate that they have attempted early conciliation before going to tribunal.

However, many organisations avoid conflict management and informal conversations. There are many reasons for this; untrained line managers or a culture where talking about a problem is seen as uncomfortable and avoided at all costs. 

ECHR can assist with conflict management; by chairing conflict meetings or training managers to enable them to have the confidence and expertise to speak to team members themselves. 

The idea behind conflict management is “confronting the difficult while it is still easy”. 

Top tips for conducting difficult conversations:

1) Go somewhere private – don’t do it on the “shop floor”
2) Hold the conversation at the end of the day so the employee doesn’t have to go back into the workplace when they might be feeling uncomfortable about the conversation
3) Plan the conversation ahead
4) Have a clear picture of the outcome you want from the conversation
5) If the employee reacts badly or emotionally then maintain a level tone of voice to put them at ease, slow down and give them time to think- you need to ensure that your message has sunk in
6) Don’t talk down to them and use open body language
7) Listening to the employee is important to enable you to steer the conversation to where you need it to go