Director of Human Resources
1201 Texas Wesleyan Drive
Fort Worth, Texas 76105
REF: CONFLICT BETWEEN EMPLOYEES
It is unfortunate that a conflict between the employees can be extended to the office of the manager. The situation has not been the same for two employees who have had issues with coping with each other in the office. They seem to be in constant disagreements following the duties allocated to each of them. It is evident that the conflict is not personal but a definition of an issue at the workplace. They seem not to respect each other’s role in the company at any time. The conflict requires an immediate plan to control it and ensure it does not cause trouble in the organization.
The first step in dealing with the conflict is investigating its extent. It is having a third party to try and understand the main cause of the conflict between the two parties. The investigators will try to look into the working environment for the two parties and understand what could be the source of disagreements between them. The investigators will have to note down the possible causes and give a report to the manager.
The manager will use the report for further analysis of the situation through a meeting with the employees. The manager will require the individuals to explain their concerns with each other. Questions will be asked on a number of elements in connection with the issue surrounding the two parties. With the information from the third party and the involved individuals, it will be extremely easy to monitor the situation and narrow down to the most probable cause of the conflict.
Once the underlying problem has been identified, the manager will have to engage the employees in a conflict resolution process. It means the individuals must be ready to value their relationship at the workplace and put their differences aside for the sake of the organization. The first step to the resolution will be for the individuals to accept that they have a problem. Once the parties have accepted the liability, they will focus on achieving some level of resolution to the problem.
The third step in the plan will be to offer a set of alternatives, which will help to resolve the differences between the parties. For example, the individuals must be assured of some level of agreement, which will make each of them comfortable to continue working with each other in the organization. Value will be achieved if the given alternatives fit to the needs of the people and they are convinced that they would receive a certain level of satisfaction.
The fourth step will be to determine the follow-up that will be undertaken to monitor the actions. After two weeks a meeting should be held with the employees to measure their relationship at the time. The follow-up plan will be significant in assuring the manager that the issue has been resolved fully.
The last step will be to determine what will be done if the conflict will go unresolved. The step will ensure value has been given to the resolution process to ensure only the most reliable steps have been undertaken. The manager must realize some progress in the relationship between the parties through assurance for closer working relationship between the parties.
Value will come through the effort shown by the individuals on dealing with the situation. Time will guarantee greatness if it is linked to action by the employees and the manager. It is the duty of the manager to ensure the employees remain in a helpful relationship. As a result, value will have been created in the conflict resolution process.
Manager
