Workplace harassment is a significant risk to your organization. Please, take a moment to let that sink in.
As a workplace leader, I am sure you are incredibly busy dealing with all types of conflicting business priorities — competing expectations from incompatible mandates and legislation (safety versus accommodation versus budget) and conflicting goals and objectives (customer satisfaction versus employee work/life balance) are just two that come to mind.
With so many demands on a leader’s time, and the imperative to successfully navigate multiple priorities, it can be tempting to look the other way when you see or are told of workplace conflict, team tensions, harassment or bullying. …
Any relationship, professional or personal, often encounters sparks of tension and discord. Disagreements in work practices, looming deadlines, personal issues, differing senses of humour and even varying moods and temperaments can cause “rubs” to occur, misunderstandings to arise and workflow to be obstructed.
These are natural. They occur in most relationships and in every workplace. They do not, on their own, mean your relationships or teams are broken. They do not need to ruin or re-define our working relationships with others.
They simply need to be resolved …. respectfully.
As someone who facilitates workplace conflict resolution both informally (mediations) and formally (investigations/arbitrations), I can assure you that there is no “pot of gold” at the end of the “adversarial rainbow”. It is far better for everyone – those involved in the conflict and those caught in the middle – to resolve day-to-day conflicts both early and informally. …