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Read Now: Confronting conflict: How to deal with difficult employee disputes  – 101 Latest News



Confronting conflict: How to deal with difficult employee disputes 

#Confronting #conflict #deal #difficult #employee #disputes

Conflict is a part of every relationship — even the relationships in your workplace. But when employees are involved in a difficult dispute, it can drag down productivity, morale, and your bottom line. 

As a leader, there’s no doubt you’ll be faced with these situations from time to time. Fortunately, with the right tools and tactics, you can smooth it over quickly and get back to running a happy, drama-free team. 

Determine the nature and severity of the situation 

Understand the nature and cause of the conflict. Is it a case of miscommunication, personality clash, or competition? Or, is it something more serious like harassment or discrimination? 

If it’s more serious, refer to your existing policies on how to address the issue. If you don’t have a policy, consider asking an HR expert to help build one that keeps you compliant with state and federal laws. 

Tip: Homebase HR Pro can help with this. You can speak live with our team of experts who will answer your toughest HR questions, review your policies, and help create new ones. 

Let your employees handle it

In situations involving miscommunication, personality clashes, and competition, it may be best to allow your team members to resolve the conflict without intervention. After all, when a manager engages in minor conflicts, it can add fuel to a fire that may well have gone out on its own. 

Let your employees know that you value their employment and understand their feelings. Then, redirect the conversation by saying that you believe in them and their ability to handle the personal conflict. Oftentimes, what employees are really seeking is validation of their feelings. And having them address the issue head-on can often clear up any misunderstanding. 

Know when to step in

If a workplace conflict can’t be resolved by the employees themselves, you may find that you need to jump in and take action. 

A few issues that might require management intervention include: 

  • Bullying
  • Explicit, threatening, or aggressive language 
  • Conflict that consistently disrupts productivity or impacts morale 
  • Insulting or disrespectful behavior 
  • Allegations of discrimination or harassment 

Act as a mediator 

Sit both employees down together and ask them to answer questions in front of each other. This encourages a more honest exchange with less exaggeration. 

Oftentimes, employees realize they’re actually working toward the same goal once they’ve hashed out their issues in a productive manner. They just have different opinions on the issue at hand. Once you’ve given them a way to identify the problem, it’s much easier to find a solution. 

Find a solution

Once you’ve identified and discussed the issue at hand, work with the employees to collectively brainstorm solutions. Welcome all ideas and discuss each in a positive way. 

It can help to make a pros and cons list for each option and find a scenario both parties can agree to move forward with. If they can’t come to an agreed-upon conclusion, encourage them to commit to the option you think is best. 

Document the incident 

Keep track of all workplace conflict details, including conversations, disciplinary actions, and any other information related to the issue. Include the facts and the resolution that the employees eventually agreed to so you can monitor behavior moving forward and keep a pulse on potentially toxic team members. 

It’s also important to document any incident in case an employee decides to file a complaint on your business over the matter. 

Follow up 

After the employees reach a resolution, meet with them after a few days or weeks to discuss how the solution is going. Make sure there aren’t any lingering issues. And if there are, work quickly to address them. 

If you need a little extra backup on what to do when employees don’t get along, Homebase can help. Our team of HR experts are available to answer any questions you may have and assist you in writing new policies for when issues arise. 



Read Now: How do You Turn Employees Into Problem-Solvers? Follow This 3-Step Leadership Formula. – 101 Latest News



How do You Turn Employees Into Problem-Solvers? Follow This 3-Step Leadership Formula.

#Turn #Employees #ProblemSolvers #Follow #3Step #Leadership #Formula

Opinions expressed by Entrepreneur contributors are their own.

As a growth advisor, I work with leaders looking to grow and scale their businesses.

One of the biggest issues I found preventing companies from scaling was the fact that all the problem-solving was left up to the leader. If you took the leader out of the equation, it seemed that the team members lacked the agency to solve the problems on their own. And on top of that, some of the leaders often lacked the confidence in trusting their teams to make decisions.

So, what is the million-dollar answer to fixing this problem you ask? Well, it is not simple, but it certainly is worth the effort. If you want your company to scale and grow, you need to create high-functioning teams. And in order to do that, companies need to build a culture of problem-solvers. As a leader, it is your responsibility to create a space where your team members are not afraid to speak up, feel empowered and know what is expected of them. It is only then that you can effectively scale and grow your company.

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Read Now: What Is Cloud Encryption? How It Works, Benefits and Examples – 101 Latest News



What Is Cloud Encryption? How It Works, Benefits and Examples

#Cloud #Encryption #Works #Benefits #Examples

Data security and protection are the secrets to success for many businesses, and cloud data security providers are constantly evolving to offer the most advanced features. 


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Read Now: YouTube rolls back its rules against election misinformation – 101 Latest News



YouTube rolls back its rules against election misinformation

#YouTube #rolls #rules #election #misinformation

YouTube was the slowest major platform to disallow misinformation during the 2020 U.S. election and almost three years later, the company will toss that policy out altogether.

The company announced Friday that it would reverse its rules around election denialism, allowing some previously prohibited false claims, effective immediately. Axios first reported the changes.

“In the current environment, we find that while removing this content does curb some misinformation, it could also have the unintended effect of curtailing political speech without meaningfully reducing the risk of violence or other real-world harm,” the company wrote in a blog post.

“With that in mind, and with 2024 campaigns well underway, we will stop removing content that advances false claims that widespread fraud, errors, or glitches occurred in the 2020 and other past US Presidential elections.”

YouTube still won’t allow some kids of false election-related claims, like lying about the location of polling places and other specific efforts to dissuade people from successfully casting a vote.

“All of our election misinformation policies remain in place, including those that disallow content aiming to mislead voters about the time, place, means, or eligibility requirements for voting; false claims that could materially discourage voting, including those disputing the validity of voting by mail; and content that encourages others to interfere with democratic processes,” the company wrote.

There’s certainly an argument that, on the whole, denying the valid results of a presidential election ultimately does more to discourage people from voting than these more targeted hypothetical scenarios. But it doesn’t appear that allowing users to sow broad mistrust in the democratic process fits into the company’s definition of “real-world harm.”

Even if enforcement was challenging, it’s a strange choice to announce that it’s open season for U.S. election denial on YouTube, particularly with the 2024 race gearing up. The company plans to offer more updates around its 2024 election strategy in the next few months, so hopefully YouTube elaborates on its thinking or other planned precautions then.

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