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Human Resources’ Biggest Mistake. Just last week, I received an online article (Yes, I subscribe to free E-Zines too) from a very well respected management development organization. The article encouraged companies to assess their compliance with “all the labor laws and regulations.” The list, as you can imagine, was long: Family Medical Leave, Employee Handbooks, Sexual Harassment Policy, Termination Policy, Quarterly Employee Reviews, Legal vs. Illegal Job Interview questions. Did the article provide good advice? You bet! Employers must know the law and have policies in place to assure compliance with local, state, and federal regulation. Was the advice complete? NO. So what is missing? Wasn’t it comprehensive? Well, not quite. The article suffered from a false premise. The most dangerous illusion held by business owners, managers, and human resource professionals-- “Compliance Is Enough”. Legal Compliance is NOT enough to address workplace conflict. Compliance merely sets a minimum requirement to avoid liability. My work as a mediator demonstrates again and again-- compliance is not enough. Compliance addresses the legal obligation only, not the person and not the working relationships. In their book “Love ‘Em or Lose ‘Em: Getting Good People to Stay,” Beverly Kaye and Sharon Jordon-Evans drive home that employee retention rests on feeling respected at work. From the employee’s perspective, compliance does not equal respect. Compliance with legal obligations is just the foundation of a respectful working environment, a baseline that the employer must build on. At a minimum, employees want employers to comply with the law AND treat the employees with dignity and respect. They want their employers to recognize and acknowledge the impact of policies, directives, and styles of leadership on them as individuals.
Action Tools to increase productivity & improve your workplace relationships. Take a close look at your employer’s response to conflict at work. Is there an attitude that compliance is enough? Are managers, co-workers, and HR personnel looking at the IMPACT of the situation on the people involved? Here is a tool to use to uncover impact, build respect and problem solve. The 5 questions: Ask the other person these 3 questions: 1) What is the problem? Notice that these first 3 questions focus entirely on the other person. Your purpose here is information gathering to achieve a clearer picture of the situation as that person experiences it, in other words THE IMPACT. Now the focus turns to you— for question #4. Ask yourself: 4) What can I do /what am I willing to do in this situation? Finally, with question #5 open up the conversation & move to joint problem solving. Ask yourself and the other person: 5) What can WE do to get there? Notice the WE. Focusing on joint action allows everyone to take responsibility for the outcome. Simple plan. Easy to remember. Challenging to implement because you must deliberately choose to engage in problem solving behavior AND be open to hearing the IMPACT. You can do it. Results will be better. Let me know how it goes! Upcoming Events Get more Tips and Strategies from Carol at these Upcoming Events:
Interested in bringing Carol to your workplace or professional association for training, consulting or key note addresses? Call 253-219-5532 or visit www.ManagingConflict.com We spend so much of our waking hours at work for it to be an uncomfortable, stressful place. I want to help you bring your best to the workplace and handle sticky situations gracefully and improve your working relationships. These Conflict Management Strategies are intended to help you accomplish that. If you enjoy these articles, would you please forward this issue to other people who might enjoy it or benefit from it? Please let others know they can sign up for their own subscription to these articles. All they have to do is click here www.managingconflict.com or cut and paste this address into their web browser to go to my web site where they can sign up and receive Carol Bowser’s Conflict Management Strategies. I want to hear from YOU I want to know about your challenges in the workplace and your successes from using the tips and strategies discussed here or from a Conflict Management Strategies Training or Key Note Address! Is there a particular situation you are struggling with or a success you want to celebrate? Share it with me. Here is how: Send an email to cb@managingconflict.com Describe the situation from your perspective, tell me what tip or strategy you used, and the results you had.
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CAROL BOWSER
ATTORNEY, MEDIATOR, TRAINER
253. 219. 5532
ATTORNEY, MEDIATOR, TRAINER
253. 219. 5532
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