|
|
|
|
![]() |
![]() |
 CIPD PRESS RELEASE 28 January 2008
New CIPD guide to help managers prevent conflict at work
The CIPD has launched a new conflict management
guide for line managers to help organisations
avoid the 350 days a year of management time
typically spent dealing with formal disciplinary
and grievance cases and employment tribunal
applications.
The Managing Conflict Guide for Line Managers
is designed to help equip line managers with
the skills and confidence to intervene at an
early stage to prevent disputes from escalating
to the point where the formal disciplinary or
grievance procedures has to be used or an
employment tribunal application lodged.
It was produced in response to a CIPD survey
into managing conflict that showed organisations
are increasingly relying on HR departments and
external legal advice to manage the rising
number of formal disciplinary and grievance
cases.
Ben Willmott, CIPD Employee Relations Adviser,
said that too often managers shy away from
tackling conflict in case they do or say
something that might be held against them
during any formal proceedings. "This approach
is counterproductive. By the time a dispute
has escalated to the point where the disciplinary
or grievance procedure is used opinions are
often hardened, confrontational and very hard
to change."
The guide is based on new joint research by the
CIPD and the HSE involving interviews with 369
managers and employees in the healthcare,
finance, education, local and central government
sectors. It highlights the management behaviours
that were identified by the research as being
most important to help line managers to prevent
and manage conflict in the workplace.
These behaviours are underpinned by six broad
headings:
* Dealing with issues
* Use of official processes
* Participative approach
* Monitoring team relationships
* Role modelling behaviour
* Integrity
Willmott added: "Our research shows that only
38% of employers train their line managers in
conflict resolution skills, despite the huge
impact that disputes at work have on
organisations.
"It is not just management time wasted and
financial costs that employers must take account
of but also the personal cost of individuals
under stress, employee absence, dysfunctional
teams and damage to morale and productivity. In
many cases employees will simply vote with their
feet and leave organisations if conflict is not
managed effectively. It is essential that
employers ensure that line managers have the
skills to manage conflict as part of their core
eople management skills."
Notes to Editors:
* To arrange an interview with Ben Willmott,
Employee Relations Adviser, please contact Meera
Vohora or Hannah Smith on: 020 8612 6400 or
mailto:press@cipd.co.uk
* The Managing conflict guide for line managers is
available to download from www.cipd.co.uk/guides.
The guide is based on interviews of 369 managers
and employees in the healthcare, financial,
education and local and central government sectors.
* The research report, Managing Conflict At Work,
is available to download from http://www.cipd.co.uk/research
* The Chartered Institute of Personnel and
Development (CIPD) has over 130,000 members
and is the leading professional institute for
those involved in the management and development
of people.
Press enquiries
Meera Vohora, Hannah Smith, Anna Wallace
Tel: 020 8612 6400
Email: mailto:press@cipd.co.uk
Website: http://www.cipd.co.uk/press
|
![]() |
 |
|
|
