Employee Relations

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Employee Relations
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Company Policy

• Know your company policy regarding employee
  behavior.

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• Understand that company rules and regulations are
  for the benefit and safety of all employees.

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• Employees are expected at all times to conduct
  themselves in a positive manner in order to
  promote the best interests of the Company.
• Appropriate employee conduct includes

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• (a) Treating all customers, visitors, supervisors
  and coworkers in a respectful manner

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• (b) Refraining from behavior or conduct that is
  offensive or undesirable, or which is contrary to
  the Companys best interests

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• c) Maintaining cleanliness and order in the
  workplace and work areas

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• Stealing, destroying, defacing, or misusing
  Company property or another employees or
  customers property

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Sharing Space

• Rule 1
• Dont Invade a Co-workers
• Personal Space or Work Area

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• Rule 2
• Dont listen in on the conversations of others

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• Rule 3
• When working at a work area other than your own,
  always leave the work area cleaner than you found
  it!

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The Teamwork Approach

• The expectation is that teamwork and
  collaboration are expected and . . .

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Do Onto Others As You Would Have Done Onto You!!!
All employees should live by this old adage
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CONFLICT RESOLUTION

• Conflicts occur in the workplace and throughout
  our lives. They can all be handled in the same
  way.

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CONFLICT IS

• Any situation where one persons desires differ
  from another

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CONFLICTS

• Conflicts are natural, neither positive or
  negative
• It is not whether you have conflict in your life,
  it is what you do with that conflict that makes
  the difference.
• Conflicts are a normal part of doing business
  because organizational members have different,
  and often opposing goals.

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CONFLICTS, continued

• Conflicts are inevitable however anger, grudges,
  hurt and blame do not have to be
• Don't fight -- solve the problem

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MANAGED CONFLICT

• Strengthens relationships and builds teamwork.

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OUT-OF-CONTROL CONFLICT

• Damages relationships and discourages cooperation

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CONFLICT RESOLUTION IS

• A positive process whereby individuals resolve
  issues in an informal or formal atmosphere, or
  where issues are resolved in an on going
  interaction between individuals.

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GOALS

• Winning and losing are goals for games, not for
  conflicts.
• Learning, growing and cooperating are goals for
  resolving conflicts.
• Resolving conflict is rarely about who is right.
  It is about acknowledgement and appreciation of
  differences.

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CONFLICT RESOLUTION SKILLS

• Initiate discussion - choose the issue(s) you
  want to address and be specific
• Communicate - choose language that is concise,
  avoiding vague/general terms
• LISTEN - effectively
• Recognize the need and ability to make personal
  changes

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SKILLS - Continued

• Learn and use what you have learned
• Seek out resources and support as necessary

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PROBLEM SOLVING GUIDELINES

• Focus on the problem, not the person
• Verbalize your feelings appropriately
• Move from justification to resolution
• Look forward (opportunity), not backward
  (blaming)
• View the situation from both sides

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GUIDELINES, Continued

• Identify the points where you can compromise
  rather than demand
• Be open and make every effort to respond in a
  positive manner

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Additional "clues" to guide you through
constructive conflict resolution

• It may be appropriate to leave some conflicts
  unresolved
• Know when to talk and when to listen
• Tell people what you're feeling without blaming
  them
• Manage your emotions before you reach your
  boiling point
• Accept responsibility for your anger you become
  angry, no one makes you angry

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Possible Solutions

• Informal Conflict Resolution
• Mediation
• Employee Support Services
• Formal Conflict Resolution

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This is all easy to say but.

• It takes practice and dedication. We will not
  live a life without conflict but it is our
  decision how we deal with it

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For support in the workplace

• Contact your Human Resources Department
• Discuss issues with supervisors
• NYS Department of Labor
• Association for Conflict Resolution
  (http//www.acrgny.org )
• Cornell University/Institute on Conflict
  Resolution (http//www.ilr.cornell.edu/icr)