Whitepaper discusses how to reduce toxicity and resolve healthy and unhealthy conflict
Workplace conflicts are common in any organization, and this is something that employers need to address.
“Not having an evidence-based program to prevent workplace conflict can result in both direct and in-direct costs to the organization, harming employee mental health, lose valuable talent, and negatively impacting workplace culture,” according to the whitepaper titled Resolving Workplace Conflict with 'The Four Rs from Howatt HR Consulting.
The whitepaper answers the question: How can HR prevent unhealthy workplace conflict and facilitate a psychologically safe and inclusive workplace?
Most employers and HR professionals likely want to have a workplace full of peace and harmony where everyone is focused on getting the job done, according to a previous report.
Emotional ruptures, meaningful solution
The whitepaper builds on an early research two of the authors contributed in 2019 called Facilitating a Safe & Respectful Workplace. The Four R’s Research brief unpacks practical tool for how HR leaders can prevent unhealthy workplace conflict and support employees in navigating healthy and unhealthy conflict to meaningful resolutions and repairs.
The Resolving Workplace Conflict with 'The Four Rs from Howatt HR Consulting discusses the following topics:
- Preparing your organization to learn what can be done to prevent and repair emotional ruptures.
- Identify how employers can mature their workplace conflict management approach to facilitate meaningful resolution.
- Explore four action steps for designing and building a workplace conflict management program through a psychological safe and inclusive lens.
- Under consideration for how to facilitate emotional rupture and repair that can result in renew workplace relationships through accountability, learning and respect.
This no-cost comprehensive research brief breaks down a four-step model for how to design and develop an effective approach to conflict management.
Not all workplace disagreements are a bad thing, and some should be looked at more positively, according to a previous report.
