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Tips to Prevent Labor Conflicts

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Highly incurred labor conflicts cause you a lot of trouble as an employer. They not only spoil the work atmosphere, but also increase the risk of sick leave. How do you prevent such conflicts? Labor conflicts occur regularly within companies. If they are not dealt with on time, this will cost you a lot of time and money as an employer. The following tips will help you prevent them from getting out of hand:

1. Recognize the signals on time

Be alert to the signs of a labor dispute. This allows you to look for solutions at an early stage. You may have to deal with a labor dispute such as:

- there are unmotivated personnel
- employees regularly fail
- quarrels can't be stopped
group formation occurs

These signals can be the reason for a conversation with the employees involved. During that interview you check whether there is actually a labor dispute. If this is indeed the case, ask the parties whether they can resolve the conflict themselves or need support.

2. Don't let it run its course

It's usually not wise to let an employment dispute run its course. There is a good chance that the views will harden, so that you'll be further removed from a solution. Therefore, immediately make agreements with all involved parties about the way in which they will resolve the labor dispute. Some companies use a conflict protocol for this. It states the course of events in conflicts.

3. Switch on a mediator

Only when the parties themselves or with the help of, for example, a colleague can't resolve it, may it be wise to engage a recognized mediator. He or she assists the arguing parties in reaching a solution. The condition is that they are prepared to come out in this way. If a legal decision is desired, it's better not to opt for mediation.

Remove causes of labor conflicts

In addition to combating escalation, it's useful to prevent labor conflicts from occurring at all. With the following tips you remove the causes of many labor disputes:

1. Start with a professional personnel policy

Labor conflicts often arise because goals, tasks and schedules are not clear. With professional personnel policy you're ahead of these problems. This means, among other things, that you clearly state mutual expectations. For example, record what the duties of an employee are in the job description. That creates clarity about his role. Also ensure good coordination with colleagues, for example through a recurring work consultation. As a result, everyone is on the same line, which reduces the risk of disagreement.

2. Communicate the right way

A large number of labor conflicts can be prevented by communicating in the right way. It's specially important to give each other feedback in a good way. This means that you raise problems without drawing conclusions too quickly. Address the other's behavior, but be open (also as a manager) to alternative explanations and solutions. This way you prevent a labor dispute from giving you feedback.

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