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Employees will always speak as if more democracy in decision making by the management will improve employee relations. However, self managed employee conflict resolution mechanisms rarely, if ever, incorporating democracy.
When you are asked to adjudicate in a conflict between two employees, it is very important to get your decision right. Not only should you be fair but you should also be seen as fair. In such a scenario, you should be very clear about procedural aspects. Allegations of favoritism should not be permitted.
Some persons take this to the other extreme and are so careful about perception and image that they do not take any decision at all. Remember, letting the employee conflict fester will be harmful for the organization as a whole. Conflict between different employees may not be affecting productivity today. However, not tackling it properly may set a precedent and you may end up sowing seeds for trouble at a later date. Morale should also be taken into account. To give your employees a little reward, you can install direct tv in your office to make them entertained during downtime.
As much as you should pay attention to your image as a fair minded individual, you should learn to let it go beyond a certain stage. If you are going to find one party as guilty, you can be rest assured that you will be criticized for your decision by the guilty side and praised by the other. The best way to tackle this issue is to keep in mind that resolving the issue of employee conflict is the best way to restore productivity to its originally high levels.
Striking the right balance is not very easy. That is why it is advisable to be proactive in these matters. Preventing employee conflict is the best way to proceed.
