Conflicts in the workplace can have an impact on productivity, wasting time and keeping employees from doing their best. In some cases, workplace conflicts may even cause turnover as employees decide they do not want to work with certain other employees or with recurring issues. These issues may also negatively affect the company culture, undoing a lot of hard work.
It is important for managers to be well versed in conflict resolution and to be prepared to think on their feet when situations crop up. HRIS software can be a valuable tool that can assist with conflict resolution in several ways.
HRIS Data Can Help with Spotting Patterns
If conflicts have suddenly begun to erupt since a new employee or manager started in a department, the HRIS may help you spot the pattern. If there is regular performance feedback entered into the system, you may be able to link up performance issues and conflicts to shifts that specific employees work-if you suspect a problem with a certain person. Your HRIS may also help you to spot different factors that may be causing conflicts, like excessive overtime scheduling or request denials.
HR Software Can Provide Fact-Based Evidence
If employees get into a confrontation about something that is schedule or performance related, a HRIS can provide fact-based evidence that can help to cool the situation down and provide real answers for the employees that are arguing. Sometimes having this concrete data right in front of them will solve the issue. It is important to present the data with sensitivity, however, so that the employee that is “wrong” will not feel slighted or mocked.
System Can Provide Information about Attendance
In many cases, employees get into conflicts over time off requests, lateness, undesirable shifts, and other scheduling issues. A HRIS can provide insight into an employee’s grievances and supply evidence to contradict unfounded complaints. If an employee’s complaints do turn out to be legitimate, a HRIS can also help managers to refrain from making the same scheduling errors that caused the conflict or can be used to support disciplinary action for employees that have tardiness and attendance problems.
HRIS Can Record Incident Information
If employees regularly get into conflicts, it is important to record some basic information about the conflicts, including what they are about and what the outcomes are. If a conflict was caused by an employee’s behavior, the incident should be recorded in their file as information about their performance (along with disciplinary action taken, if applicable.) This information may be helpful if there are changes in management or human resources employees, as new managers and professionals can recognize “problem employees” at a glance.
HRIS Can Foster Open Communication
A HRIS can provide another avenue for communication, which may be constructive in helping employees to have meaningful discussions regarding grievances instead of starting conflicts. HRIS solutions with messaging options can make it easier for employees to talk to managers and other employees at any time, which may give employees a chance to cool off before discussing the issue in question. This method of communication may also make it easier for managers to diffuse situations because of the lack of emotion inherent in electronic communications.