Part One Psychosocial Hazards Series: Conflict
For so long, mental health injury and physical injury were kept separate in the Workplace Health and Safety arena. However, after many years of enquiry and research, it is now recognised that mental injury is as serious and, in some cases, more serious than physical injury.
The Work Health and Safety Regulations 2011 were changed in April 2023 to require particular steps to manage psychosocial risks, emphasising the importance of mental wellbeing in the workplace.
In Part 1 of our Psychosocial Hazards Series, we examine the often-overlooked subject of workplace conflict and strained relationships. Understanding how to handle these disagreements is critical for creating a healthy workplace and empowering people. No one likes conflict, and there are many steps you can take to make the process easier and less daunting!
We explore how workplace conflicts impact mental health and discover strategies to manage and resolve disputes effectively in your organisation.
In the 2021-22 financial year, mental health conditions accounted for 9% of all serious workers’ compensation claims, marking a 36.9% increase since 2017-18. The median time lost for these claims was significantly higher than for other types of injuries.
Furthermore, mental health issues account for significant workers’ compensation, indicating the urgency for radical implementation. However, conflict isn’t always about bullying.
So, how can you help your team to deal with conflict and improve dynamics?
Developing a Sense of Agency
One of the most successful methods for handling workplace conflict is to equip individuals with a sense of healthy agency over problems they may encounter. Conflict can be unpleasant, and healthy conflict is not a common skill for many. Encouraging a sense of agency entails various steps:
Self-Reflection and Note-Taking: Keeping a personal record of confrontations, including times, dates, and emotions surrounding the episodes, can be empowering. These notes are used as a personal reflection tool to help employees process their feelings and spot trends in their interactions. If official involvement is required, having consistent and detailed documentation helps give a solid foundation for addressing the concerns.
Confidential Reporting: Setting up a confidential HR representative or an anonymous reporting mechanism provides employees a secure environment to express their concerns without fear of retaliation. This phase is critical to establishing a transparent and supportive working atmosphere. Employees are more inclined to come forward and seek assistance when they believe they have a safe way to report problems.
Professional Support: Participating in Employee Assistance Programmes (EAP) can be quite beneficial. EAP counsellors offer an objective, professional perspective, assisting employees in resolving issues and improving workplace relationships. For example, The Team Approach provides full EAP services, like as counselling and mental health assistance, to help employees effectively manage and resolve issues.
Training and Education: Offering frequent training sessions on conflict resolution, communication skills, and stress management can provide staff with the tools they need to resolve disagreements constructively. Training encourages a proactive approach to managing workplace interactions while also promoting a culture of continual learning and progress.
Encourage open communication: Positive Communication between employees and management to help detect and resolve disputes early. Regular check-ins, team meetings, and feedback sessions can allow employees to share their issues and management to respond quickly.
Wellness Programmes: Implementing wellness programmes that prioritise mental health, stress reduction, and work-life balance can help to create a healthier work environment. These programmes can include mindfulness workshops, physical fitness exercises, and mental health days, all of which promote employees’ overall wellbeing.
The Role of Employers
Employers have an important role in resolving workplace conflicts and promoting a healthy work environment. Recent law revisions compel companies to recognise psychosocial dangers and implement preventative strategies. This involves:
Risk assessment: Regularly examining the work environment and detecting potential psychosocial hazards such as high job demands, inadequate support, and a lack of position clarity. Successful organisations, such as Google, undertake surveys and feedback sessions on a regular basis to assess employee stress and job satisfaction, allowing them to identify and address possible concerns early on.
Preventive actions: Creating and implementing actions to mitigate recognised hazards. This could involve teaching conflict resolution skills, encouraging open communication, and ensuring proper support networks are in place. For example, IBM has established conflict resolution seminars and stress management training programmes to assist employees in efficiently managing workplace challenges.
Employee Engagement: Communicating with employees to better understand their problems and include them in the process of managing psychosocial hazards. This collaborative approach can boost trust and promote an environment of mutual respect and support. For example, companies like Microsoft have established employee resource groups and feedback platforms where employees may express their problems and make suggestions, resulting in more inclusive and supportive workplace rules.
Need some help? Contact The Team Approach today and ask for information on our Employee Assistance Programmes, Workplace Wellbeing, and trusted Mental Health professionals. Our counsellors and psychologists are passionate about being of service and making positive and genuine changes in our workplaces.
You can also head over to our resources page for valuable information.
Sources:
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Working together for mentally healthy teams
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