Office Bullying and Harassment Policy Volume Nov 2013 | Page 44
Managing interpersonal conflict
There are different ways of
managing interpersonal
conflict, including seeking an
informal resolution. An
informal resolution process
aims to resolve interpersonal
conflict quickly and effectively.
Intervening early where
conflict exists can defuse a
situation and prevent it from
escalating into something
more serious.
Not all unpleasant or inappropriate conduct amounts to bullying and harassment.
Workers might disagree on issues, they might not like what they’re asked to do, and they might not be
friends with all of their co-workers.
There are different ways of managing interpersonal conflict, including seeking an informal resolution.
An informal resolution process aims to resolve interpersonal conflict quickly and effectively.
Intervening early where conflict exists can defuse a situation and prevent it from escalating into
something more serious.
An informal resolution process might be as simple as talking to the parties involved about what
behaviour is acceptable in the workplace and what is not. Other solutions might include mediation,
where the parties sit together to discuss and resolve the issue. A manager or another person from
the workplace may mediate the situation if they have the skills and it is appropriate. It’s important
that all parties trust and respect the mediator.
If allegations of workplace bullying and harassment come to light during an informal resolution
process, workplace parties should follow this handbook’s suggestions as appropriate and must comply
with all legal obligations under the Workers Compensation Act.
After an incident occurs
Regardless of whether or not allegations of bullying and harassment are found to be true, they can
affect an entire team, group, and workplace. So, after a bullying and harassment complaint is made,
employers might work on “restoring the workplace.” This involves establishing or re?establishing positive
working relationships.
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Toward a respectful workplace