Assess current conflict, its forms, and its costs. Establish baseline measures of conflict in your organization/Department. Send out a survey to gain a measurement of were people are related to feeling safe and respected within their work environment.
Establish the core competencies for managing workplace conflict.
It is equally important to support the learning. Coaching sessions for managers can help enhance learning. For managers dealing with ongoing workplace conflicts, training plus coaching may help increases their performance.
Identify the blockages in your organization’s/Departments structure and culture that prevent effective application of the core principles of Conflict Resolution. Create and implement an action plan enabling learners to fully apply their conflict resolution skills, and allowing the organization to realize full value from its investment in training. Removing the obstacles is paramount.
Train an in-house team of Peer Supports
Ensure Department Representation within the RWP Presenters Group.
Call for nominations among managers, frontline staff, HR Department for membership on a Departmental RWP Action Committee Offer champions of RWP principles, opportunity to participate in the Management Conflict Resolution Training through the Public Service Commission. This training is also available with Community Mediation Services.
The provincial government provides comprehensive dispute resolution options for government employees. The Respectful Workplace Programs provides interest-based conflict resolution options for handling interpersonal disputes.
Compare to benchmarks Re-administer the benchmarking instruments, i.e. workplace survey. Measure the progress toward becoming a healthy respectful Department. Examine results for indication of appropriate next steps, if any.
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