Editor’s Note: The standard for excellence in public safety is changing. Lexipol is your partner in understanding how your agency measures up and setting a course to achieve performance excellence. Schedule a consultation with our team today to learn about our holistic approach built on Gordon Graham’s 5 Pillars of Organizational Success.
Gordon Graham here with Today’s Tip from Lexipol and today’s tip is for all my supervisor friends in corrections operations. Today, I want to talk to you about conflict resolution, addressing friction between employees.
Now let’s face it. Corrections is a high stress environment, which means clashes between staff members are inevitable. If not managed properly, these conflicts can threaten the safety and security of your facility. So here are some practical tips to help you effectively resolve employee disputes.
First, address conflicts early. Recent studies show that unresolved workplace conflicts can increase staff absenteeism and turnover as much as 50%. As a supervisor, knowing the dynamics between your team members can help you identify and address issues before they escalate. When differences arise, meet with the involved employees individually. Let them each share their side of the story, acknowledge their feelings, and gather as much information as possible. Doing this helps you understand the situation better and makes everyone involved feel heard and valued.
Next, share your nickels worth, your perspective. Focus on the specific issue at hand and avoid bringing up past disagreements. Discuss the impact of the conflict on the team and the facility’s operations. Make it clear that the situation needs to change and outline potential consequences if it doesn’t change.
After talking with the involved people, it’s time to find a solution. Here’s a thought. Ask the employees for their suggestions on resolving the conflict and offer your own ideas. Develop a clear action plan and get both parties buy in before moving forward.
You might also direct them to an EAP, employee assistance program, or other helpful resource for additional support. And remember that follow-up is necessary and crucial. Schedule regular check ins to monitor progress and provide ongoing support.
As a supervisor, conflict resolution is your responsibility. While it takes some work, the payoff is real. Happier employees, a more productive work environment, and a safer facility. And that is today’s tip from Lexipol. Gordon Graham signing off.
