1.) As the department manager, I would first pull the employee aside. I would remind the employee of our company‘s goals and objectives either by reading them out loud or asking the employee to recite them back to me.
2.) I would then ask the employee if he or she agreed with the objectives and felt that they were living up to them. If the answer is “yes,” I would ask them to explain to me how, and if the answer is “no,” the same thing.
3.) I would then let them know that I have noticed lately that their performance has slacked a bit and that they’ve become a bit hostile towards the customers and other employees. I would ask what they were going through and let them know that I am interested in helping with the problem as much as I can.
4.) I would then offer help with retraining, or reassigning the employee to a different position, or whatever problem the employee stated for their behavior.
5.) I would then end by letting the employee know how good it is that they have been with the company for so long and that they are valued and appreciated and in the future, come to me if there’s a problem.
According to Cahn & Abigail (2007) you should follow these six steps for successful conflict resolution:
- Preparation: Identify your problem/need/issues.
- Tell the person “We need to talk.”
- Interpersonal confrontation: Talk to the other person about your problem.
- Consider the other person’s point of view: Listen, empathize, and respond with understanding.
- Resolve the problem- Make a mutually satisfying agreement.
- Follow up on the solution: Set a time limit for reevaluation.
Also, according to Blanchard Ph.D & Lorber Ph. D., author and co-author of Putting the One Minute Manager to Work (1984) you should always end your reprimand, or confrontation with a praising. This way you are letting the other person know that they are not a bad person but their behavior is. I guess the underlying key here is “respect.” It all goes back to the old age adage “do unto others as you would want done to you.”
Now, it's your turn. Using this case study, what would you do to resolve a peaceful confortation with an employee?
References
Blanchard, K. Ph. D., & Lorber, R. Ph.D. (1984). Putting the One Minute Manager to
Work. NY: Berkley
Cahn, D. D., & Abigail, R. A. (2007). Managing Conflict Through Communication.
USA: Pearson Education