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1、1Guides by HiBob|Visit our Resource CenterBuild bridges,not walls:HR strategies for navigating workplace conflict2Guides by HiBob|Visit our Resource CenterIntroduction 3Key challenges:Facing the realities of conflict in the workplace 4How to support people in active conflict zones 8Create a workplac

2、e conflict management and prevention strategy 12The key is in the culture 17Meet Bob 183Guides by HiBob|Visit our Resource CenterIntroductionIts inevitable.Disagreements will arise in the workplace.However,disagreements over how to structure a workflow or what the best way is to complete a task pale

3、 in comparison to the hostility of national and global conflict now spilling into the workplace.Keeping the peace at work today can feel like a greater challenge than ever,but there are strategies you can implement to minimize conflict and maintain a healthy company culture.This guide outlines pract

4、ical strategies for handling conflict in the workplace and supporting members of your global workforce residing in and interacting with customers and colleagues in active conflict zones.4Guides by HiBob|Visit our Resource CenterKey challenges:Facing the realities of conflict in the workplace“Conflic

5、ts in the workplace are realand can quickly elevate when politics are thrown in the mix,”says Mary C.Long in Reworked.Arguments today are more than just the buildup of stress over project deadlines.With 56 wars currently taking place in the world and estimates that they affect one in six people,many

6、 global organizations have critical teams located in active conflict zones.Its therefore vital for organizations to provide support for colleagues who live in these areas.Team members may have strong opinions on these active conflicts,meaning organizations also have to manage disagreements caused by

7、 clashing political views in the workplace.These disagreements can lead to the perfect storm of emotions,financial stress,and lower productivitymaking it even more challenging for HR professionals to create a healthy company culture that helps people perform at their best.But the good news is that t

8、he right strategies can help.5Guides by HiBob|Visit our Resource CenterPolitics always seeps into the workplaceIts nearly impossible to prevent politics from entering the workplace.People are passionate about it,and it often comes up naturally in conversation.But you can put policies in place that:S

9、upport free speech Make it clear that theres no tolerance for hate speech Outline a code of conduct to establish a respectful and inclusive culture Give your people tools and training to carry out discussions in a respectful and courteous mannerThese kinds of policies establish clear boundaries that

10、 lower the chances of emotions reaching the boiling point.Incivility between colleaguesWhether due to a political disagreement or a common clash of personalities,heated emotions can often lead to workplace incivility.Talking to others disrespectfully,interrupting them,and stopping them from speaking

11、 are surprisingly common in work environments.In fact,66 percent of American professionals say theyve experienced or witnessed incivility in the workplace.According to the research,people who believe their workplace is uncivil are more likely to feel dissatisfied at work,say theyll leave their jobs

12、in the next year,or lack a sense of belonging in the workplace.Addressing incivility can avoid a toxic work culture and boost teamwork,productivity,and job satisfaction.6Guides by HiBob|Visit our Resource CenterPressure to take a stanceProfessionals today are more politically aware and active than e

13、ver before.Many insist on working for companies that publicly address social and political issues.But taking a stance has pros and cons.According to recent research,49 percent of Gen Z professionals would not apply to a company that doesnt align with their personal views.Its important to make it cle

14、ar that everyone can have their own opinionas long as they remain civil and respectful towards their colleagues and customers.In most cases,remaining neutral as an organization is the best way to keep the workplace civil and prevent people from feeling alienated.When conflict becomes a realityWhile

15、an increasing number of workplace disagreements arise from theoretical political discussions,political clashes are all too real for team members who reside in active conflict zones.This adds another layer of complexity to workplace conflicts.With a globally dispersed workforce,heated discussions bet

16、ween colleagues who are far removed from war zones may not be sensitive to team members who face war as an everyday reality.Work is now a place where people who suffer the firsthand effects of war and those on either side of the political divide all meet.This means its all the more important for you

17、r people to be well versed in conflict resolution strategies.These strategies will help build common ground between your peopleregardless of their political beliefs,backgrounds,and differing opinionsand will help team members provide much-needed support to colleagues living in conflict zones.7Guides

18、 by HiBob|Visit our Resource CenterThe lasting impact of conflicts in the workplaceWhile stifling political talk might seem like the best solution,it can create a strong reaction among team members that has a lasting impact on your workplace.The impact of these conflicts can be positive or negative.

19、How the company handles them matters.Its best to encourage respectful open dialogue around sensitive issues.Providing training that develops empathy and unity among your people is keyfrom the highest-level decision-makers to middle managers and individual contributors.8Guides by HiBob|Visit our Reso

20、urce CenterConflict in the workplace is one thing,but active conflict zones are another matter entirely.It can be difficult to know what to do,or say when team members are living in a conflict zone.What are the best ways to support them?It helps to start with the basics.Below are a few recommended p

21、ractices:Promote psychological safetyTeam members residing in conflict zones may experience regular threats to their physical safety.It helps to ensure they at least feel psychologically safe at work.You can do this by:Providing counseling services.Whether through an employee assistance program(EAP)

22、,one-on-one sessions,group therapy,or resilience circles,counseling services can create a safe psychological space for professionals in conflict zones.Holding training sessions.It can be difficult for team members to know what to say to colleagues who are living in a war zone.Holding training sessio

23、ns for international team members on how to speak to colleagues living in conflict areas can help.These sessions could include updates on what the situation is on the ground for civilians so everyone can understand the impact.HR can also hold one-on-one sessions with managers on empathy because effe

24、ctively managing such a difficult and sensitive situation depends on the efficacy of middle managers.How to support people in active conflict zones9Guides by HiBob|Visit our Resource Center Having honest conversations.Sometimes it can be as simple as being available to talk more.In a conversation Hi

25、Bob had with Karen Longest,people operations manager at MedPharm,Karen said that its important to“have straight-up conversations with employees directly affected by conflicts.How are you handling this?Do you need someone to talk to?What can we do to help you right now?Its important to acknowledge me

26、ntal stressors and to have empathy.”Following these conversations,you can offer people more leave,with or without pay,as a way of supporting them.Focusing on wellbeing.Most importantly,encourage team members to focus on how individuals are doing rather than on their political views.Otherwise,this ca

27、n make colleagues living in conflict zones feel even more isolated.Provide physical supportIt might be difficult for team members in conflict zones to access certain goods and servicesyou can provide these for them through meal trains or mobile pantries(which can be a big help,especially for working

28、 parents or people with physical disabilities).Colleagues in conflict zones may not be able to work at full capacity physically or psychologically.Delegate tasks more liberally across your international teams to alleviate deadline stress for those in these situations.This will ensure business contin

29、uity and help global team members feel like theyre genuinely supporting their peers.10Guides by HiBob|Visit our Resource CenterOffer exceptional schedule flexibilityCircumstances can change abruptly in a conflict zone,meaning that people who live there may not be physically able to work.Leverage the

30、 power of your international team.Explain that schedule changes may happen suddenly and that people living in safer and more peaceful geographies may need to give more of their time to support their colleagues living in conflict.11Guides by HiBob|Visit our Resource CenterTIP:Best practices for absen

31、ce management and lower capacityTeam members living in conflict zones may have a lower work capacity and may be more absent from work.Tracking the capacity of these team members can help managers and business decision-makers maintain realistic workload expectations and give them a clear picture of h

32、ow war is impacting the businesss overall output capacity.To monitor workforce capacity,track the percentage of team members who are able to work full-time(100 percent)or part-time(less than 100 percent)or who cant work at all(0 percent).Tracking capacity empowers middle managers with the tools and

33、resources they need to strategically delegate work across global teams,providing support to those who cant carry out their work as normal.The key is to be flexible and empathetic.There may be circumstances that are wholly out of peoples control.It helps to be transparent about this with the entire o

34、rganization.12Guides by HiBob|Visit our Resource CenterHow do you create a workplace that prevents and manages conflict effectively?“Theres no set rule of how to manage conflicts,”says Lily Kriegs,inclusive culture and belonging partner at Stryker.Whether youre tackling“regular”workplace conflict ch

35、allenges or dealing with team members in active conflict zones,keeping the peace in the workplace always comes down to communication and learning the language of positive management and compassion.Create a workplace conflict management and prevention strategy13Guides by HiBob|Visit our Resource Cent

36、erCommit to a mission your people believe inOne key to resolving(and avoiding)workplace conflict is having a strong company mission your people believe in.A strong company mission aligns people to common goals,highlights their common ground,and promotes a sense of unity at workshifting peoples sense

37、 of identity from being individuals to being a community.This approach encourages greater unity and reframes perspectives so that everyone recognizes their shared mission as a team.You can make supporting colleaguesregardless of personal beliefspart of your organizations mission.Steer clear of hosti

38、lity and maintain civilityWith 171 million acts of incivility per day in American workplaces,its vital to have strategies in place to ensure a civil,safe,and positive workplace culture.The key is to promote open dialogue while respecting each others differences.Encourage conversations to help people

39、 understand each other and find common ground rather than convert others to a particular point of view.Nip conflict debt in the budConflict debt“is the accumulation of conflict over time data has shown that rather than dealing with conflicts head-on,teams have been pushing them to the side and accum

40、ulating conflict debt,”says Jonathan Kirschner,CEO of AIIR Consulting and AIIR Analytics.Conflict debt can affect workplace relationships,collaboration,and performance.The way to nip it in the bud?Acknowledge the issues and discuss them openly and civilly.14Guides by HiBob|Visit our Resource CenterS

41、et a policy to respect colleagues above all elseKaren Longest says“Setting the tone from the top is paramount.Be neutral,dont take sides.Be open and transparent.Its a world of chaos and were all impacted by it whether its a person we work with or a friend who knows someone.“Were not picking sides as

42、 a business.Were supporting everyone we work with and everyone is entitled to their opinion.But,ultimately,were a workplace and we need to be respectful and mindful of each other.Its OK to have discussions as long as youre cognizant of that.”Its important to have guidelines in place that outline you

43、r process for managing conflicts.That way,you can ensure you nurture a culture with a strong sense of community where everyone,no matter who they are,feels like they belong.HiBobs CPO,Nirit Peled-Muntz,says:”Be consistent.Workplaces arent democracies.”Peled-Muntz suggests implementing the following

44、strategies to keep workplaces civil amidst rising tensions:Incorporate your company valuesMake your company values clear and establish a policy outlining how everyone can treat each other with respect despite their differences of opinion about work,politics,or anything else.If people break this poli

45、cy,set up a disciplinary path:1.A verbal disciplinary discussion with their manager2.Another verbal discussion with HR and their manager about how their behavior and words impact their work environment and relationships with team members3.If the behavior doesnt change,it could lead to further action

46、,including separation15Guides by HiBob|Visit our Resource CenterLeave opinions out of the workplace“Respect colleaguesbe respectful of peers and their work.Care about individuals,”says Peled-Muntz.“We always tell our people you can have your own opinion,but when you come to work,you need to be respe

47、ctful of your colleagues.We want everyone to care about their colleagues going through a difficult period.”Its about supporting everyone you work with.People can have differing views and still co-exist peacefully.Set expectations“No matter how open-minded and pro-diversity you are,make it clear that

48、 there is zero tolerance for certain things like violence or harassment,”says Rami Tzafrir,senior director of OD and L&D at HiBob.“Have clear boundaries and make it clear that if people breach them,there will be disciplinary action taken.”Have regular training sessionsProvide team members with anti-

49、bias,empathy,and non-aggression training.If youre a multi-national organization,you can hold training sessions that outline cultural and linguistic differences between international team members to facilitate understanding.Colleagues who speak English as a second language,for example,may not compreh

50、end all the nuances of the language,which can sometimes lead to misunderstandings and conflict in globally dispersed teams.These kinds of training programs can be held annually,or even more frequently,and are important for everyoneespecially managers.16Guides by HiBob|Visit our Resource CenterDefuse

51、 conflicts with diplomatic communication tacticsDisagreements dont always have to be negative.They can spark engaging conversations and bring new ideas and insights to light.However,conflicts can arise when someone doesnt feel like another person is listening.During an argument,a person may try to i

52、nterrupt or force their view on the other,which can escalate things quickly.The key to preventing conflict is having a constructive conversation.This can seem difficult when heated topics arise,but understanding each others emotional needs and feeling empathy toward each other can stop emotional sto

53、rms from brewing.Active listening can help with this.In this method,the listener maintains eye contact and paraphrases what the speaker says to understand the other person.Dialogic listening is another effective approach.In this approach,participants focus on the conversation itself as a means of le

54、arning and forging a connection with the other person rather than sowing the seeds of division.Encouraging practices that promote empathic understanding leads to greater collaboration and boosts satisfaction and company performance.17Guides by HiBob|Visit our Resource CenterThe key is in the culture

55、Theres no denying that disagreements,politics,and wars will spill over into the workplace.There are no hard and fast rules.Every process is going to be different for each organizationits up to you to decide how to approach conflict management and resolution in your workplace.Clear guidelines and a c

56、ulture of tolerance and empathy are the cornerstones of conflict management and prevention.Cultures of empathy help ensure a healthy environment for everyone at work no matter where they live and no matter what their opinions may be.Clear guidelines and a culture of tolerance and empathy are essenti

57、al to preventing and managing conflict.This promotes a healthy environment where everyone feels like they belong,including team members living in active conflict zones who may need additional supportand others who may have conflicting opinions.18Guides by HiBob|Visit our Resource CenterMeet BobAt Hi

58、Bob,weve built a modern HR platform designed for modern business needstoday and beyond.We focused on building something that is robust yet intuitive and easy-to-use,which has led Bob to be the platform of choice for thousands of fast-growing modern,mid-sized organizations.For managersIt provides acc

59、ess to data and insights to help them lead more effectively and streamline processes.For HRIt delivers automation of many common processes,allows greater oversight and visibility of the business,and centralizes all people data in a secure,user-friendly environment.For employeesIts the tools and info

60、rmation they need to connect,develop,and grow throughout their journey.In a short time,Bob can be deployed to enable communication,collaboration,and connectivity that drives stronger engagement,productivity,and business outcomes.19Guides by HiBob|Visit our Resource CenterNow is the time to make smar

61、ter decisions when it comes to your people and organizationTo learn more about HiBob and our data-driven tools,get in touch with us at SCHEDULE A DEMONEW YORK275 7th Ave,New York,NY 10001AMSTERDAMVijzelstraat 68,1017 HL Amsterdam NetherlandsTEL AVIV28 Ben Avigdor St.Tel Aviv 6721848 IsraelLISBONAvenida Liberdade 36,Piso 7,1250-147 Lisboa,PortugalBERLINFactory Berlin Mitte,Rheinsberger Strasse 76/77,10115,BerlinSYDNEYRedlich,Level 65 19 Martin Place Sydney NSW 2000LONDONThe Buckley Building,49 Clerkenwell Green,London EC1R 0EB