What is the most important thing in the world? He tangata, he tangata, he tangata – it is the people. And if you’re an employer, one of the most important contributing factors to a successful and productive work environment is the strong professional relationships that exist between your personnel.
Sarah Lim
We spend a significant portion of our lives at work, often alongside the same people day in and day out. With that much interaction, it’s natural that interpersonal issues will arise from time to time. These issues may not always amount to bullying or harassment. More commonly, they involve personality clashes or employees who simply don’t get along.
For employers, these situations can be difficult to navigate. Personality differences are inevitable in any workplace, and the employer is not necessarily at fault. However, failing to manage these issues appropriately can create legal risk. It can affect employee satisfaction, damage team morale and workplace culture, and potentially lead to personal grievances.
When faced with this type of issue, employers have a few practical options to consider before initiating a formal process. These approaches are often more cost-effective and constructive.
If two employees are not getting along — whether one raises the issue or it becomes apparent to others — the employer can speak with each person individually to assess whether they’re open to a joint meeting. A manager can facilitate the discussion to support both parties and help them reach a mutual understanding. Sometimes, a simple conversation is all that’s needed to clear the air.
If a direct meeting is not appropriate or comfortable, the employer may arrange a facilitated discussion. This allows both employees to express their concerns and work together to establish shared expectations going forward. Facilitation can be conducted internally by Human Resources or externally by an independent party.
The Employers and Manufacturers Association’s (EMA) legal team and consultants regularly act as external facilitators and mediators. An independent facilitator can provide a neutral, balanced environment that encourages openness and transparency — often helping parties reach a resolution more effectively.
Depending on the outcome of earlier discussions, the employer may consider a ‘without prejudice’ meeting. Before proceeding, it’s important to ensure the employee understands what ‘without prejudice’ means and agrees to engage in an off-the-record conversation. This is a more formal step, and we recommend seeking legal advice before initiating such a process.
Photo: Yan Krukau, pexels.com
