When two employees file grievances against each other, it can create a challenging and potentially disruptive situation for a small business. Disputes between colleagues, if not handled effectively, can lead to tension within the team, reduced productivity, and even legal risks. Managing opposing grievances requires a fair, structured, and impartial approach to ensure that both employees feel heard and that a constructive resolution is reached.
Understanding the nature of opposing grievances
Opposing grievances occur when two employees each believe they have been wronged by the other and formally raise their concerns. This could stem from personality clashes, misunderstandings, allegations of misconduct, or breaches of workplace policies. Regardless of the nature of the dispute, it is vital to treat both grievances separately and fairly, ensuring that neither party feels their complaint is being dismissed or undervalued.
Initial steps to take
One of the first decisions to make is whether the grievances will be investigated separately or together. Handling them individually allows each employee to express their concerns freely without the influence or intimidation of the other party. However, a joint discussion, conducted by a trained mediator, is something worth exploring if at all possible, as it may enable you to avoid a formal process and come to a workable resolution in a more positive manner.
As soon as grievances are received, it is important to acknowledge them in writing and outline the process that will be followed. Given the complexity of opposing grievances, small business owners should take extra care to remain impartial and avoid taking sides. If possible, consider bringing in an external mediator or HR consultant to ensure fairness and transparency.
Conducting fair investigations
Assuming mediation isn’t something you can do straightaway, perhaps because the employees aren’t keen and want their grievance heard, each grievance must be thoroughly investigated, ensuring that both employees have equal opportunities to present their perspectives. Interviewing each employee separately is often the best approach, allowing them to speak openly about their concerns. During the investigation, consider the following:
- Gather all relevant evidence, such as emails, messages, witness statements, or CCTV footage if applicable.
- Speak to any colleagues who may have witnessed interactions between the two employees.
- Ensure all questions are objective and fact-based, avoiding any leading or biased language.
- Take detailed notes and ensure all information is kept confidential to avoid unnecessary workplace gossip or further conflict.
Once the investigation is complete, compare the findings of both grievances, identifying common points, contradictions, or key areas requiring further clarification.
Managing workplace tension
When two employees are involved in a formal dispute, workplace tension can quickly spread, affecting team morale. During the grievance process, it is essential to maintain professionalism and prevent the conflict from disrupting the wider team. Employers should:
- Remind both employees of the importance of professionalism and respectful behaviour at work.
- Encourage them to avoid discussing the grievances with colleagues to prevent unnecessary division.
- Ensure that work arrangements do not escalate the situation, such as adjusting schedules if needed to minimise direct interaction.
- Keep other employees informed in a minimal and professional manner if the situation starts to impact team dynamics.
Finding a resolution
Once the investigation is complete, a resolution must be sought that addresses both grievances fairly. Possible outcomes include:
- Mediation: A structured discussion led by an impartial mediator can help both parties understand each other’s perspectives and work towards a compromise. If the employees weren’t keen to go straight to mediation, it may be that they are more open to the idea once they’ve had their grievance heard formally.
- Policy Reinforcement: If the dispute arises from unclear workplace policies, reinforcing rules and expectations can prevent similar issues in the future.
- Behavioural Agreements: If both parties wish to continue working together, a formal agreement outlining expectations and appropriate workplace behaviour can be implemented.
- Disciplinary Action: If one or both employees have breached workplace policies, appropriate disciplinary action may be necessary to maintain fairness and uphold company standards.
Whatever the outcome, it must be communicated clearly and formally, ensuring that both employees understand the decision and any next steps involved.
Preventing future conflicts
Opposing grievances can be time-consuming and stressful, making it essential to put measures in place to prevent future disputes. Employers can reduce the likelihood of similar situations by:
- Providing regular training on workplace behaviour, communication, and conflict resolution.
- Encouraging employees to address minor conflicts informally before they escalate into formal grievances.
- Establishing clear policies for handling grievances and ensuring all employees are aware of the procedures.
- Promoting a positive workplace culture where employees feel supported, respected, and valued.
Conclusion
Managing opposing grievances requires a careful balance of impartiality, thorough investigation, and proactive resolution. By handling disputes with fairness, professionalism, and clear communication, small business owners can ensure that workplace conflicts do not spiral out of control. A well-managed process not only resolves the immediate grievances but also sets a precedent for handling future disputes effectively, fostering a healthier and more cohesive work environment.
If you would like further advice on managing opposing grievances, do get in touch.