Freeing Up HR: How Conflict Resolution Training Can Help

As an HR professional, you’re no stranger to the countless hours spent mediating petty squabbles and conflicts between employees. But what if you could free up a substantial chunk of your time to focus on urgent HR matters? One strategy to achieve this is by sending all staff, not just managers, to conflict resolution courses provided by external accredited service providers. Here are 5 key points to consider:

1. Context: The Cost of Conflict

Conflicts in the workplace can be costly, not just in terms of time and resources, but also in terms of employee morale, productivity, and turnover. According to a study by the Workplace Conflict Resolution Institute, the average employee spends around 2.5 hours per week dealing with conflict, which can translate to a significant loss in productivity. By providing conflict resolution training, HR can help reduce the frequency and severity of conflicts, freeing up time to focus on more strategic initiatives.

2. Rationale: Why All Staff Need Conflict Resolution Training

While managers and supervisors are often the first point of contact for conflict resolution, it’s essential to recognize that conflicts can arise anywhere, at any time. By providing conflict resolution training to all staff, HR can empower employees to take ownership of resolving conflicts, reducing the burden on managers and HR. This approach also promotes a culture of respect, empathy, and open communication, which can have a positive impact on employee engagement and retention.

3. Benefits: What External Accredited Service Providers Offer

External accredited service providers specialize in conflict resolution training and can offer a range of benefits, including:

• Expertise: Trainers are experienced in conflict resolution and can provide practical, real-world examples.
• Objectivity: External providers can offer a fresh perspective, unbiased by internal politics or dynamics.
• Consistency: Training is consistent and standardized, ensuring all employees receive the same level of training.
• Accreditation: Providers are accredited, ensuring training meets industry standards.

4. Implementation: Making it Work

To implement conflict resolution training effectively, HR should consider the following:

• Identify the right provider: Research and select an external accredited service provider that meets your organization’s needs.
• Communicate the benefits: Clearly communicate the benefits of conflict resolution training to employees, emphasizing its impact on productivity, morale, and career development.
• Make it mandatory: Consider making conflict resolution training mandatory for all employees, to ensure everyone has the same level of training and understanding.
• Evaluate and adjust: Regularly evaluate the effectiveness of the training and make adjustments as needed.

5. Outcome: Freeing Up HR to Focus on Strategic Initiatives

By providing conflict resolution training to all staff, HR can free up time to focus on more strategic initiatives, such as talent development, diversity and inclusion, and organizational change management. This approach can also lead to a more positive and productive work environment, where employees feel empowered to resolve conflicts and focus on their core responsibilities.

This course can officially be stamped a hack!