Canadian Professional
Management Services

Dealing with Workplace Conflict

Dealing with Workplace ConflictEmployee conflict is common in all work environments, but if left unmanaged it will have negative consequences on the workplace. Often we take the passive approach to managing conflict, and naively hope that the issues will somehow be resolved. Unfortunately, the issues typically become worse over time and the negativity spreads, resulting in poor employee morale, loss of productivity, absenteeism, staff turnover, and a ‘poisoned’ work environment.

In this program, you will learn effective strategies to resolve employee conflict and how to manage employees who challenge your authority. By understanding the different stimuli to conflict, and why poor employee behaviours develop, you will begin to resolve employee conflict for the long term. With this program you will gain the tools necessary to develop confidence and actively manage the conflict around you.

Program Content

  • Understanding the supervisors’ role in shaping behaviours
  • Learning effective behavioural change models
  • Understanding the different stimuli to conflict
  • Determining when to coach, or discipline a poor employee
  • Building commitment to a behavioural change plan
  • Using ‘power’ or ‘interest’ in resolving disputes
  • Using coaching and mentoring as a tool
  • Determining the true interests behind employee conflict

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  1. How do you manage an employee who denies his poor behaviour?
  2. When do you involve a third party in dispute resolution?
  3. What are the steps to a coaching plan?
  4. T/F: Managers must always coach an employee prior to using progressive discipline.
  5. T/F: Managers should allow his employees to resolve their issues independently unless they seek him for assistance.
  6. How does a supervisor contribute to employee conflict?
  7. T/F: You can not manage a conflict that resulted from a ‘he said, she said’ scenario.
  8. Can you discipline employees for poor behaviours in spite of their ability to meet your other performance goals?
  9. T/F: You should spend more time managing your poorly performing employees even though you may appear discriminatory.
  10. What are the 3 most common mistakes managers make when trying to resolve poor employee behaviour?

General Information

Why should you attend?
  • Small interactive hands-on programs
  • Role-playing and simulation of real workplace situations
  • Group activities, open discussions and case studies
  • Experienced program presenters who are leaders in their field
  • Practical content and information that you can use in your everyday work environment
  • You will not be pressured to purchase books or videos as all program materials are provided at no additional cost
  • Program satisfaction guaranteed!
Who Should Attend?
  • Managers and supervisors
  • Human resources and Labour relations specialists
  • Directors and board members
  • Administrators
  • Members of the negotiations team
  • Future managers, supervisors and those in leadership positions
General Program Information
  • Program materials will be provided
  • Certificates will be presented upon completion of the program