How HR software reduces conflict

Types of workplace conflict

HR managers face a variety of conflicts every day. Some of the most common issues, include:

Employee relations

There are many potential conflicts when it comes to employee relations. These issues can stem from personality clashes to disagreements surrounding workload and performance.

Managerial issues

Conflict can also arise when it comes to issues with management. Employees may have concerns over micromanagement, managers showing favouritism, or unclear work expectations.

Compliance issues

Compliance issues may also pop up from time to time. An example of this is when an employee feels others have failed to follow policies or procedures.

Discrimination and harassment

HR also plays a critical role in preventing conflicts of discrimination or harassment. Managers should investigate complaints and provide training to prevent such behaviour. It is crucial to ensure a safe and inclusive work environment for all employees.

Change management

When companies undergo restructures or mergers, conflict can emerge from employee anxieties. Communicating changes and addressing concerns helps employees adjust to the new work environment.

6 Consequences of unresolved conflict

When left unresolved, conflict in the workplace can fester, leading to negative consequences. Let's look at six ways unresolved conflict can impact your organisation.

1. Decreased morale and motivation

Unresolved conflict can create a hostile work environment, leading to stress and negativity. Disgruntled employees become disengaged, their morale plummets, and motivation wanes. This can have a domino effect, impacting other areas of the business.

2. Reduced productivity

Conflict can become a mental drain, diverting focus and energy from core tasks. As workplace tensions rise, deadlines may get missed and quality of work may suffer. This hinders team output and will slow progression towards company goals.

3. Increased absenteeism and presenteeism

Unresolved conflict can trigger a vicious cycle when it comes to absenteeism. Employees may call in sick more frequently to avoid the tensions of the workplace. Or they may show up physically but be mentally checked out. This only hinders productivity further and creates a heavier workload for remaining colleagues.

4. High employee turnover

A toxic environment fueled by conflict pushes talented employees towards the exit door. In search of a more positive and productive working environment. employees leave the company with the burden of recruiting and training replacements.

5. Customer service issues

Conflict within a team can seep into customer interactions. Disgruntled employees may become short-tempered or dismissive. This can impact the customer experience and potentially damage the company's reputation.

6. Legal issues

Unresolved conflict can spiral into serious legal issues. If tensions escalate to harassment or discrimination, employees may file formal complaints. This can lead to costly investigations and potential lawsuits. These lawsuits not only damage the company's finances, but also tarnishes its reputation.

How can HR software help address workplace conflict?

Unresolved conflict has some detrimental effects on the workplace. Fortunately, HR software offers many tools to help HR managers address these issues. Let's explore how specific functionalities can tackle each of the challenges we've discussed.

Communication issues

Centralised documentation

Ensuring employees are on the same wavelength can be quite a feat. HR software provides a central location for storing all documentation, whether that be:

Company policies and procedures, or

Employee handbooks

By removing the need for physical copies, employees can easily locate information. Some systems can leverage AI to analyse and retrieve specific information you need.

Internal communication tools:

HR software goes beyond policy storage. Built-in messaging platforms and discussion boards foster open communication between employees and managers, facilitating HR software conflict resolution.

This allows for:

Early identification of potential conflicts

Real-time problem-solving

A more collaborative approach to resolving issues

HR managers can address these issues whilst providing guidance and support throughout.

Employee relations and managerial issues

Break down communication silos

HR systems can bridge communication gaps between managers and employees. Features like performance management modules allow managers to:

Set clear expectations

Track employee progress

Provide regular feedback

This eliminates confusion that can arise from scattered communication channels.

Promote fairness

HR managers can ensure consistent policy application with automated workflows and approval processes. This guides managers through the procedure for different types of conflict, removing bias.

Compliance issues

Simplify reporting

HR software empowers employees to report compliance concerns securely and conveniently. Employees should feel they have a safe space to raise issues, whilst knowing their data is protected.

Streamline investigations

Transform investigations by facilitating efficient data collection through secure HR portals. Case management tools keep everything organised, allowing for:

Streamlined communication
Clear tracking of progress
A more efficient path to resolution.

Change management

Clear communication channels

Effective communication is key to managing change. HR software can be a powerful tool in this area. Features like internal communication platforms and targeted announcements allow you to:

Announce changes
Answer questions
Address employee concerns within the software.

This builds trust and helps ensure a smoother transition during periods of change.

Pre-emptive measures

State how HR systems can identify potential anxieties through surveys & feedback tools.

HR software goes beyond reacting to issues. It can help identify potential anxieties early on. Built-in survey and feedback tools allow you to pinpoint potential concerns before they escalate. This allows you to take preventive measures to address these conflicts early on.

Data-driven approach

By leveraging data tools, you can gain valuable insights into employee sentiment. This allows you to proactively manage change implementation through:

Pre-emptive communication strategies
Targeted training sessions
Adjustments to the change plan itself.

Reducing HR conflict throughout the employee lifecycle with HR Software

The benefits of HR software for conflict resolution extend far beyond immediate conflict resolution. These systems can also reduce potential conflict throughout the employee lifecycle.

From recruitment and onboarding to performance management and even exit interviews, conflict lurks. Let's explore how HR software plays a crucial role at each stage.

Attracting talent

Showcase culture

An ATS (Applicant Tracking System) with company branding is a great way to showcase company culture during the recruitment process. This approach helps to attract candidates who resonate with your values. When employees resonate with your values it leads to a better fit and less chance of conflict down the line.

Recruitment

Reduced bias

You can also utilise an ATS to ensure a fair and unbiased selection process. These systems can anonymise CVs during the initial screening stage, eliminating bias on factors like an applicant's name or background.

Onboarding

Clear expectations

Onboarding software can store clear job descriptions and company policies. This transparency helps new hires understand their roles and the company culture, reducing confusion and setting them up for success.

Smooth integration

HR software can streamline the onboarding process, providing a clear roadmap for employees. This encourages smoother integration into the company, setting new hires up for a positive and productive start.

Learning and development

Skills gap identification

HR software with analytics can spot skill gaps in your teams. Analysing performance data and qualifications allows managers to identify areas for improvement. This helps avoid conflicts caused by employees feeling under-qualified or overloaded.

Personalised training

Many solutions offer built-in training modules or integrate with Learning Management Systems (LMS). Utilising an LMS allows for targeted training opportunities that address identified skills gaps. This encourages continuous learning and development, reducing conflict surrounding unequal development opportunities.

Reward and recognition

Clear criteria and communication

HR software can also establish clear and measurable criteria for receiving rewards and recognition. Outlining expectations gives employees an understanding of the behaviors and achievements valued. This promotes a sense of fairness in the recognition process.

Peer-to-peer recognition

Peer-to-peer recognition features help facilitate a culture of appreciation. With user-friendly peer recognition software, sending a quick compliment to a colleague for their great work is a breeze. Employees can acknowledge each other's contributions publicly or privately. This creates a more collaborative and supportive environment.

Real-time feedback

Some HR software solutions go beyond traditional recognition programs. They offer functionalities for ongoing feedback and recognition features. This dynamic approach sees employees receive frequent acknowledgment and constructive criticism. This can be more motivating than waiting for annual reviews or one-off awards.

Progression and performance

Standardised feedback

Implementing performance management software streamlines regular, standardised feedback. This transparency ensures everyone is on the same page regarding expectations and goals, minimising confusion and potential conflict around performance evaluations.

Goal alignment

HR software can also be a powerful tool for aligning individual and company goals. Allowing employees to see how their objectives contribute to the bigger picture creates a sense of shared purpose. This reduces conflict arising when individual goals feel mis-aligned with company objectives.

Retain

Stay interviews

Regularly conducting stay interviews through HR software allows you to identify employee concerns. This proactive approach helps nip potential issues in the bud before they escalate into conflicts that could lead to resignations.

Retire

Seamless offboarding

Even when employees are leaving, HR software can ensure a smooth transition. Streamlined offboarding processes manage paperwork, final payments, and remaining leave balances electronically. This clarity minimises confusion and potential conflict around issues such as:

Unused annual leave
Length of notice periods
Whether the employee must work their notice.

This allows employees to depart on a positive note, reducing animosity after they've exited the company. Thanks to AI integration in advanced HR solutions, accessing this information is now instantaneous.

Exit surveys

Integrating exit surveys within the software allows managers to gather valuable feedback from departing employees. This sheds light on company culture and working conditions. By identifying recurring issues, you can take proactive measures to address them.

HR software for conflict resolution

There are many different types of conflict that can arise throughout the employee lifecycle. From disputes between colleagues to confusion surrounding change, unresolved conflict can fester. This leads to an array of negative consequences including decreased morale and productivity.

By equipping HR with the right tools, HR software can dramatically reduce conflict. Our HR solution can empower your HR team to build a more peaceful and productive workplace.