What are the different ways for resolving disputes between employees? How do you make sure that you are not taking sides?

First of all you should listen the views of of disputers one by one. After this you should decision that who is telling lie or who is telling the truth. And one point should kept in your mind that when your are listening the view about matter one by one you should look the body language of the disputes and his face impression which make you easy to get the results of such matter. After this you can reach the reality of the matter.

Thank you for the invitation

 

I agreed to answer colleagues

 

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Firstly you need to make sure that you understand the culture background of your employees. Secondly if any disputes between the employees you have to listen to both and make sure you have checked out if there’s any other way that would help you to have more vision like cctv or witness as well as look at the employees records. Finally personally I will involve another person form the right level with me to make sure I’m standing in the middle.

I like your country job and many ways you different see the employee you must strike

The best way to resolving disputes among employees is how the superior looks after their employees. I think instead of one to one discussion in the closed cabin it should be open to all and let everyone knows what's going on and it will feel comfortable to all employees that their boss is not taking anyone's side. In a company there always should be a defined task or responsibilities for each employee. For example, if we ask a fish to climb on the tree, fish will fail, fish can give her best in water only, like for climbing tree, the monkey is the most efficient. It will maintain the workload and work environment. If these two things maintain properly everyone will happy and it will help to cut down the disputes.  

i usually resolve problems like that because i love Analytical Psychology itis usefull in situation like this i use three steps 

1- let people tell their story to because they are upset they want to get their story out itis the basic you have to get through the conflict phase to find the solution

2- bring a reality check to the table this means work as mediator to bring back peoble to reality

3- identify the true impediment in every conflict i ask your self what is the motive factor here what is really keeping this person from agreeing to a solution.

Listen to the person who is come with a grievance, gauge the priority, if it is in your scope and can be solved fast resolve or else sick to company policy. By this you are not crossing line of control as well as doing justice.

In my opinion solving conflicts between any of the parties requires attention to the details of both parties. You have to listen from both end without any judgement or having thoughts in your mind as per your observation. 

Matter has to be seen from both sides. As both parties will have their own idea of being right. And when you have the whole story from both it is not that difficult to understand where the conflict is, and why the parties area in an argument. 

And of course at the end you have to make a decision not by personal prospective but by being just and with companies protocols.  

Let people tell their story,Bring a reality check to the table,Identify the true impediment.

In every conflict, ask yourself: What is the true motivating factor here? What is really keeping this person from agreeing to a solution?

Find out if the conflict is work-related and has a structural root, or whether it’s interpersonal and has no relationship to the job

 

 

 

Should communicate & Educate all company policies and regulations.

Document all the issues and document it.

Need to fix proper reporting system.

If we found any dispute we should call both person and address the issue then check with colleagues and if ossible camera as well.

& we can take actions based on the compaints or incidents(there is comp Deciplinary actions & procedures ).

1. Let people tell their story. When people are deeply upset about something, they need to get their story out. This is a basic principle of mediation and one that’s important to remember. Yes, allowing people to speak their minds can increase the level of conflict with which you must deal. That’s OK. You have to get through the conflict phase to find the solution.
2. Bring a reality check to the table. Often in a conflict, the parties are so focused on minutiae that they lose sight of the big picture and its implications. As the mediator, you need to bring people back to reality by wrenching their attention away from the grain of sand and having them focus on the whole beach. Doing so may help resolution arrive at a startling speed.
3. Identify the true impediment.