In a recent blog we discussed workplace bullies following an article about research on the subject.  It seems the challenge of managing workplace conflict continues.  In an article published in the October 2009 edition of ‘Training & Development in Australia’ - the journal of the Australian Institute of Training & Development - some further evidence emerged.

In the survey discussed in the article, ‘86% of respondents felt that their company’s manager had a low or variable skill level to deal with internal complaints’ and went on to say ‘organisations’ priority for improving and building these skills should be directed to line managers.’

It is common in our experience at dta to encounter similar feelings about the issue of developing the skills of managers to deal with conflict in the workplace.  Indeed it is probably one of the most frequent areas in which we are asked to help.  The article continues "…many line managers don’t have the confidence or skill to resolve inter - personal conflict and are reluctant or slow to respond when issues arise."

The greatest asset in any business are its people.  Doesn’t it make sense to invest in managing the relationships that are the cause of many disputes.  These ultimately lead to expensive loss of good staff and increased recruitment and training costs.  We would be interested in hearing your views on this topic.