Social or political tensions that boil over could result in a workplace confrontation. Conflict could develop between employees or cliques with differing views, or between an external party (such as a customer or vendor) and an employee. Here are some tips for handling both types of disagreements.
If the confrontation is between two or more employees:
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- Address it promptly. Angry outbursts and other disruptive behaviors should be addressed as a performance issue. Talk to HR about any relevant policies.
- Schedule a private meeting with each person. Clearly state your expectations for respectful collaboration. Sample language: “I realize you may not agree with your colleague(s) about politics or social issues. However, I expect you to treat all of your co-workers with respect, regardless of your personal feelings.”
- Establish consequences. Outline what actions will be taken if the infighting continues. Always consult with HR before taking any disciplinary action. Sample language: “This behavior damages team morale and increases stress in the workplace. Continued conflicts or infighting will result in (state consequences).”
- Follow up. Periodically check in with the individuals involved to monitor the situation and answer any questions.
If the confrontation is between an employee and an outside party:
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- Have a plan in place. Let employees know that they should find you or another manager if a vendor, customer, or other outside party engages in disruptive, aggressive, or threatening behavior.
- Listen. Allowing the outside party to speak their mind without reaction or judgment may de-escalate the situation.
- Don’t engage. Avoid being pulled into a debate. Focus on what you can do to assist the person within the scope of the services your organization provides.
- Follow company policy. If the person becomes aggressive or uses abusive language, call security or follow company procedures for maintaining a safe workplace.
