Female and Male employees raised the complaint against the Branch Manager, The office conflict between Branch manager and Female Employee, regarding her job, she said she has a lot of work, she wants to spare her work. The branch manager was annoyed to her, and after that she resigned from her job, making a statement manager was misbehaving and Rude behavior. office politics is also going on.

What to do now? Please suggest I don't want to lose anyone.

From India, Delhi

You need to give us more information about this situation, including telling us what your role in this matter is.
From Australia, Melbourne

We would like to know in what capacity are you working in your company? Are you the HR of the said company?
From India, Aizawl
Yes , I am HR Manager and both the employees are good assets, we don't want to loose any one.
all the strategy i have followed but couldn't convinced them...both have Ego problem.

please suggest any new steps..

From India, Delhi

It looks difficult to work out a reconciliation between the two and the continuance of the status quo is neither in the interest of the two nor of the organization, though the core difference between them is resolvable.
First of all, talk to the female employee and try to ascertain her real grievance and to what extent she is ready to keep her job. Also, try to find out what is the real reason behind their personality clash.
Try to work out a new assignment for the female (transfer elsewhere) so that she is not in a direct working relationship with the Branch Manager or try to bring somebody intermediate between them so that the issue of direct dealing is avoided between them.

From India, Mumbai

I have a few questions which may help you find a solution.

1.0 If the dispute brewing is already known what action has been taken by HR / Management in the past?

2.0 Was any counselling given to the lady employee/ Manager?

3.0 You have said that both are good and can be considered as assets. Is this matter known to top management?
If yes what is their view.

4.0 If there is any other employee who can be groomed, can there be a job rotation for the lady’s post.

From India
John Chiang

How to Manage Employee Conflicts in a Small Business
by Brad Egeland

Any business setting can be a hotbed for conflict. And nowhere is that more prevalent than in the small business arena where small and locally run businesses are struggling and failing every day in the current economic climate. Stress is high, customers have dwindled and are slow to come back, and profits in many cases have fallen off the table. Stressful? Yes. Are people fearing for their jobs? Yes. Will conflict arise? Undoubtedly…it’s usually just a matter of time.

In the small business environment, everyone is close. How do you deal with conflict in this environment without causing major problems in your day-to-day business activities? It’s your business, yes. But these are individuals you are close to – have likely known for quite some time – and work in close proximity to on a daily basis. How do you handle conflict in this type of setting?

I suggest going through the following three-step process to deal with workplace conflicts in the small business setting…

#1 – Go directly to the source
First, go directly to the source. That may be another individual in conflict with you or it may be two of your employees in conflict with each other. Whatever the situation – remain impartial. If someone is in conflict with you – hear them out. The issue may have nothing at all to do with work – it could just be stress in the outside life that they’ve brought to work. Or they may have a legitimate case to be in conflict with you – and you must be open to the fact that you could be the one who is in the wrong. And if the conflict is between two of your employees – go to each separately and discuss it with them.

#2 – Bring parties together to discuss
Once you’ve heard each side separately, bring them together for a monitored discussion. The key is to work through the issues – together. You need to get to the root of the issue so that it doesn’t become bigger and threaten the work being done or the cohesiveness of the small workplace environment.

# 3 – Come to a resolution
Finally, you must come to some resolution – even if it just involves more discussion and a shaking of hands. Or in my case, it would need to involve pizza. If you can get the parties to shake hands, smile, and put it behind them then the battle has been won and you can move on.

Don’t be afraid to look into the conflict in detail, if necessary. If new policies or procedures need to be put in place to avoid the same conflict arising in the future, have that discussion with your employees. The more you let them have ownership of the situation and the necessary changes that are going to be implemented, the more they will actually comply with those new policies and procedures.

Conflict can be a good thing. And it can be a very damaging thing if it’s not handled promptly and properly. Never make the mistake of taking your employees’ issues too lightly. Make sure they understand that their concerns are important to you and that you have their best interests in mind as you work to help resolve these workplace conflicts. By doing so, you show them that you’re in charge but you care about them and that they are a vital part of your organization.

Best regards,
John Chiang

From China, Shanghai
Attached Files (Download Requires Membership)
File Type: pdf Handling Conflict Situations.pdf (2.18 MB, 61 views)


As an HR Head , you should make out the job profile of each employee in consultation with their departmental heads. While drafting the individual job profile please don’t forget to add one of the jobs, “ Any other job assigned by the management from time to time “.

After job profile of each employee is drafted no one can say he/ she is overburdened.

From India, Jalandhar
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