Formal and Informal Methods of Resolving Problems in the Workplace

Understanding Problem Resolution in the Workplace

It is essential to manage and swiftly resolve any problems or disputes in the workplace to ensure a harmonious and productive work environment.
Employers are expected to have systems in place to address and resolve such issues, which can range from personal disagreements to professional misconduct.

Informal resolution methods are often encouraged as a first step as they can quickly resolve minor issues without resorting to official or legal procedures.
One such method is open communication. Employees are encouraged to discuss issues directly with the person concerned before pursuing formal channels.
The use of an intermediary or mediator can also be helpful, where a neutral person assists the parties involved in finding a solution.
Mediation is usually voluntary and can support individuals to work out their differences in a confidential and non-confrontational setting.

When disputes are serious or not resolved through informal means, more structured or formal resolution methods may be applied.
The grievance procedure is a common method used, allowing an employee to voice their complaint officially. This process is usually standardized and set out in the company’s policies or staff handbook.
An investigation is another formal method, which involves looking in-depth into a grievance or complaint, usually conducted by management or an appointed representative.
Ultimately, unresolved issues can lead to disciplinary proceedings or employment tribunals.

An employment tribunal is a formal, legal method for resolving employment disputes outside of the workplace.
Tribunals can deal with issues like unfair dismissal, discrimination, and breach of contract.
The aim of the tribunal is to provide an independent judgement on the matter, which is typically binding.
For serious cases, outcomes of tribunals can result in compensation to the employee or reinstatement to their job.

Regardless of which resolution method is used, the process should always include confidentiality, impartiality, and fair treatment.
Confidentiality preserves the privacy and dignity of involved parties. It may also encourage others to report problems without fear of reprisal.
Fair treatment ensures that employees are not victimised or unfairly penalised during the problem resolution process.