Employee Resolution Procedure 

1. Self-Reflection and Assessment

• Identify the Issue: Clearly define the problem. Is it a misunderstanding, difference in work styles, communication breakdown, or something more serious?
  
  

• Assess Your Role: Reflect on your own actions and behaviors. Are you contributing to the issue in any way?
  
  

• Document the Situation: Keep a record of specific incidents, dates, and any relevant details. This will help you stay objective and provide clarity if the issue escalates.

2. Address the Issue Directly (If Appropriate)

• Initiate a Private Conversation: Approach the colleague or manager in a respectful and non-confrontational manner. Use "I" statements to express your feelings (e.g., "I feel frustrated when...").
  
  

• Listen Actively: Give the other person a chance to share their perspective. Seek to understand their point of view.
  
  

• Collaborate on a Solution: Work together to find a mutually acceptable resolution. Focus on improving the working relationship moving forward.

3. Seek Guidance from a Trusted Mentor or Peer

• Consult a Neutral Party: If you’re unsure how to proceed, seek advice from a trusted mentor, peer, or someone with experience in handling similar situations. Please use discretion and seek to minimise negative impacts to office dynamics.
  
  

• Gain Perspective: They may offer insights or suggestions you hadn’t considered.

4. Involve Your Manager (If the Issue Involves a Colleague)

• Escalate to Your Manager: If the issue persists or cannot be resolved directly, bring it to your manager’s attention. Provide clear examples and explain the steps you’ve already taken.
  
  

• Request Mediation: Ask your manager to facilitate a discussion or mediate the situation.

5. Escalate to HR (If Necessary)

• Formal Complaint: If the issue remains unresolved or involves serious misconduct (e.g., harassment, discrimination, or retaliation), escalate it to HR.

  • Please understand that HR’s role is to be a helpful guiding hand should you decide to go through this process. HR will not be able to proceed with an investigation and seek out potential solutions without a formal complaint being placed. 

• Provide Documentation: Share your documented records and explain the steps you’ve taken to resolve the issue.

• Follow HR Procedures: Cooperate with HR’s investigation and follow their guidance.

Key Tips Throughout the Process

• Stay Professional: Maintain a calm and respectful demeanor at all times.

• Focus on Solutions: Keep the goal of resolving the issue and improving the working relationship in mind.

• Know Your Rights: Familiarise yourself with company policies and your rights as an employee.