Office disputes should be dealt with in the old fashioned way, through conversation rather than always moving to involve HR, according to global employment specialist Hays.

Rather than allowing disputes to escalate to the level of HR intervention, line managers should be able to nip the problem in the bud by bringing the two parties together in a calm and intelligent conversation, says Nick Deligiannis, Managing Director of Hays Australia.

“Whether employing conciliation, arbitration, or mediation techniques, it’s important not to forget the basics, however obvious they seem,”Mr Deligiannis said.

“Some organisations become so engaged in the process itself that the thing we all yearn for, to be heard, is forgotten.”

While managing workplace disputes is part of HR’s remit, they should not be the default people to approach. This can create the image of a faceless organisation pitched against the individual. Line managers must also take responsibility.

“Line managers need training in areas ranging from having difficult conversations to understanding equality and diversity,” said Mr Deligiannis.

“Sensible policies about areas such as remuneration and behaviours to be rewarded – plus clear, transparent job descriptions, objectives and performance requirements are essential. Where policies reflect the ability of people to exercise common sense, you can avoid disputes.”