Although many employers believe that they are doing enough to address bullying and harassment, only a third of employees who face conflict feel it has been fully resolved, reveals a new CIPD report. The report shows a significant disconnect between employer confidence in their conflict resolution policies and employees’ actual experiences.
While 81% of employers feel confident they are managing bullying and harassment well, a mere 36% of employees who experienced conflict in the past year believe the issue was actually resolved. These statistics urge businesses to adopt a more proactive approach, emphasising early intervention in conflict resolution.
In addition, 70% of employees report having effective procedures for handling interpersonal conflicts, with disciplinary actions (43%) and grievance processes (41%) being the most commonly used methods. Still, the report shows that these processes are usually lengthy and stressful, adding even more to the emotional burden on employees and increasing organizational costs.
“Employers must ensure that conflict, including allegations of bullying and harassment, is investigated promptly and fairly. Having an anti-bullying and harassment policy that outlines a robust approach to inappropriate behaviour can help to prevent conflict and enable people to speak up. This will help to create a culture where every individual feels able to challenge unfair treatment,” said Rachel Suff, senior employee relations adviser, CIPD.
Moreover, the research highlights that most employers (75%) believe line managers can effectively resolve conflicts early, yet 49% admit that managers can sometimes contribute to team conflict. The figure rises to 61% in public sector organizations. Employees generally view line managers positively, with over three-quarters agreeing that their manager supports them, treats them fairly, and respects them.
However, 40% of employers cited a lack of confidence among line managers to challenge inappropriate behaviour, and 38% pointed to insufficient role modelling by senior leaders. With 30% of organizations not offering people management training, the CIPD calls for more investment in leadership development to foster cultural change.