People often confront the conflicting terms with a few of their askew coworkers. Which often ends up into an antagonistic conversation. As every employee comes from the different background. So it’s quite possible to occur clashes in behaviors, ideologies between the employees, which develops an un-cooperative environment at the work place. As conflicts become the part of our professional life, but what we need to understand that is, working out of the differences to reach a reasonable solution. But sometimes the other party makes it impossible for you to stay on the job, that’s what creates a hostile environment in the office premises. They change the office environment in such a way that other workers get irritated and feels unable to work properly instead few of them take more interest to gossip around. A hostile work environment ends up on ridicules comments and behaviors. Being a Human Resource Manager, it’s your professional role, to minimize the causes that erupt the hostility and build an encouraging and positive culture
Your Right management can prevent the beginning of an aggressive work environment. Follow five steps to deal with hostility:
1. Evaluate the candidate’s behavior before hiring:
The very first step to prevent your official decorum is hiring a well behaved staff. While hiring a worker except then his credentials and technical skills, you should have known either he shares your values and his missions and visions. Well, having a team based on such individuals who are like- minded. Cooperative is a promising point for the company and it will boost the productivity and positive work environment.
2. Generate policies against the hostile behavior:
There should be company-wide policies to deal with the hostile and inappropriate behaviors. And it clearly defines that every mischievous will be the accountable for their action. And they will be punished according to the rules. And it also describes that company management will show Zero- tolerance in case of noticing unaccepted behavior or creating hostility at work environment by an employee. But it’s been noticed that mostly who creates the hostility and bullying through workplace are the managers or the best employees. And they don’t understand their own conduct.
3. Developing a process for handling initiators:
For handling offenders the company should state a procedure to take disciplinary actions against them. Management should write down situations and the penalties for each scenario. In case of developing a hostile environment could include even a convicts’ termination. All situations and conflicts can’t be sorted out through one process as for handling different situations and different people you set different procedures. It’s a right conduct. Possibly to decide the outcomes, your company could have an internal panel, or the panel can mutually affable conclusion through mediation. And for the extreme situations, you can seek legal help.
4. Organizing suitable training sessions regarding office decorum:
All you can opt another effective way to avoid such extreme situations within your office premises and that is carrying training sessions for the employees. Such trainings which are related to professional-ethics assists a lot. And most importantly trainings should be arranged for the HR professionals on how to tackle such harsh scenarios. Then they would easily coach others to deal with little misunderstandings. In the first place HR should play a mediator’s role in fixing up the misunderstandings and tensions.
5. Having a supportive reporting system in place:
Sometimes offended employees fail to report their companies about the aggressive and hostile behavior of their coworker, it happens because their company doesn’t have proper mechanism for implementing their policies. And it will be ineffective policy. If it can’t be executed in a proper way. There should be a proper mechanism to report your issues to the higher management. The first step includes reporting to your team lead who further refers your issue to HR management. If essential. One more way would be to have safe channels for workers to report issues in an unmentioned manner. Through an online portal, an anonymous mailbox system, to inform the administration.