Q: As employees are returning to in-person work in the office, I am noticing an increase in workplace conflict. What can I do to minimize disruptions and foster a positive workplace?
A: Employers may find that employees need to reacclimate to the workplace environment as employees return to the workplace after working from home during the COVID-19 pandemic. Some workplaces are experiencing an increase in improper workplace behavior, interpersonal conflicts and performance issues. The COVID-19 pandemic, the accompanying lockdowns, and working from home have taken their toll on individuals in many ways. Employers should help employees during the transition back to an in-person workplace by acknowledging the challenges of COVID-19 but also reminding everyone of the workplace expectations, such as the expectations regarding job performance and interactions with other employees.
Improper behavior in the workplace can range from the unwanted to the unlawful. Certainly, unlawful actions, such as harassment, discrimination, and retaliation are improper behavior and are not acceptable in the workplace. But, improper behavior can also include other types of disruptive behaviors such as bullying, yelling, gossiping, tardiness, uncooperativeness, sabotaging or mocking others, fighting, and dishonesty. While these examples may not always rise to an unlawful level, they can nevertheless run afoul of an employer’s code of conduct.
Employers can minimize workplace disruptions by setting clear expectations and explaining the consequences for failing to follow those expectations. Employers may decide to re-distribute their policies to employees and remind employees of workplace expectations. For example, an employer could re-post or re-distribute the company’s code of conduct, which typically sets forth these expectations. Employers should also remind employees about the company’s policies prohibiting harassment, discrimination and retaliation. This may even be a good time for employers to review and update their employee handbook and distribute it to returning employees. Another way to establish good workplace behavior is to ensure that supervisors and managers exhibit proper workplace behavior.
It is important for employers to have protocols for addressing conflicts and disruptions in the workplace, and to create a work environment where employees feel comfortable asking for help when conflicts occur. This ensures that workplace issues are addressed in a consistent manner. Employers can remind employees who are returning to work about the procedure for raising concerns and issues in the workplace, which can include raising the issue with a supervisor, manager or human resources. When an employee raises an issue or concern, the employer should schedule a meeting with the employee to obtain information about the situation. In situations when harassment, retaliation, or discrimination are alleged, employers have a legal duty to investigate and take remedial action as needed. For other concerns, the employer should determine if improper workplace behavior has occurred and explain why the conduct violates the employer’s policy. Inform the offending employee(s) what the performance expectations are, and that failure to improve may result in discipline or termination of employment.
Good workplace behaviors are those that foster a company culture of positivity, civility and respect. Some examples of good workplace behavior include respectful communication, honesty, punctuality, positive attitude and reliability. When an employer fosters good workplace behavior, it increases morale, increases productivity, promotes employee retention and builds a reputation as a good place to work.
Sara Boyns is a lawyer with Fenton & Keller in Monterey. This column is intended to answer questions of general interest and should not be construed as legal advice. Email queries to email@fentonkeller.com.
