Orthotown July-August 2023 - 54

Scan here to download a free guide
to resolving workplace confl ict!
CEDR HR Solutions has created a free downloadable
guide just for Townies that will help practice owners and
managers analyze the risk involved with workplace conflict
and take steps to address it with confidence. To download,
scan the QR code above or find a link inside the digital
version of this article online at orthotown.com/magazine.
of these values, ask your employees to
self-correct their behavior to get back
into compliance with those values. Corrective
coaching can include a verbal or
written warning, up to termination, if the
issue persists.
Conclusion
Workplace confl icts between employees are disruptive
and damaging to productivity, morale
and the organization's overall success.
However, focusing on purpose, mission and
You have some diff erent options of paths you
can take to ensure there is a resolution:
* Frequent check-ins. If no immediate
action needs to be taken, setting a time
to check back in can be a powerful game
plan. Th is allows everyone some time and
space to process what was discussed, and
also allows you to observe and gather facts.
Importantly, it still addresses the issue,
because you haven't " dropped off " on the
process. Celebrate small improvements
with each employee, and off er corrections
if the issue is not progressing to resolution.
* Delegate it back to the employees. Ask
them to devise three steps they think others
can take to solve the confl ict. Th is gets
buy-in and can help you frame the issue
so everyone speaks the same language.
When employees have bought into their
own solution, it's more diffi cult for them to
say the outcome wasn't what they wanted.
When they're part of the process, they're
more likely to want their ideas to succeed.
*
Issue corrective coaching. Sometimes
this is necessary for one or both parties,
especially if their actions fall outside of
your core values. For example, your team
values teamwork, professionalism and a
patient-focused mindset. If you're seeing
workplace confl icts that are outside
core values as a basis for correcting course can
help you manage these confl icts eff ectively.
Focusing on those three pillars of company
culture encourages open communication and
transparency, which allows confl icting parties
to share their perspectives and work together to
fi nd a resolution consistent with the organization's
values and goals.
Th is approach fosters a culture of respect and
trust, creating a more positive and supportive
work environment that benefi ts all employees.
By embracing these key principles, the smallest
and largest businesses can build stronger
teams, improve productivity and create a
culture of excellence that benefi ts everyone
involved. OT
Paul Edwards is the CEO and co-founder of CEDR
HR Solutions, a leading provider of on-demand
HR support for dental and orthodontic practices of
all sizes and specialties across the United States.
With more than 25 years of experience as a manager
and business owner, Edwards is well known for
his expertise when it comes to helping owners
and managers eff ectively solve HR problems and
enhance their management skill set. He provides
regular HR guidance on his blog and podcast
at cedrsolutions.com.
JULY/AUGUST 2023 | 54 | ORTHOTOWN.COM
http://www.orthotown.com/magazine http://www.cedrsolutions.com http://www.ORTHOTOWN.COM
Orthotown July-August 2023

Table of Contents for the Digital Edition of Orthotown July-August 2023
