Credence & Company Policy Template: Conflict Resolution Policy for Workplaces/Organizations

Healthy workplaces and organizations regularly experience differences of opinion as a normal part of their lives. Disagreeing with one another constructively is a sign of organizational health. Sometimes, however, disagreements will become conflicts that when not attended to can escalate and become painful. Whether disagreeing with one another or in times of conflict, we wish to be sensitive to one another and engage one another with a spirit of humility, grace and goodwill. The goal of this policy is to set a healthy path for those in conflict, to work for reconciliation between individuals in conflict and to ensure that our workplace/organization acts fairly and in a manner consistent with our mission, vision and values.

We strive to follow the spirit of Jesus’ teaching in Matthew 18 by encouraging both accountability and a spirit of forgiveness. Further, when we encounter conflict and when it is appropriate and possible to do so, we will first approach the other person with whom we are in conflict directly, as open and direct communication can lead to constructive problem solving and positive courses of action.

Open and direct communication also includes limiting to whom we speak about a conflict situation. Constructive problem solving occurs best when confidentiality is maintained, apart from limits imposed by law or as agreed to by the parties.

Constructive problem solving typically occurs in a timely fashion. To this end, we commit ourselves to engaging the conflict resolution process in a timely manner. We recognize nonetheless that all time lines are subject to the availability of the parties involved, and may be extended because of scheduling demands or if concerns involve people who are not easily accessible.

To ensure our accountability to this process and our interest in organizational health, leaders engaged in helping to resolve conflicts will document their actions, informing parties both verbally and in writing with respect to these actions. Similarly, a record of any disciplinary measures taken will be filed in the employees’ personnel files.