A standard process to address a wide variety of interpersonal issues should follow the steps below. Ideally, conflicts should be attempted to be resolved at the lowest possible level. However, if employees are not comfortable with step 1 (i.e. if they don’t feel like they can safely talk to the person), they should move to step 2.
- First, try to address it with the other employee;
- NOTE: It is usually best to address issues when both parties are not frustrated, so you may want to set up a later time to discuss, if at all possible;
- Clarify what the issue is from your point of view;
- Ask the other employee what they may think about this issue from their point of view;
- Discuss what you would like to see changed/improved/stopped and try to come to a mutual agreement
- Second, if you and the other employee cannot come to an agreement, discuss your concerns with your manager and ask their help in addressing the behavior;
- Third, if your manager is unable or unwilling to attempt to resolve the issue, please bring your concerns to your department head or institute director;
- Fourth, if your department head or institute director is unwilling or unable to address your concerns/issue, you should bring your concerns to EMS HR;
- Fifth, if EMS HR is unable to assist, HR will go with you to bring your concerns to the dean.
If the behavior is especially egregious or criminal, employees should report it directly to their department head or institute director and HR (along with the appropriate reporting authorities, i.e. police if criminal, AAO if prejudicial, etc.). See: reporting wrongdoing/behavior: https://universityethics.psu.edu/resources-reporting-wrongdoing
If you are interested in some applicable LRN trainings, here are a few:
