Winners and finalists of the 2022 Indigenous Governance Awards talk about the importance of developing the next generation of leaders and how succession planning takes place in their organisation...
Dealing with conflict between staff and management
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Home
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01 Understanding governance
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02 Culture and governance
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03 Getting Started
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04 Leadership
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05 Governing the organisation
- 5.0 Governing the organisation
- 5.1 Roles, responsibilities and rights of a governing body
- 5.2 Accountability: what is it, to whom and how?
- 5.3 Decision making by the governing body
- 5.4 Governing finances and resources
- 5.5 Communicating
- 5.6 Future planning
- 5.7 Building capacity and confidence for governing bodies
- 5.8 Case Studies
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06 Rules and policies
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07 Management and staff
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08 Disputes and complaints
- 8.0 Disputes and complaints
- 8.1 Aboriginal and Torres Strait Islander and non-Indigenous approaches
- 8.2 Core principles and skills for dispute and complaint resolution
- 8.3 Disputes and complaints about governance
- 8.4 Your members: Dealing with disputes and complaints
- 8.5 Organisations: dealing with internal disputes and complaints
- 8.6 Practical guidelines and approaches
- 8.7 Case Studies
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09 Governance for nation rebuilding
- Governance Stories
- Glossary
- Useful links
- Acknowledgements
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Dealing with conflict between staff and management
08 Disputes and complaints
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Effective strategies include:
- detailed HR policies and written procedures that clearly set out the rights, roles and responsibilities of management and staff, including how disputes and complaints should be addressed at regular staff meetings
- a strong internal culture that values feedback and open communication across the whole organisation
- staff codes of conduct
- a clear chain of command and lines of reporting, supervision and delegation
- cross-cultural training, inductions and customised training that deal with processes for resolving disputes, grievances and complaints
- professional development and career opportunities
- expectations and standards for staff conduct set out in their contracts and performance agreements
- annual performance reviews where a range of sensitive issues can be discussed and addressed
- consistency and fairness in decision making and policy implementation by managers
- clear rules and procedures for the working relationship between staff members and the governing body
- access to external mediation or counsel if disputes are entrenched or focus on the top manager.