Psychologically safe problem solving and conflict management

Why this matters

Effective problem solving involves supporting and requiring respectful, solution-focused approaches to challenges. Effective conflict management is conducted in a timely, inclusive and safe manner. 

Some benefits of effective problem solving and conflict management at work are:

• Morale remains high
• Conflict can become productive
• Challenges are resolved effectively
• There are fewer barriers to quality work
• Employees are held accountable for their actions
• Reduced risk of more serious work issues

Suggested actions and resources by statement

1. I ensure our team interactions remain inclusive and respectful for all, regardless of current demands, stressors or personal biases.

• Psychologically safe interactions workshop. This workshop helps show how behaviours might be seen as bullying, regardless of intent. Included is a slide presentation, facilitator guide and participant handout.
• Facilitation tips for leaders. Strategies to help you create meaningful and productive conversations with team members.

2. I ensure that all team members demonstrate civility in their workplace interactions.

• Evidence-based actions for civility and respect. Actions and responses that need only a small investment of resources or cost.

3. I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants.

• Conflict response for leaders. A guideline that can help in managing a conflict between co-workers. This can be especially effective when stress or mental health is a factor. This respectful approach focuses on solutions rather than disagreement.

4. I hold members of my team accountable for inappropriate workplace conduct.

• Evidence-based actions for psychological protection. Actions and responses that need only a small investment of resources or cost.
• Violence prevention. Tips for enforceable policies to prevent violence at work. These strategies can help you develop and communicate policies for leaders and employees.
• Harassment and bullying prevention. Develop policy, processes and training to address and end harassment at work. This resource provides practical considerations and strategies for addressing bullying.
• Implicit bias. Learn to identify and understand implicit bias, microaggressions and intersectionality. Bias can lead to poor morale or discrimination. Identifying it can be the first step to eliminating it.

5. I actively solicit input from my team on potential solutions to work-related challenges and issues.

• Putting involvement and influence on the agenda. Learn how to facilitate a team discussion to address and improve involvement and influence at work. This resource includes a guide and slides to help you get started.
• Use this template 1:1 (One on One) Discussion Points | PDF to help support an effective discussion.

6. Where possible, I communicate with employees on potential decisions and changes that may affect their work.

• Putting involvement and influence on the agenda. Learn how to facilitate a team discussion to address and improve involvement and influence at work. This resource includes a guide and slides to help you get started.

7. Where possible, I provide employees flexibility over how they achieve their agreed-upon work outcomes.

• Performance management. Resources for supporting performance in a psychologically safe way, even when mental health is an issue. These strategies focus on solutions that also support employee well-being.
• Supporting employee success. A process where employee and employer develop solutions that support productivity and well-being. Supporting Employee Success is for any employee, including those needing accommodation.

8. As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done.

• Helping employees to manage change. Any organizational change may have an unsettling impact on employees. Help by planning, communicating, and engaging employees to explore how changes can be handled in a psychologically safe way.

9. I actively involve employees in discussions about how they can best achieve their work objectives.

• Developing employee plans for leaders. Step by step guidelines to work with an employee in developing their own strategies for success.

10. I help my employees manage their workload demands.

• Evidence-based actions for workload management. Actions and responses that need only a small investment of resources or cost.

11. My team feels comfortable talking to me when they are having challenges completing their tasks within their defined work hours.

• Practice non-judgmental interpretations. When we express judgment and criticism we may shut down any chance of an open and honest discussion.
• Building trust for leaders. Learn how to show your employees you’re trustworthy by exploring these core competencies and behaviours.
• Listening to understand for leaders. This approach can help you understand the perspective of someone who is upset.

12. I monitor my team's workload demands on an ongoing basis, and make adjustments as needed.

• Use this template 1:1 (One on One) Discussion Points | PDF to help support an effective discussion.

13. When demands are high, I work with employees to prioritize tasks and responsibilities.

• Evidence-based actions for clear leadership and expectations. Actions and responses that need only a small investment of resources or cost.
• Evidence-based actions for workload management  Actions and responses that need only a small investment of resources or cost.
• Burnout response for leaders. Identify employee burnout, recognize work factors and take pro-active steps for prevention. These strategies can help protect overachievers and those recovering from burnout.

14. My staff come to me when they need help prioritizing job tasks.

• Building trust for leaders. Learn how to show your employees you’re trustworthy by exploring these core competencies and behaviours.

15. I ensure that employees have the skills and resources they need to meet the psychological and emotional demands of their job.

• Evidence-based actions for psychological competencies and demands. Actions and responses that need only a small investment of resources or cost.
• Evidence-based actions for growth and development. Actions and responses that need only a small investment of resources or cost.

16. All my employees would agree that I fairly and promptly resolve workplace issues and disagreements.

• Bite-sized leadership strategies. Receive short emails with tips and strategies to help you resolve work issues more effectively.
• Conflict response for leaders. A process that can help in managing a conflict between co-workers. This can be especially effective when stress or mental health is a factor. This respectful approach focuses on solutions rather than disagreement.
• Identifying employee issues for leaders. Approach work issues with solutions instead of problems.