Conflict
is bound to happen when you have multiple people from different backgrounds, all
coming together in a stressful environment. But when issues become problems, you
may have to take it all the way to the top.
So, when do you go to Human Resources? When you have used your chain of command and
have spoken with your immediate supervisor, manager, or director and the
problems have not been addressed or ceased.
Put it in writing. You cannot go down to HR, all mad and
emotional. You must type up everything that has been going on from start to
finish. You need to include names and dates of the incidents when you spoke to
your immediate supervisor and the outcome of that discussion, and the name of
dates of any further incidents.
Directors
do not like being asked to explain why there is conflict amongst employees that
they are not handling. And HR departments do not like receiving letters from
unhappy employees that include the words “harassment” “bullying,” or
“retaliation.”
