Conflict in the workplace
Disagreements and emotional tensions can have a very damaging effect. We encourage you to actively work towards a solution to any conflict and we are happy to support you in resolving the situation.
If possible, ask the person you have conflict with for a personal meeting to explain your point of view. Clearly lay out your concerns and be open to constructive criticism. Conflict is often based on misunderstandings that can easily be cleared up in conversation.
Resolving conflict effectively requires clear and respectful communication that works towards finding a solution.
- Express your opinion in an objective manner.
- Use the first person when talking – “I”, not “you”.
- Consider the points on which you would be willing to make a compromise.
- Stay fair and respectful. Ask the other party to do the same, if necessary. Tips on respectful interaction can be found in the Respect programme.
If the conflict has already become a little heated, it’s a good idea to take a step back and get support.
If a meeting with the party you have conflict with is impossible or did not produce a solution, speak to your supervisor about it (if the situation allows) and contact your responsible HR Partner in HR Consulting.
You can also get in touch with one of ETH’s contact and advice services, who will discuss other possible steps with you. All forms of contact remain strictly confidential, with no risk of potentially negative repercussions.
Various ETH contact and advice services offer guidance and support in helping you reach a solution. You are free to decide which service you would like to contact. They will then discuss potential courses of action with you.
All counselling is provided free of charge.
Formal phase
If a conflict could not be resolved with the help of an ETH contact and advice service, as the affected party you can initiate an official clarification procedure by submitting a formal written complaint. Your anonymity is no longer protected, and your identity will be disclosed to the parties involved.
The Reporting Office deals with your complaint.
Initial consultation
After the report is received, the competent body checks whether it is complete and submitted on time, as well as which parties are involved. The Reporting Office will then arrange an initial consultation with you, as the affected party.
Breaking confidentiality
If you choose to submit a formal complaint, you lose your anonymity vis-à-vis the other party involved in the conflict. The Reporting Office will then ask them to attend a hearing as well.
The anonymity of any third parties not involved in the dispute is protected.
Impartiality and fairness
The competent body initiates and coordinates the appropriate clarification procedure in each case. In doing so, it works according to the principles of impartiality, the rule of law and fairness. All communication in the formal phase must also observe the principles of mutually respectful interaction and fair play.
Conflict does not always need to be negative. If other points of view can be met with openness and respect, with a will to find a common solution, conflict can often lead to positive change.
In any case, constructive management of conflict makes a decisive contribution to a harmonious atmosphere in the workplace, which in turn promotes not only a sense of well-being, but creative collaboration and innovative solutions.