Last updated on Jul 16, 2024

How can you resolve disputes between HR and operations teams regarding internal communication protocols?

Disputes between Human Resources (HR) and operations teams can be a significant roadblock in the smooth functioning of a company. Internal communication protocols are vital for ensuring that everyone is on the same page and that the company's objectives are met efficiently. However, when disagreements arise regarding these protocols, it's crucial to address them promptly and effectively. Understanding how to navigate and resolve these disputes is essential for maintaining harmony and productivity within your organization.

1 Understand Issues

To resolve disputes between HR and operations, first, understand the root causes of disagreements. HR teams focus on employee welfare, compliance with labor laws, and internal policies, while operations teams concentrate on the efficiency and effectiveness of business processes. Their goals may seem at odds, but they both aim for the company's success. Listen to each side's concerns and identify the specific communication issues causing friction. This initial step of recognizing and acknowledging the different perspectives is crucial for finding a common ground.

Add your perspective

Eric BACHELLEREAU

Senior advisor / Former CHRO CAC 40 & SBF 120.
Report contribution
La co-construction est la clé ! - inviter l'autre partie à partager ses contraintes, - indiquer clairement aux opérationnels s'il existe une contrainte légale, - Établir une trame global et concentrez vos réunions sur les items critiques en faisant appel aux experts opérationnels, - accepter les compromis qui ne dérogent pas à l'esprit du texte, - tester, quand c'est possible auprès des collaborateurs pour évaluer l'acceptabilité du texte, - valider auprès des instances du personnel quand requis par les textes.

Translated

Like

Unhelpful
Dr. Kajal Suthar

Promotions Management
Report contribution
Arrange separate meetings with HR and operations to understand their perspectives and concerns. Pinpoint the exact points of contention (e.g., frequency of communication, channels used, response times). Organize joint meetings with representatives from both teams to discuss the issues openly. Consider having a neutral facilitator to guide the conversation and ensure it remains productive.

Like

Unhelpful
Francesc Grau ✪

Mejoramos la 𝐂𝐨𝐦𝐮𝐧𝐢𝐜𝐚𝐜𝐢ó𝐧 𝐢𝐧𝐭𝐞𝐫𝐧𝐚 de empresas y organizaciones con la herramienta considerada (por sus usuari@s) la más natural y eficiente del mercado || CEO de Chatprise
Report contribution
Fijar reuniones de seguimiento entre ambos equipos directivos ayuda a: (1) entender los problemas de ambos (2) solucionar los problemas y asperezas de forma constructiva, uno con el otro. Un 'detalle' muy importante aquí para mi es 'la persona' que representa cada Departamento. El 'quien' y sólo depende de quien podrá abordar con más o menos profundidad, y podrá dar soulciones más o menos factibles

Translated

Like

Unhelpful

2 Establish Dialogue

Once you've identified the issues, initiate a structured dialogue between the conflicting parties. Encourage open communication where both HR and operations can express their viewpoints without fear of judgment. This can be facilitated through regular meetings or mediation sessions where each team presents their case. The goal here is not to assign blame but to foster a mutual understanding. By giving each team a platform to voice their concerns, you can begin to work towards a resolution that respects both parties' needs.

Add your perspective

Lameck Kagombora

Certified Organization Development Professional
Report contribution
Set clear and concise questions for each part to respond, don't allow intersections during one side response. Ensure the dialogue is comfortable for each part to express the concerns or feelings

Like

Unhelpful

3 Align Objectives

Aligning the objectives of HR and operations is a critical step towards resolving disputes. It's important to remind both teams that, despite their different roles, they share a common goal: the success of the company. By focusing on how internal communication protocols can support this shared objective, you can help both teams see the value in working together. Establishing shared goals can also provide a framework for developing communication protocols that serve the interests of both departments.

Add your perspective

Francesc Grau ✪

Mejoramos la 𝐂𝐨𝐦𝐮𝐧𝐢𝐜𝐚𝐜𝐢ó𝐧 𝐢𝐧𝐭𝐞𝐫𝐧𝐚 de empresas y organizaciones con la herramienta considerada (por sus usuari@s) la más natural y eficiente del mercado || CEO de Chatprise
Report contribution
Dentro de las reuniones entre ambos departamentos (RRHH y Oparations) no puede faltar la fijación de objetivos. Un reto sin un objetivo claro y factible es pérdida total y absoluta de tiempo. Un dispendio que ninguna organización debería permitirse. La fijación de objetivos, y su trabajo previo antes de encontrar un compromiso mútuo para satisfacerlos, va a ser el primer eslavón para la resolución de los retos que se planteen en ambos departamentos.

Translated

Like

Unhelpful
Dr. Kajal Suthar

Promotions Management
Report contribution
Form a task force with members from both HR and operations to work on resolving the communication issues. Ensure that the task force has a balanced representation and shared responsibility. Develop new or revised communication protocols together, ensuring that both teams have input. Implement pilot programs to test the new protocols and gather feedback from both teams. Use feedback from the pilot to make necessary adjustments.

Like

Unhelpful

4 Create Compromise

Creating a compromise involves developing solutions that take into account the needs and concerns of both HR and operations. This might mean adjusting communication protocols to better fit the operational workflow while still adhering to HR policies. It's about finding a balance where both teams feel their needs are met and respected. Compromise may require flexibility and open-mindedness from both sides, but it's essential for resolving disputes and fostering a collaborative environment.

Add your perspective

5 Implement Solutions

After reaching a compromise, it's time to implement the agreed-upon solutions. This could involve revising internal communication protocols, introducing new tools for better collaboration, or providing training to ensure all team members are on the same page. Implementation should be monitored and evaluated to ensure that the new protocols are effective and that both HR and operations are satisfied with the changes. Be prepared to make adjustments as needed to refine the process.

Add your perspective

Francesc Grau ✪

Mejoramos la 𝐂𝐨𝐦𝐮𝐧𝐢𝐜𝐚𝐜𝐢ó𝐧 𝐢𝐧𝐭𝐞𝐫𝐧𝐚 de empresas y organizaciones con la herramienta considerada (por sus usuari@s) la más natural y eficiente del mercado || CEO de Chatprise
Report contribution
La implementación de soluciones es la consecución de un trabajo previo de: (1) Identificar retos compartidos (2) Trabajo en alinear (3) Fijación de objetivos Justo después hay que ejecutar los planes de acción para implementar las soluciones a los retos detectados y trabajados. Esta ejecución deberá estar tutelada, idóneamente, para persones de ambos departamentos. Personas que deberán seguir la implementación de las soluciones, paso a paso, hito a hito medible y evaluando cuán desviado van del objetivo. Para si fuere necesario, enderezar la estrategia de consecución del objetivo.

Translated

Like

Unhelpful

6 Monitor Progress

Finally, resolving disputes is an ongoing process that requires continuous monitoring and adjustment. Set up regular check-ins to assess how the new communication protocols are working and address any new concerns that may arise. Monitoring progress ensures that the solutions remain effective over time and that both HR and operations feel their voices are heard. This proactive approach can prevent future disputes and contribute to a more harmonious workplace.

Add your perspective

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

Add your perspective

How can you resolve disputes between HR and operations teams regarding internal communication protocols?

1

2

3

4

5

6

7

1 Understand Issues

2 Establish Dialogue

3 Align Objectives

4 Create Compromise

5 Implement Solutions

6 Monitor Progress

7 Here’s what else to consider

Corporate Communications

Rate this article

Thanks for your feedback

More articles on Corporate Communications

More relevant reading

How can you resolve disputes between HR and operations teams regarding internal communication protocols?

1

2

3

4

5

6

7

1 Understand Issues

2 Establish Dialogue

3 Align Objectives

4 Create Compromise

5 Implement Solutions

6 Monitor Progress

7 Here’s what else to consider

Corporate Communications

Rate this article

Thanks for your feedback

Explore Other Skills