Find it easy to remain objective speak to everyone

☐ ☐ ☐
find it easy to remain objective? ☐ ☐ ☐
speak to everyone involved individually? ☐ ☐ ☐
Monitoring team relationships
Do you know how well your employees get on
with each other?
☐ ☐ ☐
Are you aware of low-level tension in your team?
☐ ☐ ☐
Do you know when a team member is causing
stress to others?
☐ ☐ ☐
Do you pick up on squabbles before they lead to
conflict?
☐ ☐ ☐
Personal style Maximum Score is 40
Do you keep out of office politics and gossip? ☐ ☐ ☐
Do you have consistently good relationships with
other managers?
☐ ☐ ☐
Do you communicate to your team what conduct
you expect from them?
☐ ☐ ☐
Do you see all employees as equally important? ☐ ☐ ☐
Do you keep all employee issues private and
confidential?
☐ ☐ ☐
Do you aim to gain the trust of your employees? ☐ ☐ ☐
Do you protect the anonymity of complainants? ☐ ☐ ☐
Competency framework for line managers
Competency Positive Negative
A
Dealing with issues • intervening quickly in
cases of conflict
• avoiding
confrontation

DER assessment activity 1 template v 1.1 online
ction orientation
• dealing with conflict
head on
• protecting employees
by removing them from
conflict situations
• removing a disruptive
team member when
necessary
• following up on
conflicts after
resolution
• leaving conflicts
between team
members to sort
themselves out
• not addressing
bullying
• allowing a situation
to develop before
intervening
• stepping in to
intervene in conflicts
without
understanding the
issues
• allowing a
disruptive team
member to return to
the team
Use of official
processes
• communicating
procedures and policies
available to each
employee
• use all available
procedures to
investigate incidents of
abuse
• using official
procedures to set an
example of how
seriously complaints
are taken
• escalating issues to
senior management
where appropriate
• making a
complaint official
before seeking to
resolve locally
• making a
complaint official
against the
complainant’s
wishes
• not following
correct procedure in
dealing with a
conflict
• using ‘red tape’
associated with
procedure to
discourage
employees from
making official
complaints
Team focus
Participative
approach
acting as a mediator in
conflict situations
• speaking to each
party individually
• bringing both sides
together to
communicate
• supporting both sides
in a complaint’s
procedure
• gather ideas of how
to address the issue
with the team
taking sides
• not giving equal
time to each side of
the conflict
• speaking to
employees in a
parent/child manner
• not listening to
employee
complaints
Monitoring team
relationships
being aware of tension
and keeping it at a low
level
• picking up on
squabbles before they
lead to conflict
• acknowledging when

DER assessment activity 1 template v 1.1 online
a team member is
causing stress to
others
Personal style
Acting as a role model
maintaining
professionalism