Christmas Cheer or Mediation Madness: Your Survival Guide to December

Christmas is just around the corner, and guess what, most of us survived (ish). I would like to start off by saying congratulations on that, an achievement in itself!

However many people may claim that Christmas is always “full of cheer”, so to speak, in my opinion they are extremely confused about the true meaning of Christmas. Workplace mediation is in my opinion, more important in December than in any other month of the year, for a variety of reasons. Even if people don’t celebrate Christmas, December  is the time of many celebrations, which may be joyous, and unfortunately at times, conflictual.

My first reason is simple; December is one of the most stressful times of year. Whether you have a family of your own, a partner or simply love to pull out the stops for Christmas, you have a huge amount of work to do. And that’s not even counting your ACTUAL workplace. The fact that the business shuts down, even if just for a few days, can be a blessed holiday for some, but a nightmare for others. Work deadlines, meetings and other events are tighter, which can create even more stress and conflict within the workplace.

Below I have put some stressful December situations that could create conflict within the workplace, and how to de-escalate these situations, through the use of conflict resolution (self-resolution, conflict coaching and mediation).

The Horrors of Secret Santa

Secret Santa is an inspired idea. People buying gifts for one another, making everybody feel like part of the team. It also gets people into the Christmas spirit. However, you will also receive these sorts of issues:

“I don’t like my person, I want another!” “I have no idea who my person is because I don’t care about my co-workers…..so yeah….” “Secret Santa is stupid, and I don’t want to do it!” “I don’t have the time.”

I’m sure you get the point. You are always going to get these situations with something like ‘Secret Santa’, and this can cause tension within the office. In some cases, this can escalate to arguments and very uncomfortable situations that we would all rather avoid.

You are never going to make everybody happy in any situation, and the best thing you can do in this situation is compromise, a textbook conflict management style. My first piece of advice would be to set a budget for the gifts, so that people aren’t spending ridiculous amounts of money on their gifts. Something else that could help is on the paper you hand out, alongside the name; write down their department, or even a picture of the person. These sorts of things can help a lot more than you might expect. Lastly, set parameters on the types of gifts so that people do not give or receive gifts inappropriate in the workplace. See also our blog on conflict resolution for managers.

As for those who have complaints about Secret Santa or the process, simply explain things from your perspective, the reasons you wanted to do it, and what you hope to get from the process. If you have an answer ready, in all honesty they can still decline without looking like a Scrooge. Ask for how they want to be involved in order to get their support and buy-in, or to simply include them in a way that makes them more comfortable.

Leave/Holidays and Conflict

This one is a toughie. Whether it’s about completing those horrific holiday deadlines or every employee attempting to get work leave around December/January, there’s going to be conflict, whether you want it or not. Everybody wants family time, everybody wants to go on a trip, and you can’t just shut down the office to make allowances, sorry to say.

This one comes down to tough love, good communication and planning ahead. If you don’t tell them, you should. It could be a case of first in first served, and if you have already used up all your leave, pushing your luck will not work during the Christmas period. Although compromise and meeting in the middle is usually the best option, in these situations you need to set down the rules firmly, so any issues or complaints are not on your head, but theirs for not keeping in mind those boundaries you set down.

The Dreaded Staff Party

This particular horror causes conflict mostly between those in higher-tier positions. This is because it is due to the more technical aspects associated with a staff party. Variables such as budget, alcohol, venues and events can cause high stress levels, and disagreements. There is also a constant worry that the co-workers might be unhappy with the event, and this can cause long-term resentment of their job positions. I will deal with these issues one at a time. 

VENUE to avoid conflict during workplace parties

It is a tough call. Should it be done off-site, or should we book out a venue? Booking a venue is often the biggest source of conflict in terms of the staff party, as it would be the biggest blow to the budget. First of all, you should sit down with the accountant and discuss the budget you have. It isn’t about the venue, it’s about what you do with it. Decorations and food can go a long way. Every business is different, but if you ask those obvious questions, there will be no need for conflict in the first place. The party is one way to show appreciation and recognition for hard work, so a better venue shows employees that you care and value their contribution.

ALCOHOL and avoiding conflict during workplace parties

Alcohol nearly always leads to conflict. Whether it is someone acting like a fool, a thoughtless comment or office gossip, something always happens. I work in events, and my staff party secret is serving wine and beer ONLY, and keep an eye on both the employees, managers and the rate of consumption. This will save you both money out of your budget, and possible conflict management needed further down the track. Make sure that someone in HR or a manager is there to offer sober support should anything escalate or get out of hand. Also be considerate that some people might be uncomfortable with the consumption of alcohol for religious reasons, so be sure to help them feel included. 

EVENTS and avoiding conflict during workplace parties 

Events have winners and losers. Some people are graceful, some people are not. It does not mean that you are a bad person; personally I believe that being ambitious and having a competitive personality can be a real asset within the workplace. However, this can often lead to unintentionally hurting people, and thus begins a deadly cycle that leads to a conflicted workplace. Firstly, the party itself is a big event, so to be honest, you do not need to go overboard in terms of events.

Staff parties are a great idea and bring people together, but keep in mind preparation is everything, and have some alternate options in place, because you can never be too careful when it comes to conflict resolution and workplace mediation.

The Christmas Blues, dealing with family and personal conflict during the holidays

Although by reading this blog you may think I am the Grinch in disguise, I truly am a big fan of Christmas. Whether it is the decorations, the carolling or the presents, I have a good time. However, what people often fail to remember is that not everybody is a fan of Christmas. This could be due to a lot of things, whether it is religious, family and personal conflict, well being, situational or they are simply not a fan of the holidays.

This can lead to feelings of loneliness and isolation from their co-workers and peers, or vice versa. Although this conflict might not be shown in open and explicit conflict, it is still very important to consider, if not more so.

Don’t block them out and exclude anyone. This can cause deep conflict between both parties or even within the so-called “Scrooge” themselves. There could be bad memories associated with Christmas. They might be all alone this year. They simply might not celebrate the holiday. This doesn’t mean they are bad people, or that you should exclude them from everything in December.

Think of how you would want to be treated if you were in their shoes. Include them, but keep in mind their boundaries. You should always respect your fellow co-workers, and just because it’s December, does not mean that should change.

Anyway, if you have actually read through all of this, congratulations!!! I hope I have given you some useful tips for dealing with Christmas conflict. Leave some comments below (I’d love to hear what you think), and of course, have a very, VERY merry Christmas!!!

Ashton, Mediate2go Communications Blogger

Ashton Bult is a graduate of tourism studies, with a strong interest in media outreach. He spends his free time winning water polo games and reading several books a week. Ashton also acts, dances and choreographs in a Drama club in Auckland. He is currently working on a cruise ship.

Industrial Relations - Conflict between companies and unions

What is industrial relations? 

An introduction to an area of dispute resolution in the workplace context.

The scenario is all too typical. You’re at a cocktail party and someone asks you about your profession. You tell them that you studied industrial relations and are now working in the area. Your interlocutor gives you the most puzzled look and then proceeds to ask:

“What’s industrial relations?”

Unfortunately, industrial relations is an esoteric term, known only in niche academic and professional circles. Put simply, it is a broad field of inquiry and practice dedicated to all facets of the employment relationship. The field strives to comprehend the experiences of employees and how these experiences are shaped by labor-management relations, human resource management practices, and public policies. It often addresses workplace conflict. They do so to understand how these forces shape outcomes for both employee well-being and organizational performance.

This is not to be confused with human resource management, a field focused mainly on managing people and organizational performance. The field of industrial relations is much larger than HR. According to a book by Bruce Kaufman  on the field’s history in the United Stated, industrial relations arguably originated in the 1920s. Its origins are rooted in two schools, the personnel management and institutional labor economics schools. The former focused on labor problems at the managerial level and the latter emphasized institutional contexts and public policy.

Today, the field of industrial relations in North America looks quite different. There are fewer business schools offering degrees explicitly in the area, and it appears that the field is being eclipsed to some extent by HR and organizational behavior. Nonetheless, the field of industrial relations is still experiencing considerable success. Many prominent programs are being offered by institutions such as Cornell’s ILR School, the University of Toronto’s Centre for Industrial Relations, the University of Montreal’s School of Industrial Relations, and Rutgers’ School of Management and Labor Relations. These Departments are actually engaged in a serious revitalization of the field, placing graduates in prominent business schools across the world who will reinvent the field.

This being said, as a North American, it is important to know that the field of industrial relations is very diverse, and extends beyond the experiences of Anglo-Saxon business and industrial relations departments. Many people studying sociology, economics, political science, and psychology consider themselves to be experts in industrial relations, focusing on aspects of the employment relationship which relate to their respective disciplines.

If we look abroad, we notice that the field of industrial relations has manifested itself differently across different countries and regions. Australian and British business schools are filled with industrial relations scholars. Meanwhile, Continental Europeans study industrial relations but do not associate themselves with the label. And they use a different lexicon to discuss issues pertaining to industrial relations, since their systems are so different. For example, Belgians understand wage-setting differently than we do largely because all Belgian wages are set through negotiations between companies and unions, while the vast majority of wages in Canada and the United States are set independently by the employer.

Having spoken about the degrees offered in industrial relations, what do industrial relations experts do? This is highly related to one’s personal interests and choice of specialization within the degree. Someone interested in labor-management relations may choose to be an expert negotiator and engage in collective bargaining, representing either a union or employer. On the other hand, those interested in human resource management may choose to work for a company, or opt to do consultancy work for private and public sector organizations. There are also those interested in public policy who would opt for a career in government.

This being said, there are many positive reasons to study industrial relations. Many speak of the benefits of getting master’s in industrial relations as an alternative to the now all too common MBA. Additionally, the placement rates of graduates from industrial relations programs are still considerably high and lucrative.

So, if you’ve been reading up until this point, you may be a bit more knowledgeable of what constitutes industrial relations and where the field is currently going. It's quite an interesting, and at times controversial, topic. Many industrial relations experts consider themselves to have dedicated their careers to improving the lives of workers. For this reason, they have a vested interest in the future of industrial relations as a field of inquiry and practice.

Sean, Industrial Relations Blogger

Sean O'Brady is a PhD student at the University of Montreal's School of Industrial Relations specializing in labor relations and the social regulation of economic security. He has worked with various policy teams at the Government of Canada, as well as numerous research initiatives, including his current role as a doctoral researcher with the Interuniversity Research Centre on Globalization and Work (CRIMT). He can be found binge-watching Netflix dramas with his beautiful wife during his off-hours.