The following policy is adapted from materials provided by the Olympia (WA) Food Coop. This straightforward conflict resolution policy is a great starting place for any business without an established policy of their own, and we include it as part of AJP’s Model Handbook for Farm Employees.
Conflict is inevitable when people work together. We have different beliefs, life experiences and values. It is critical to the smooth workings of a farm that the people who work here take the time to resolve conflicts in ways that contribute to the health and harmony of the entire farm community. It is our hope that through early intervention, we can prevent minor conflicts from turning into major ones. Any time conflict remains unresolved, it puts up barriers that prevent us from having enjoyable, productive work days.
With that in mind, we ask you to use the following guidelines when resolving conflicts:
We ask staff members to communicate honestly and respectfully with one another. Sarcastic, condescending and angry tones of voice block communication. If a conflict or dispute occurs, choose a time when the persons directly involved are calm and in an environment where everyone can feel safe and equal. Approach the conflict with maturity and true desire for resolution, rather than as a fight, debate or opportunity to belittle a co-worker; focus on the situation rather than the person.
Use constructive criticism techniques: “When you do (action), I feel (impact). I need (resolution).” Genuinely listen so you may understand the other person’s feelings and needs. Work to reach an agreement on a solution you both understand and can live with.
If an employee has a conflict or issue that needs to be addressed, s/he should bring it to the attention of the crew manager or the farm manager or both as soon as possible and within a week at the longest. If the issue cannot be solved directly, the following steps will be available:
- a meeting between the employee and the crew manager and/or farm manager;
- a meeting between the employee, the party with whom there is a conflict, and the crew manager and/or farm manager. The employee is free to invite another person to come to the meeting to support them;
If these meetings do not or are unlikely to solve the problem, the farm manager will request the services of an outside, independent mediator, through the Agricultural Mediation Program or another mutually acceptable provider. On Food Justice Certified farms, employees have the option of appealing to the AJP for resolution if mediation does not provide an acceptable remedy.
We want to make things work for all concerned. We are cooperatively minded and strive for a harmonious workplace.