Employees are an integral part of the business. Thus, you should be careful about who you hire. Nonetheless, despite taking calculated steps to find the right parties, you may be in conflict with them in the future. This can lead to quitting/termination, reducing productivity and even legal challenges.
For this reason, you should be informed about factors that can lead to disputes with your employees and avoid them beforehand.
Below are three of them.
Ambiguous employment contracts
The contract you give your chosen candidates to sign should be clear. All clauses, including roles, work hours, salaries and benefits, and so on, should be easy to understand. A statement should not be interpreted in more than one way.
Ambiguity can lead to misunderstandings in the future. For instance, you and your employee may conflict if you ask them to perform a duty not included in the contract, but you believe they should do it because it states “among others” after listing job duties.
Information can easily get twisted in a company, resulting in misunderstandings with your employees. Thus, you should have frequent meetings with them to be on the same page. And when you are unavailable, a manager or supervisor should pass your message on. It will be best to always read minutes or attend meetings virtually.
Your employees may conflict with you for a reason you are unaware of. You can lose a reliable employee because of the wrong manager or supervisor. Appointing an outstanding management team can significantly help you. Anyone who wants to join it should go through a strict interview process. Further, encourage your employees to report complaints about the management to you.
These three factors can lead to costly employment disputes. You should consider getting legal help if you are in the midst of a disagreement.