This form is designed to document, analyze, and track the resolution of workplace conflicts. It is intended for use by employees, managers, and Human Resources personnel to ensure a fair and consistent process.
Date Conflict Reported
Date Conflict Initiated (Approx.)
Reporter's Name/ID
Reporter's Department/Team
Location of Conflict
Type of Conflict
Status
Party Role | Name/ID | Department / Team | Phone | Role in Conflict (e.g., Primary, Witness, Mediator) | |||
|---|---|---|---|---|---|---|---|
1 | Party A | ||||||
2 | Party B | ||||||
3 | Witness |
Please provide a detailed, objective account of the conflict. Include the sequence of events, specific incidents, and the core issue(s).
Narrative Description:
Core Issues/Impact on Work Environment:
Attach any supporting documentation (e.g., emails, prior communication logs).
Ducument Name | Upload File | ||
|---|---|---|---|
1 | |||
2 | |||
3 | |||
4 | |||
5 |
Assessing HR/Manager Name/ID
Date of Initial Review
Severity Assessment
Low
Medium
High
Immediate Action Taken (e.g., separate parties, temporary reassignment, coaching)
Resolution Strategy Chosen
Informal Mediation
Formal Investigation
Facilitated Discussion
Management Intervention
Coaching/Training
Resolution Goal(s):
Steps Taken (Mediation sessions, investigation steps, disciplinary actions, etc.):
Agreed-Upon Resolution/Action Plan (Specify clear, measurable actions for each party):
Action Item | Responsible Party | Due Date | Status | ||
|---|---|---|---|---|---|
1 | |||||
2 | |||||
3 | |||||
4 | |||||
5 |
By signing below, the involved parties acknowledge their participation in the conflict resolution process and agree to adhere to the resolution plan outlined above.
Party A
Party B
HR/Management Representative
Follow-Up Date: (Date scheduled to review the effectiveness of the resolution)
Follow-Up Notes:
Form Template Insights
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The provided Conflict Resolution Form is a structured tool designed to bring objectivity, consistency, and traceability to the process of managing workplace conflicts. Here's a detailed breakdown of its purpose, function, and importance across different sections:
This section focuses on establishing the basic facts and context of the conflict.
This section ensures all relevant individuals are identified and their relationship to the conflict is understood.
This is the heart of the form, capturing the narrative and the impact of the dispute.
This section formalizes the triage and strategic planning by the HR professional or manager.
This section focuses on measurable results and accountability.
This final section locks in the agreement and establishes a mechanism for monitoring success.
Mandatory Questions Recommendation
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The most mandatory (essential and non-negotiable) questions on the Conflict Resolution Form are those that establish the foundation of the case, identify the core parties, and commit the organization to action and follow-up.
Here are the six most critical questions/fields, elaborated with their purpose:
Field | Section | Why it is Mandatory | |
|---|---|---|---|
Date Conflict Reported | 1: Conflict Details | This establishes the official start date for the HR process. It is mandatory for two key reasons: Timeliness and Compliance. It proves the organization acted promptly upon receiving notice, which can be critical if the issue escalates to a formal complaint or legal challenge. It also starts the clock for internal procedural deadlines. |
Field | Section | Why it is Mandatory | |
|---|---|---|---|
Reporter's Name/ID | 1: Conflict Details | This establishes who initiated the complaint, providing an essential point of contact and accountability. | |
Party A & B Names/IDs | 2: Parties Involved | These fields are mandatory because a conflict cannot be resolved unless the principal parties are officially identified. This ensures the correct individuals are engaged in mediation, investigation, or disciplinary action, and that any outcomes (coaching, training, policy changes) are targeted effectively. |
Field | Section | Why it is Mandatory | |
|---|---|---|---|
Narrative Description | 3: Description of Conflict | This is mandatory because it captures the objective evidence and the specific incidents that led to the conflict. Without a clear narrative, HR/Management cannot determine the legitimacy, scope, or nature of the complaint. It prevents the process from being based on rumors or vague feelings and instead grounds it in documented facts and events. |
Field | Section | Why it is Mandatory | |
|---|---|---|---|
Resolution Strategy Chosen | 4: Initial Assessment | This is a mandatory decision point. It documents the organization's deliberate choice of how to proceed (e.g., Informal Mediation, Formal Investigation, Coaching). It is critical for accountability and procedural fairness, showing that the case was assessed and assigned an appropriate, systematic course of action. |
Field | Section | Why it is Mandatory | |
|---|---|---|---|
Agreed-Upon Resolution/Action Plan | 5: Resolution Plan | This is the most crucial outcome field. It is mandatory because it forces the process to conclude with concrete, measurable actions rather than vague promises. It serves as the contract between the parties and the organization, detailing specific steps to mitigate the conflict and prevent its recurrence. Without this, the entire form is just a documentation of a past event, not a resolution tool. |
Field | Section | Why it is Mandatory | |
|---|---|---|---|
Sign-Off (Signatures) | 6: Sign-Off | The signatures of the principal parties and the HR representative are mandatory to signify formal acknowledgment and agreement. Signatures document that all parties were present, participated in the process, understood the outcome, and committed to adhering to the action plan. This locks in the resolution and provides a layer of protection against future claims that the process was ignored or misunderstood. |