⚖️ Workplace Dispute Interview Preparation

I used the RESOLVE framework when an employee filed a harassment complaint. I Recognized the severity immediately, Engaged HR and all relevant parties, Sought understanding through careful investigation, developed Options including training and policy updates, reviewed Legal requirements with counsel, Validated the solution through follow-up meetings, and Evaluated long-term effectiveness through ongoing monitoring. The result was a fair resolution and improved workplace culture.

I ensure fairness by following consistent processes, gathering complete information, and applying policies equally. For business needs, I consider operational impact, resource constraints, and strategic objectives. The key is finding solutions that uphold our values while maintaining productivity - often this means creative problem-solving that addresses both concerns simultaneously.

I maintain neutrality regardless of position levels, ensure all voices are heard equally, and focus on facts rather than titles. I create safe spaces for honest dialogue, use structured processes to prevent power imbalances from affecting outcomes, and sometimes involve neutral third parties when necessary to ensure fairness.

Prevention starts with early recognition of warning signs, open communication channels, and clear policies. I encourage direct communication first, provide coaching on conflict resolution skills, address issues promptly before they grow, and create systems that surface problems early. Regular check-ins and feedback mechanisms help catch disputes before they become formal grievances.