Fixing workplace relationships and resolving conflicts through closure

Finding closure key to resolving workplace issues, healthy workplace culture, says lawyer

Fixing workplace relationships and resolving conflicts through closure

Closure.

The concept of closure is typically reserved for situations like divorce or death. The underlying issue is loss and maneuvering through the subsequent stages of accepting, and coping with, the loss. The result, hopefully, will be obtaining some form of closure in order to see the proverbial “light at the end of the tunnel.”

Is this relevant to workplace law?

It is. The need for closure is a fundamental aspect of a healthy workplace culture. The immediate example that comes to mind is a situation of a termination. The employee is fired, without warning, and proceeds zombie-like through a termination meeting in which they are trying to process the situation. Keep in mind that a workplace relationship is often very similar to other non-work relationships; people are investing their time, emotional energy and physical energy into building something they hope will last into the future.

Imagine if that relationship suddenly ends without warning. This can trigger a flood of questions – why did this happen? What did I do? Was I not good enough? Why don’t they like me?

When you consider the amount of time we invest into work, and the sacrifices we make to achieve our career goals, there is no doubt that the level of emotional, intellectual and psychological input into a career is similar to a non-work relationship. Therefore, when issues arise in the workplace that fracture the working relationship, it needs closure. Lack of closure can create a culture of mistrust, toxicity, and high turnover.

Conflict resolution, workplace policies

The need for closure is not limited to employees. Employers need it too; they want to know that issues are resolved in a way that allows their employees to focus on the tasks required to achieve their goals. A resolution is dynamic – it can mean anything from mediating a dispute between employees, implementing a policy to address parental leave, or firing an employee.

It doesn’t matter what side you’re on. Whether employer or employee, people need closure. But how do we get what we need?

Unfortunately, the typical approach we see in our practice is that individuals will resort to a defensive position when issues arise. This makes sense, because it’s easier to be defensive than vulnerable. Think of any workplace tension and the subsequent behaviours and actions from those involved. This is often the trigger for cultural decline; employees become positional, gossip spreads, people take sides, and things get blown out of proportion.

It’s when these situations are left to fester that they lead to discontent in the form of terminations and resignations. And calls to employment lawyers.

Ideally, the workplace will have a value system that recognizes the need for closure. Employers will need to understand that the healing process, even for small issues, is fundamental for allowing employees to move to the next task in a productive way. So, call it out - ask the employee what they need to get closure in the situation.

Perhaps the basic act of asking them what they need will be all they need.

Trevor Thomas is a partner and co-founder of Ascent Employment Law in Vancouver.