Interpersonal conflicts cannot always be avoided in the workplace, whether they are minor misunderstandings, differences of opinion or more profound reasons. Line managers have a special duty of care and are usually the first point of contact when it comes to conflict resolution. But sometimes a solution through a clarifying discussion is not possible without support. Here we inform you who you can contact if you would like support in the event of a conflict.
An excerpt from the Code of Conduct of htw saar:"Our social interaction is characterized by mutual respect, an open approach based on understanding and trust, mutual acceptance and tolerance as well as the constructive resolution of conflicts"
Information on ensuring a non-discriminatory environment can be found on the website of the Equal Opportunities Office.
Conflicts can arise where people with different opinions, values and expectations meet. However, these discrepancies do not necessarily lead to conflict; conflict only arises when at least one of the parties involved experiences an emotional discrepancy and their thoughts, feelings, intentions or actions are significantly impaired.
First of all, a difference of opinion or an impending or existing conflict should be clarified in a one-to-one discussion. Communication rules are useful to prevent conflicts from escalating:
How do I start the conversation? You can get support with communication, defining problems or strengthening your emotional state at
from the BGM officer or at the
Psychological-Psychotherapeutic Counseling Center (employees and students) or Psychosocial Counseling Center (state employees) of the Studierendenwerk Saarland.
Who can you turn to in the event of social conflict?
There are numerous offices and people at htw saar who can provide advice in the event of social conflict. The BGM officer at htw saar will be happy to help you find the right contact person(s).
As a manager
If there is a social conflict between a manager and an employee, managers can ask the BGM officer for help; managers in the faculties can also contact the Dean's Office directly. Together, they will then clarify who can provide support in dealing with the conflict.
If gender or a severe disability is part of the conflict issue, the relevant interest group should be consulted. It may be useful to suggest a representative of the relevant staff council for support.
Various options are available to deal with existing or emerging conflicts in the group (department, office, professional association, project team, etc.), e.g. Team building measures, team days, conflict training, coaching, workshops, etc.
You can find an overview of face-to-face and online offers on the Internal Qualification (iQ) page.
As part of the htw saar management program , you can, for example, use collegial case consultation as an individual support measure for conflict management.
The BGM officer is also available to advise on conflicts that are brought to the attention of managers.
As a professor
If conflicts among professors cannot be resolved by moderating colleagues, they can first contact the Dean's Office.
As state employees, professors can also make use of the psychosocial counseling center of the Studierendenwerk Saarland free of charge for psychosocial support and advice.
As an employee
As an employee, you should generally first contact your manager with your concerns. If the manager is part of the conflict, you can contact the BGM officer or the staff council responsible for you. Faculty employees can contact the Dean's Office.
If gender or a severe disability is part of the conflict issue, the relevant interest group should be consulted.
In a joint conflict discussion, problems can then be defined and further steps discussed if necessary.
For psychological support, employees of htw saar can make use of the counseling services offered by the Psychological-Psychotherapeutic Counseling Center of the Saarland Student Union .
Students can contact the Complaints and Ideas Management (BIM) or seek help from the Psychological-Psychotherapeutic Counseling Center of the Saarland Student Union .
If a conflict cannot be resolved through internal and moderated discussions, it may be advisable to call in an external mediator. Mediators moderate the course of the discussion without intervening in the content. They ensure that the rules of communication are adhered to and that the parties are enabled to work out a joint solution.
Contact with external mediators can be arranged via the BGM officer or, in the faculties, via the Dean's Office.
A conflict is triggered by a situation between at least two affected parties, at least one of whom is emotionally affected.
These can occur suddenly or have been smouldering for some time, especially if past conflicts have not been dealt with.
Conflicts become critical when they move from a factual to a personal level. There they are often associated with strong - usually negative - emotions. This is where conflicts can quickly escalate.
-> If a difference of opinion threatens to turn into a conflict, first try to gain some distance (leave the office, take a break, etc.). If necessary, ask for a time-out to gain some distance first.
In order to resolve a social conflict with the best possible outcome (agreement, reconciliation, reparation, apology, etc.), it is worthwhile reflecting on yourself first in order to be able to put your own needs, wishes and consequences of the situation into words.
-> Look at the conflict situation on a factual level. Reflect on your own perception and point of view, and that of the other person.
It often makes sense to do this in writing first - to get a more "neutral" view of the situation. The following questions are helpful here:
Formulating your request in writing helps you to choose the right words (in terms of good communication) and gives you some distance from the conflict.
If necessary, you can ask the other person to do the same.
Here you will find the links to the main contact points. You can see which office is the right one for you in the step-by-step model.
One of the main tasks of the staff councils is to receive complaints from employees and work together to find possible solutions. All employees can seek advice from the relevant staff council on problems relating to their employment. The members of the staff councils are obliged to maintain confidentiality during consultations and naturally treat such issues confidentially.
Staff Council for administrative and technical staff
Staff Council for Academic Staff
The Psychological-Psychotherapeutic Counseling Center (PPB) of the Studierendenwerk is open to all students of Saarland universities for free and confidential use. Employees of Saarland University and Saarland University of Applied Sciences can also make appointments at the PPB.
They offer psychological counseling and crisis intervention for personal and/or professional problems, such as problems with superiors or colleagues.
The Psychosocial Counseling Center (PSB) is available for state employees (including professors).
Both services are free of charge. The costs for employees are covered by htw saar, those for state employees by the state.
You can arrange an initial consultation by telephone, in person or by email.
Consultation hours in the counseling room at the Alt-Saarbrücken campus (Building 11, 11.02.03): Thursdays 9:00 am to 1:00 pm.
For employees: Psychological-Psychotherapeutic Counseling Center - Employees
For state employees: Psychosocial Counseling Center - Contact and registration
For students: Psychological-Psychotherapeutic Counseling Center - Students
Together with the Equal Opportunities Office team, the Equal Opportunities Officer is responsible for the promotion of women and gender equality. The core areas of gender equality work include the elimination of disadvantage and discrimination and the promotion of gender equality. The Equal Opportunities Officer provides advice and support on all issues relating to gender equality and is the central, independent and confidential point of contact for all students and staff.
The Family Office provides support and advice on issues relating to balancing family and career or studies. The Family Office also offers low-threshold initial advice in the event of conflicts arising in these areas.
Family Office of htw saar
Occupational health management (OHM) combines occupational health and safety, workplace health promotion and workplace integration. BGM measures include, for example, the healthy design of working conditions, working environment and work organization. Prevention and personal responsibility are important components.
One of the tasks of BGM is to provide support in overcoming social conflicts in the working environment.
Please get in touch with the BGM representative, Sabrina Wahlster: Occupational Health Management Representative
Team development, training and team days
As part of personnel development, internal qualification (iQ) offers various courses to support individuals and organizational units in avoiding and dealing with conflicts. These include regular seminars on topics such as dealing with conflicts, having difficult conversations, assertiveness, resilience, etc.
In addition to face-to-face seminars, numerous self-study courses are available as online training courses that can be accessed "on-demand".
Personnel Development is also happy to provide advice on planning team days or team training sessions.
Your contact: Matthias Mallmann
The ombudsperson advises as a neutral and qualified contact person in questions of good scientific practice and in cases of suspected scientific misconduct.
Good scientific practice and ombudspersons at htw saar