[et_pb_section fb_built=”1″ _builder_version=”4.27.4″ _module_preset=”default” background_color=”gcid-f9e8c5cf-b3c5-4af9-95ff-6e3c109792ee” custom_padding=”100px||30px||false|false” global_colors_info=”{%22gcid-f9e8c5cf-b3c5-4af9-95ff-6e3c109792ee%22:%91%22background_color%22%93}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”3″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9mZWF0dXJlZF9pbWFnZSIsInNldHRpbmdzIjp7ImVuYWJsZV9odG1sIjoib2ZmIn19@” _builder_version=”4.27.4″ _dynamic_attributes=”src” _module_preset=”default” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_post_title author=”off” date_format=”j. M Y” comments=”off” featured_image=”off” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”gcid-319b37c7-3c4f-434a-a774-910bf3ec0b77″ meta_text_color=”gcid-319b37c7-3c4f-434a-a774-910bf3ec0b77″ global_colors_info=”{%22gcid-319b37c7-3c4f-434a-a774-910bf3ec0b77%22:%91%22title_text_color%22,%22meta_text_color%22%93}”][\/et_pb_post_title][et_pb_text _builder_version=”4.27.4″ _dynamic_attributes=”content” _module_preset=”5bd376d9-fe9d-465f-b2e7-91b2feedc186″ background_layout=”dark” global_colors_info=”{}”]@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9leGNlcnB0Iiwic2V0dGluZ3MiOnsiYmVmb3JlIjoiIiwiYWZ0ZXIiOiIiLCJ3b3JkcyI6IiIsInJlYWRfbW9yZV9sYWJlbCI6IiIsImVuYWJsZV9odG1sIjoib2ZmIn19@[\/et_pb_text][pac_divi_table_of_contents title=”Inhaltsverzeichnis anzeigen” default_state=”closed” included_headings=”off|on|on|off|off|off” level_markers_1=”icons” icon_marker_1=”E||divi||400″ level_markers_2=”icons” icon_marker_2=”E||divi||400″ level_markers_3=”icons” icon_marker_3=”E||divi||400″ indent_amount_2=”0px” title_container_padding=”15px|23px|15px|0px|false|false” title_container_bg_color=”RGBA(255,255,255,0)” open_icon_size=”24px” close_icon_size=”24px” body_area_height=”550px” body_area_scroll_color=”#ffffff” body_area_bg_color=”RGBA(255,255,255,0)” body_area_text_link_color=”#ffffff” body_area_text_link_underline=”#ffffff” body_area_text_link_underline_thickness=”0px” body_area_text_link_color_active=”#ffffff” body_area_text_link_underline_active=”#ffffff” body_area_text_link_active_underline_thickness=”0px” _builder_version=”4.27.4″ _module_preset=”default” title_font_font=”|600|||||||” title_font_size=”18px” marker_all_text_color=”#ffffff” custom_margin=”50px||||false|false” border_width_top_title_container=”2px” border_color_top_title_container=”#ffffff” border_color_bottom_title_container=”#ffffff” global_module=”11205″ saved_tabs=”all” locked=”off” global_colors_info=”{%22gcid-319b37c7-3c4f-434a-a774-910bf3ec0b77%22:%91%22open_icon_color%22,%22close_icon_color%22,%22body_area_scroll_color%22,%22body_area_text_link_color%22,%22body_area_text_link_underline%22,%22body_area_text_link_color_active%22,%22body_area_text_link_underline_active%22,%22marker_all_text_color%22,%22border_color_bottom_title_container%22,%22border_color_top_title_container%22,%22body_area_text_link_color__hover%22,%22body_area_text_link_color_active__hover%22%93}” body_area_text_link_color__hover_enabled=”on|hover” body_area_text_link_color__hover=”#ffffff” body_area_text_link_color_active__hover_enabled=”on|hover” body_area_text_link_color_active__hover=”#ffffff”][\/pac_divi_table_of_contents][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ _module_preset=”default”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”80a29b40-b8bf-49ad-abed-45fb85884465″ global_colors_info=”{}”]<\/p>\n
[\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”1a12a47d-c07a-4f28-a800-ed83987d6e47″ global_colors_info=”{}”]<\/p>\n
Works councils and staff councils face daily challenges that require a high level of conflict resolution skills. They represent the interests of employees and have to deal not only with employers, but also with internal resistance. But what happens when conflicts are no longer productive<\/a>? What obstacles are there and how can they be overcome? <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”80a29b40-b8bf-49ad-abed-45fb85884465″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”1a12a47d-c07a-4f28-a800-ed83987d6e47″ global_colors_info=”{}”]<\/p>\n 1. Internal infighting<\/strong>: Works councils are often made up of different lists or union groups. If these groups do not pull together, this can lead to paralyzing power struggles. <\/p>\n 2. Obstructionism on the part of the employer<\/strong>: Some management teams are not cooperative and obstruct the work of the works council by delaying or refusing to provide information.<\/p>\n 3. Different expectations of employees<\/strong>: Some employees want a militant works council, others a moderate mediator. This balance is difficult to find. <\/p>\n 4. Lack of conflict competence<\/strong>: If a works council does not know how to deal with tensions, meetings can escalate and end inconclusively.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”80a29b40-b8bf-49ad-abed-45fb85884465″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”1a12a47d-c07a-4f28-a800-ed83987d6e47″ global_colors_info=”{}”]Not all conflict is bad – on the contrary. A certain amount of conflict is necessary in order to develop better solutions and assert the interests of employees. But there is a clear difference between constructive and destructive conflicts:[\/et_pb_text][et_pb_image src=”https:\/\/consensus-solutions.org\/wp-content\/uploads\/2025\/02\/Konflikt_Table_Updated.png” title_text=”Conflict_Table_Updated” show_bottom_space=”off” _builder_version=”4.27.4″ _module_preset=”default” max_width=”980px” custom_margin=”||30px||false|false” global_colors_info=”{}”][\/et_pb_image][et_pb_text _builder_version=”4.27.4″ _module_preset=”1a12a47d-c07a-4f28-a800-ed83987d6e47″ global_colors_info=”{}”]A works council should learn to manage conflicts in such a way that they remain productive. But how can a positive culture of conflict be developed?[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”80a29b40-b8bf-49ad-abed-45fb85884465″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”80a29b40-b8bf-49ad-abed-45fb85884465″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”1a12a47d-c07a-4f28-a800-ed83987d6e47″ global_colors_info=”{}”]<\/p>\n Some works councils work with moderated meetings to avoid escalation. Example from an anonymized company: <\/p>\n [\/et_pb_text][et_pb_blurb title=”"We have agreed that everyone has a maximum of three minutes to speak. Anyone who interrupts the other person only gets to speak in the next round. That way, we prevent meetings from getting out of hand." ” image=”https:\/\/consensus-solutions.org\/wp-content\/uploads\/2024\/06\/Ueber-uns-Trainers-Experts-Platzhalter-branded-scaled.jpg” _builder_version=”4.27.4″ _module_preset=”febfe561-8b04-40f1-8787-a3ea05210f39″ max_width=”810px” title_text=”U\u0308ber uns – Trainers & Experts – Platzhalter branded” global_colors_info=”{}”]<\/p>\n – Works council member of a large production plant<\/p>\n [\/et_pb_blurb][et_pb_text _builder_version=”4.27.4″ _module_preset=”80a29b40-b8bf-49ad-abed-45fb85884465″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”1a12a47d-c07a-4f28-a800-ed83987d6e47″ global_colors_info=”{}”]<\/p>\n Many works councils now rely on external mediators<\/a> to resolve difficult situations. A case study shows: <\/p>\n A works council of a medium-sized IT company was blocked for months because two groups were arguing about home office regulations. After the involvement of a mediator, they found a compromise solution. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”80a29b40-b8bf-49ad-abed-45fb85884465″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”1a12a47d-c07a-4f28-a800-ed83987d6e47″ global_colors_info=”{}”]<\/p>\n According to a study by the Hans<\/span> B\u00f6ckler Foundation\u00b9<\/a>, 74% of the works council members surveyed would like more training in conflict management<\/a>. Companies that support their works councils in this area benefit from more stable cooperation in the long term. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”80a29b40-b8bf-49ad-abed-45fb85884465″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”1a12a47d-c07a-4f28-a800-ed83987d6e47″ global_colors_info=”{}”]<\/p>\nTypical conflicts in the works council<\/h3>\n
Constructive vs. destructive conflicts<\/h2>\n
Establishing a works council culture capable of dealing with conflict<\/h2>\n
1. Defining binding rules for discussions<\/h3>\n
2. Using mediation and supervision<\/h3>\n
3. Further training in conflict management<\/h3>\n
4. Making employers responsible<\/h3>\n