From the Ask Tom mailbag –
I am trying to sort out an argument between one of my foremen and our safety officer. They have two different personalities. My foreman is driven, goal oriented with a knack for getting things done, even if he has to bend a rule or two. My safety officer is conservative, a stickler for policy without much admiration for getting things done. On the face of it, their personalities are suited to the roles we have them in. Until they get in the same room, or in the same meeting, or worse case, on the same job-site. It’s like oil and water. We have done personality testing to confirm what I have described, but they fight like cats.
You don’t have a personality conflict, you have an accountability and authority issue. Both roles have goals and objectives. Neither role is the manager of the other, yet they both have to work together. You could stand in and referee every interaction (if you have that kind of time on your hands) or you can get clear about the accountability and authority of each.
The foreman, no doubt, has production goals to meet each week and month for the duration of the project. The foreman has the authority, as the manager of his crew, to assign tasks, monitor those tasks and adjust work assignments as time goes by.
The safety officer has goals and objectives related to the absence of workplace accidents, the adherence to safety policies and long term, a reduction in work-comp modification factors. The safety officer is in a classic auditor role, accountable for safety, and, also with special authority to delay or stop work in the face of an unsafe work practice.
The conflict you witness between your foreman and your safety officer has nothing to do with personality, everything to do with the lack of clarity on your part, as their manager, related to their accountability and authority. The safety officer has the authority because you define it. If you don’t define it, you will get behavior that looks like a personality conflict.