Provide Conflict Resolution in Your Workplace
Does this sound familiar?
You want to run a solid business or org and make sure your employees are getting along and working hard. You'd like to provide a comfortable atmosphere where people enjoy coming to work and want to contribute to the company's success. Because you took great care to hire friendly people, you didn't think to offer training around workplace communication or structures to address harassment or other problems.
Despite good intentions, there were incidents in the office. With no structured support, people felt angry and isolated. Their work suffered, their team suffered. Eventually they made formal complaints, resigned, or were fired. The fallout was a toxic atmosphere, lawsuits, and a loss of a significant amount of time and resources for your business development.
That was the status quo, but you can create a new normal. Offer early, onsite conflict resolution. It saves you time, money, and helps your reputation.
Conflict can lead to formal complaints or lawsuits.
Work related conflict can start start as a disagreement between employees or an allegation of unequal treatment. As Columbia Law Professor Vivian Berger addressed in "Respect in Mediation: A Counter to Disrespect in the Workplace," perceived disrespect and demeaning treatment can start a path leading to formal complaints and lawsuits.
Non-work related issues, such as substance abuse and domestic violence, can also have an intense impact on work environments. Often a small group of employees try to manage these issues in secret to protect an employee's privacy. But when the problem becomes to large to contain, the fallout often hurts the whole department or organization.
Working in the non-profit sector can be even tougher. Non-profit employees battle on behalf of people with limited access to resources and power. Sometimes the battles on the frontlines continue within the organization. With high stakes and diminishing emotional resources, common issues between staff may fester as tensions rise. And second-hand trauma has greater repercussions than we'd like to admit.
Legal costs include lawsuits, attorneys' fees.
Employee replacement costs can run as high 50% of that employee's annual salary. And off-cycle hiring overloads your HR staff and training team. Other employees in the unit have a heavier workload during this process.
Productivity costs include the value of the loss of time and energy for the individuals involved and the orbit of employees in their support system.
Health costs since emotionally stressed employees are more likely to get sick and take time off.
Continuity costs are those associated with the loss of the ongoing relationships and social capital that the employee created.
Reinvent Your Workplace Culture By Providing Conflict Resolution for Your Staff
Think of us as your offsite ombuds group. We offer a la carte conflict resolution services, like one-on-one conflict coaching, mediation, and conflict de-escalation training. We can even be a regular presence in your office, coming in once a month to provide your staff with reliable support. We help your employees to clear the air, listen to one another, and develop satisfying solutions that fit their needs. And we help you avoid costly, disruptive and embarrassing lawsuits.
We Can Help With These Common Issues:
- Workplace Bullying
- Allegations of Racial, Sexual, or LGBT Slurs
- Team Dysfunction
- Poor Conflict Communication Skills
- Allegations of Racial, Gender, Disability or LGBT Bias
- And We Can Help an Employee Figure Out a Personal Issue That's Effecting Their Work Performance
- Regular, scheduled onsite services, including team facilitation, mediation and conflict coaching.
- Scheduled offsite services at our office near Wall Street.
- Quick response, emergency sessions for urgent matters.
- Workplace presentations on conflict management for effective interactions between employees and with your client population.