The Blog: Conflict

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How to avoid unnecessary resource-intensive formal grievance

While some formal grievances are certainly justified, others could be avoided and yet they can become a disruptive and even potentially devastating force in the organisation concerned. A cold spotlight on the negative aspects of the business, demotivated employees, ongoing risk management of the situation, a distraction from everyday work activities, alongside reduced opportunities to focus on growth and development. Resource intensive and costly, as facts are gathered and verified in an often tense and suspicious working environment. How can we avoid the unnecessary all-consuming formal grievance?

Article by 25 October 2022


Tackling harassment – seven insights that will help

In our recent survey on the “State of Workplace Harassment,” we uncovered a number of insights into who’s contending with harassment, how many are reporting issues they see (and if not, why?), how workplaces are doing on resolving reported issues, and more. Here are the top insights that will hopefully give you more context as to how pervasive the issue of harassment is in the workplace, which will help you understand the current state of your workplace, too.

Article by 22 December 2021


Time to wake up to conflict at work

In a one year period, the cost of conflict to UK organisations was £28.5 billion – the equivalent of more than £1,000 for each employee. Close to 10 million people experienced conflict at work. Of these, over half suffer stress, anxiety or depression as a result; just under 900,000 took time off work; nearly half a million resigned, and more than 300,000 employees were dismissed

Article by 20 December 2021


How to cut the cost of conflict

£28.5 billion is the headline. But the much more significant findings are around what employers do in response to workplace conflict and how this makes a real difference to outcomes. In other words, what’s happening in practice and the lessons for what employers and their staff can do.

Article by 14 June 2021


Finding our way through the uncomfortable truths – whistleblowing, bullying and harassment

When we encounter whistleblowing, bullying and harassment, we are confronted by the need to discuss the thorny issue of the “truth” and our perception of it. The investigation of and search for an objective truth is often driven by a need to establish right and wrong. This is followed, in some form or other, by the identification of a perpetrator and a victim, of a “crime” and punishment. This can cause us to be very cautious with our words and the truths we affiliate ourselves with. It can also cause us to oversimplify the issues, avoid the grey areas and curtail discussions that are difficult. This leads to a breakdown of trust and, with that, an unwillingness to be truthful for fear of unfair incrimination.

Article by 17 July 2019


Workplace Harassment: What does the future hold?

It is now nearly two years since the #MeToo movement gained global recognition, but barely a week goes by without a new study being released or a high-profile news story breaking about the issue of workplace harassment. Indeed, on 26 June, 'This Is Not Working’- an alliance of more than 20 trade unions, charities and women’s rights organisations – launched a petition calling for a new law to force employers to prevent sexual harassment in their workplaces.

Article by 12 July 2019


Three steps to mitigate the damaging impact of low-level conflict on engagement

There are several insidious but potent triggers for disengagement within an organisation that start with low level conflicts. When we start to analyse the link between these triggers and disengagement, we can begin to create opportunities to re-engage members of the workforce. We can also uncover some quick wins to pre-empt or even avoid similar conflicts and/or disengagement in the first place.

Article by 30 April 2019