Regular blogs related to mediation, conflict or other workplace issues.
New ACAS Code of Practice puts mediation centre stage: What employers need to know For the first time in over 15 years, ACAS has published a draft […] Read more »
If you’ve worked in management for any length of time, you’ll know that workplace conflict is inevitable. People work under pressure. They have different personalities, different communication […] Read more »
When a workplace investigation finishes, many employers feel a sense of relief. The facts have been established, decisions have been made and, from a procedural perspective, the […] Read more »
The Most Common Mistakes Organisations Make When Managing Internal Workplace Investigations When concerns are raised in the workplace, whether involving bullying, harassment, misconduct, discrimination, grievances, or interpersonal […] Read more »
What Is Workplace Mediation? A Practical Guide for Employers and Employees Workplace conflict is inevitable in any business. Whether it’s a disagreement between colleagues, communication breakdowns within […] Read more »
Common mistakes people make in workplace mediation (and how to avoid them) At Resolution at Work, we spend a lot of time helping people have conversations they’ve […] Read more »
Difficult Conversations Done Right: Why Avoiding Them Is the Real Problem Difficult conversations are a part of every workplace. Whether it’s addressing poor performance, resolving tension between […] Read more »
For most HR professionals, an Employment Tribunal claim is not just a legal issue, it reflects on overall people management, risk control, and organisational culture. Very few […] Read more »
Neutral Assessment vs Group Mediation: Understanding the Difference in Workplace Resolution We get asked a lot of questions at Resolution at Work about whether Neutral Assessments or […] Read more »
As Stress Awareness Week reminds us each November, stress remains one of the biggest hidden costs to UK businesses. The Health and Safety Executive (HSE) reports that […] Read more »
Our CEO, Trish Hewitt, shares her views and experiencing relating to Black History Month. What is Black History Month? Every October the UK celebrates Black History […] Read more »
Reimagining the Psychological Contract: Why Purpose, Flexibility, and Values Now Drive Employee Engagement The traditional psychological contract, the unspoken agreement between employers and employees founded on job […] Read more »
New ACAS Code of Practice puts mediation centre stage: What employers need to know For the first time in over 15 years, ACAS has published a… Read more »
If you've worked in management for any length of time, you'll know that workplace conflict is inevitable. People work under pressure. They have different personalities, different… Read more »
It is not uncommon for conflict to arise between different teams. This can have considerable impact on both individuals and performance. A number of approaches can be used in this sort of scenario, including neutral assessment, team facilitation and group mediation.
Agreement could not be reached to enter into mediation in this situation and therefore coaching was an alternative support provided to one of the parties. The relationship between a majority shareholder and a shareholder/director was causing conflict. The relationship would be ok at times but disagreements would flare up from time to time and this was beginning to impact on the business.