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Neutral Assessment is a valuable and effective alternative in certain conflict situations; combining some of the advantages of an investigation and a mediation.
Neutral Assessment is particularly useful where there are complex HR issues that need to be explored, for example where there are large group conflicts or collective grievances resulting in dysfunctional teams. Alternatively it can be useful where there are no specific allegations but it is clear that people are stressed and impacted by the situation. It is outside of any formal processes; it is not about who is right or wrong but focuses on finding solutions with a fresh set of eyes.
The process is conducted by an independent expert who has no vested interest in the outcome and who will:-
The Benefits
The benefits of the process include:-
The process explained
The process will generally include the following:-
The process itself is not a solution but it can lead to recommendations or outcomes which assist in achieving resolutions. For example it can lead to apologies or acknowledgements of contributions, individual mediations, small group facilitation, identification of development needs, consideration of restructuring or organisational learning.
What clients have said
Having used this process successfully and with very positive feedback, here are some comments that clients have feed back to us.
If you would like any further information on how the process works in practice and whether it would be appropriate in a given situation then please do contact me, I would be happy to discuss this confidentially with you. Alternatively, this is another option to consider as and when a situation arises.
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The report was very professional, it dealt with all the issues raised and was particularly thorough. It clearly took the time to fully understand all of the issues and background. It was complex but the report really helped to break it down and I’m hoping we can progress in a positive manner following the recommendations.
Group HR Manager, Energy Sector |
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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.