CIPD in Wales Awards 2024 Best Learning and Development Initiative
We had a fabulous evening at the CIPD in Wales awards on Friday! We wined, we dined and we danced the night away. It was fantastic… Read more »
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In this case an individual had raised a formal grievance alleging bullying and harassment. This resulted in an exit agreement being reached with the alleged bully leaving the organisation. The complainant had been on long term ill health absence throughout a lengthy and difficult process. There was concern regarding how the complainant could be reintegrated back into the team as it was felt that some team members “blamed” him for having raised a complaint causing disruption and difficulty for others and resulting in a talented team member leaving. The complainant also had concerns regarding a lack of support from senior management during this time.
A number of coaching sessions were held to explore what support was needed to enable the employee to return. Sessions were also held to review the situation post a return to work. The coaching included such things as identifying what conversations needed to take place and how to prepare for these. How to reconcile and accept that some in the team may hold differing views and how to establish influence/restore trust.
The employee was able to successful return and re-establish effective working relationships within the team and with senior management.
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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 |
We had a fabulous evening at the CIPD in Wales awards on Friday! We wined, we dined and we danced the night away. It was fantastic… Read more »
3 new members of the Resolution at Work team have recently become certified in the fantastic Conflict Dynamics Profile model for conflict coaching, and we have… 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.