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Resolution at Work Ltd has been supporting healthier, more positive workplaces since 2000. Originally founded by John Drowley and acquired by our Managing Director Alison Love, our practice grew from Alison’s unique blend of experience in management, HR and employment law. Over the years, she has brought together a team of highly skilled Associates, mediators, coaches, facilitators and workplace specialists, each with their own wealth of knowledge and professional backgrounds.
From our beginnings in Wales, we’ve expanded to work with clients across England and beyond, building trusted relationships and a reputation for professionalism, independence and results. Resolution at Work has recently been acquired by Trish Hewitt, HR leader and Founder of Haylo HR with Alison remaining as a key figure within the business.
At Resolution at Work, our purpose is simple: to help people and organisations manage conflict positively, constructively and sustainably. We know that conflict is part of working life – but when handled well, it can lead to stronger relationships, healthier teams and more resilient organisations.
That’s why our services extend beyond mediation to include conflict resolution, coaching, neutral assessments, team and group facilitation, independent investigations, and tailored training. Every service is designed to empower people to improve the way they work together for the benefit of all.
Resolution at Work stands for workplaces where people feel heard, respected and able to bring their best selves to work. For over two decades, these values and commitments have guided our work, and they continue to shape how we support organisations today.
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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.