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Early intervention in conflict

Early intervention in conflict

 

The cost of conflict to UK employers is £28.5 billion – or £1,000 for each employee. Are grievances the right way forward? Mediator Camilla Palmer explains that early intervention in conflict saves money, time and promotes better wellbeing. She says that we “can avoid sickness absence, mental health deterioration and grievances.”

Woman sitting at desk placing her hand between a row of dominos and stopping it from falling

Should mandatory dispute resolution replace the grievance?

Conflict at work is inevitable. Whilst it can be creative and constructive – such as challenging norms to a receptive audience, more often; it is damaging! Conflict leads to stress, mental health issues, time off work and costs (in time and money) for employers and employees.

The cost of conflict to UK employers is is  £28.5 billion – or £1,000 for each employee. Early intervention in conflict saves money, time and promotes better wellbeing. It can avoid sickness absence, mental health deterioration and grievances. We all know this.

The key to a healthy workplace are:

Communication – early and often;
Consultation at an early stage – whether about working practices, changes;
Collaboration between employees to facilitate engagement wherever possible;
Constructive dialogue – focusing on the positive as well, if necessary, the negative;
Conflict management training for managers;
Avoid grievances by grasping the nettle early.

So back to my bugbear – the grievance. 

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