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Dispute Resolution

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It's when every day mis-communications and crossed-wires are ignored or 'bottled up' that they turn into formal grievances, disciplinary cases and appeals. With such an enormous amount of money spent on workplace litigation and employment issues, there needs to be an alternative. 

Quite often issues are left unresolved with the impact of the conflict remaining largely unseen - we call it "the fallout". However, the actual cost to a business can be huge with productivity being the first thing to suffer, morale is the next casualty and then, if the matters are not addressed, trust and confidence start to diminish rapidly. In amongst this you can also have other employees caught in the cross-fire, leading to an environment of tension and anxiety. And the more this continues, the likelier you are to see the inside of an Employment Tribunal - which is where no-one wants to end up - ultimately, if matters are not addressed correctly, the cost to a business can be huge.

How can we help?

We can support you in a number of ways, the first would be to bring Greenburn on as an external consultant to take over the disciplinary or grievance. In doing this, we can provide independent and impartial advice by:

• Conducting the investigation, including interviewing all parties involved;
• Producing a comprehensive investigation report and presenting the findings, if required;
• Coaching, supporting or taking the required meetings and/or hearings;
  
• Producing all required letters and documentation required;
  
• Supporting with an appeal if required.
  

We also offer alternative dispute resolution in the form of workplace meditation, to help clear the air between the parties involved. We are able to work with individuals on a one-to-one basis, small groups or even larger teams. We set boundaries, open communication channels and help everyone to understand the role they are playing and have to play to help resolve the issues at hand.

We work regularly with businesses on grievance issues, disciplinary problems and also, perhaps the most frequent issue we support with, is the breakdown of relationships between employees. That can be a breakdown of a relationship between a manager and a line report, or a manager and his/her team. This can be especially prevalent when a new manager is taking over a team that have considerable loyalty to their old manager, as group mindset and perception can be the hardest to shift.

Working with our expert HR team and our psychologists, we can help resolve all of these issues and provide you with a template or operating model that ensures that conflict resolution skills become embedded within your organisation so that net time an issue arises you will have the knowledge and skills to tackle it immediately.