You have a star employee whose performance is stuck because they can’t get along with a co-worker. Two employees in the Customer Service Department have been avoiding one another for three years, and everybody knows it. The tension between Clare and Tom has gotten so bad that they’ve spread their unhappiness to everyone else.

If it’s time to do something about it, having a third party involved will ensure better outcomes for everybody.

Our approach to conflict resolution in the workplace
operates on these principles:

• It is possible for anyone’s workplace behavior to change.
• This isn’t a legal proceeding, but a relational exchange with measurable goals.
• We are not seeking to make the parties best friends, but to produce a better working relationship.
• Any conflict resolution process must be sponsored and supported by supervisors.
• Involving a third party isn’t a punitive last resort, but a proactive route to good outcomes.
• Conflict between supervisors and direct reports is different than conflict between peers. We use
  different methods for each.
• Having honest conversations about hard things sets a tone of integrity and growth for the whole organization.

Here's to creating honest, healthy workplaces together.