Getting employees and managers to talk before formal grievance procedures begin can save time, money and long-term negativity By Karl Cockerill We first set up our in-house mediation scheme at NHS East Lancashire in 2008. I remember that our interim HR director tried to convince me that the way forward was to bring in mediation […]
Category: The Guardian | Wednesday 1 September 2010 | Author: Hannah KingPeople don’t like conflict in the workplace. People want to work where, should they have a problem, there’s a process in place to reach a speedy resolution. They want to work in an organisation which supports them should difficulties occur. So, when you’re looking at how best to retain your talent – and not just […]
Category: Executive Grapevine | Thursday 1 July 2010 | Author: Anna ShieldsBy Lucy Phillips PCT reduces number of formal processes by training staff in dispute resolution An in-house mediation service at East Lancashire NHS Teaching Primary Care Trust has reduced formal dispute cases by 60 per cent in its first year, PM has learnt. Karen Bailey, a change consultant at the trust, said she set up the service […]
Category: People Management | Friday 4 September 2009 | Author: Hannah KingAnna Shields and Alex Efthymiades, Directors of Consensio, explain how to manage conflict in the workplace before, during and after redundancy In difficult economic times, “redundancy” and “conflict” are sadly, common themes. Redundancy is challenging for all concerned, not just the distress and difficulty for departing employees, but also the negative impact upon the wider […]
Category: Daily Telegraph | Wednesday 2 September 2009 | Author: Anna Shields & Alex Efthymiades
