To enable HR teams and managers to handle issues at an earlier stage — meaning there’s a cohort of mediators and coaches ready to provide skilled support when it’s needed;
You’re introducing a Resolution Framework
Formal processes can be slow, stressful and resource-heavy.
Relying on formal processes for dealing with conflict and employee relations can mean a drawn-out exercise, a heavy drain on management time and an accumulation of grievances and stress.
Early, informal interventions work better for people and the workplace culture. There’s a focus on learning rather than blame: curiosity, accountability and understanding.
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An early resolution culture is created by:
Establishing an internal capability
To develop an internal capability by rolling out facilitation and quality conversations training to a wider employee base;
Tailoring framework
A framework tailored to the wider culture, values and language, including a resolution policy, consistent procedure, an active learning approach and the basis for an ongoing feedback, evaluation and development cycle.
