Conflict Resolution and Mediation 2017-10-16T09:55:29+00:00

CONFLICT RESOLUTION AND MEDIATION

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Resolving Workplace Conflict

Conflict between people at work can be caused by clashes of expectations, needs or values.

Personalities among colleagues can differ widely so it is inevitable that organisations will at some stage experience conflict.

Disagreements, fuelled by breakdowns in communication can lead to poorer work performance, disharmony among the wider team and cause damage to the reputation and efficiency of the organisation.

ESN’s consultants bring invaluable understanding to the cause of these conflicts. We provide innovative and dynamic solutions to resolve disharmony. A range of highly effective dispute strategies are available including the services of an experienced and skilled mediator.

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Our latest blog posts

Employee Resentment and Discontent

June 17th, 2019|Categories: Coaching and Management Support, HR Consulting Services|Tags: , , , , |

It can be daunting for managers to know how to respond to employee resentment and dissatisfaction at work. Substantial research indicates that employees go to work to find purpose, contentment and meaning and not just

Difficult Conversations and Difficult People

May 23rd, 2019|Categories: Coaching and Management Support, HR Consulting Services, Psychosocial Hazards, Training and Development|Tags: , , , |

Holding a difficult conversation is by definition not an easy thing to do. Most of us dread having that sinking feeling in the pit of the stomach at the prospect of an ugly confrontation. Perhaps

Workplace Aggression and Violence

April 30th, 2019|Categories: HR Consulting Services, Psychosocial Hazards|Tags: , , , , , |

Workplace aggression is any behaviour, be it verbal, written or physical, that leads employees to believe that their personal safety is at risk. With rising stress and job insecurity, workplace aggression is a very real

“It’s not what happens to you that matters. It’s what you think about what happens to you that matters”

– Martin E. P. Seligman –