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• Many organizations are failing to take conflict seriously and fewer still see managing conflict as a strategic priority

• More and more organizations are rejecting traditional discipline and grievance processes

• Employees, unions and managers are encouraged to mediate first

Traditional approaches to managing workplace conflict are ineffective and are costing UK plc dearly in terms of time, money, productivity, reputation and damaged employee relationships. Organizations need to cast aside their conventional grievance and dispute policies and make a move towards more constructive, collaborative and compassionate approaches to managing conflict.

This is the view of workplace mediation and resolution expert David Liddle, who in his new book Managing Conflict: A Practical Guide to Resolution in the Workplace (Kogan Page), suggests we need nothing short of a resolution revolution. He calls for organizations to make...

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