How does your organisation rate in its response to conflict?

How does your organisation rate in its response to conflict? We've developed a quick checklist for you to review How many of these statements apply to your organisation?\ 1You know how much conflict at work is costing your team, department or organisation, each year; and whether this figure is rising or falling 2 Your grievance and disciplinary investigations are undertaken by trained and accredited managers - either inhouse or outsourced You can access mediation within 10 days of a case 3 emerging either through your internal accredited mediators, or an outsourced mediation provision 10 days internal mediators Outsourced mediation provision can use mediation as part of your settlement agreements you know when and how to refer a conflict to arbitration You M Close Manage Prevent 5. When a conflict emerges but there is no formal complaint, you can implement a'neutral assessment' of the situation leading to recommendations for action 6. You have volunteer harassment officers or grievance resolvers; colleagues outside of HR or unions who people can turn to for advice and support when they feel unhappy abouta work relationship Your managers have had training in how to manage conflict early and constructively so can step in and get people in conflict back on track quickly and confidently Managers know what their rights and responsibilities are in terms of bullying and harassment 8 6. Frontline staff are clear about the behaviours that are required of them in terms of bullying and harassment Staff and managers are given the skills and tools to manage stress in line with HSE standards 10 CONFIDENCE All staff have the skills and confidence to raise difficult issues directly with each other before negatives become conflicts SKILLS The more you have, the stronger your corporate conflict management approach. If you have more at the top of the list, you have a strong 'close' culture - you wait for complaints to go formal before tackling them. You could benefit from using mediation, and giving staff and managers stronger conflict management skills. More at the bottom mean you invest more in preventing conflict from turning nasty. That's great; but do you have robust and effective ways of responding to complaints as and when they arise? Source: CMP Resolutions SO