Employers and employees
In 2014, FairWay launched research into conflict in the workplace. The research found that one in four workers had experienced conflict in the last year that affected their productivity.
The research found an overarching theme of workplace conflict seriously damaging relationship, causing stress and affecting the overall financial performance of organisations. FairWay’s new service will focus on four key areas: workplace investigations, conflict coaching, training and dispute resolution. Each stage of conflict is discussed below. All services that we will offer are addressed and core services are identified.
What are our services across all four stages of conflict?
Learn means both internally and externally facing learning. Internally facing learning for FairWay includes research, direct learning on specific topics, and experience (often through assisting organisations and individuals in the PREVENT, MANANGE, and RESOLVE stages of conflict).
We offer a wide variety of bespoke and general training programmes and opportunities. Our training focuses on preventing and managing conflict; organisational design; creating culture change in organisations; and current employment conflict trends (and the best ways to resolve them). Training is externally facing.
We are at the forefront of workplace conflict research, which we publish regularly in a variety of publications. The research is supported empirically and academically. We also offer training based on our research. Research is both internally and externally facing.
Our staff engages in direct learning opportunities through training, self-study, and courses. Our goal is to have staff who are fully aware of the origins of workplace conflict, legal responses to workplace conflict, and the best ways to resolve workplace conflict. Self-directed study is internally facing.
We engage in situational analysis through the services we offer in the PREVENT, MANAGE, and RESOLVE stages of conflict. From this, we are able to develop case studies, conduct research, and engage in self-directed study. Analysis is both internally and externally facing.
Prevent means early management of potential conflict; the systems and policies/protocols that are in place to deescalate potential conflict; and creating a manageable space for conflict to occur. In the PREVENT stage, conflict is lurking, but is not specific.
Coaching and mentoring
We help people and organisations learn the best ways to navigate conflict and to self-determine in healthy and smart ways.
Culture mapping and alignment
We determine the dominant themes in the current organisational culture and map that against the organisation’s vision and values. We then assist the organisation to create an organisational culture in line with their visions and values.
Internal and external complaints system design and auditing
We assist organisations in creating internal complaints systems and/or auditing existing ones.
Manage means early management of existing conflict before it escalates to unmanageable conflict.
Similar to our culture mapping and alignment service, we help organisations who are already experiencing conflict diagnose and correct underlying issues.
Through a team of accredited conflict coaches, we support one’s ability to engage in, manage, and productively resolve conflict. Our conflict coaches work one-on-one with someone experiencing conflict with someone else.
We investigate specific conflict/conduct issues in the workplace, which includes analysis and options for the specific issue, as well as reporting and analysis on any systemic issues observed.
Resolve means a spectrum of consensual, voluntary conflict resolution that runs from creating a more defined space for parties to self-resolve, through to adjudicative processes where FairWay is the decision-maker.
All of our services in the RESOLVE stage of dispute resolution are core services.
Our facilitators work with small groups or individuals within an organization in a collaborative or consensus-building process to help resolve workplace conflict.
Our conciliators assist parties by clarifying issues and serving as an intermediary for communication. While conciliation is a form of mediation, it is generally more informal and less structured. Conciliation often focuses on relationship building between the parties, who might not be in a formal dispute, but want to take preventative measures before a bigger dispute arises.
Our mediators work with the parties to facilitate the negotiation of a dispute with the goal of reaching a settlement agreement that is created by the parties. Part of the process includes clarifying issues and serving as an intermediary for communication. Like conciliation, mediation may have a relationship building focus as part of the overall settlement process.
The Med/Arb process begins with mediation, but allows for the mediator to make a decision (arbitration) if the parties are unable to resolve their dispute during the mediation phase. If the arbitration phase of the Med/Arb is utilized, the result is binding on the parties.
In arbitration, the parties submit their respective cases to the arbitrator who makes a decision by applying the governing law to the facts. This is an adjudicative process and the result is binding on the parties.
Contact FairWay on 0800 77 44 08 to find out more about how we can help you or email email@example.com