How it works
Meet conflict earlier.
Most workplace conflict doesn't start as a case. It starts as a bad week with someone you have to work beside tomorrow.
Step 1
Employee reaches out
No manager sign-off. No HR ticket. No form asking them to describe the conflict in writing.
Step 2
Private initial conversation
A neutral workplace conflict professional listens to what's actually happening.
Step 3
Conflict assessment
We look at what the situation is, who is involved, how far it has traveled, and what would help.
Step 4
Best next step
We recommend the lowest appropriate level of intervention — and say so plainly if the issue belongs somewhere else.
The point
You don't have to know what to do next. That's our job.
Employees do not need to diagnose their own problem. They don't need to decide whether it's a mediation, a policy issue or just a conversation they've been avoiding.
Possible outcomes
Help at the lowest appropriate level.
Conflict coaching
One-on-one work on how to approach the person, the conversation and the timing.
Difficult-conversation preparation
What to say. What not to say. What you actually want on the other side of it.
Facilitated conversation
A neutral person in the room so the conversation stays a conversation.
Mediation
When appropriate and both parties are willing, a structured path toward resolution.
Referral
To HR, an EAP, compliance, legal counsel, safety resources or another appropriate channel.
Conflict Line does not replace HR, EAP, compliance, legal counsel, workplace investigations, formal reporting procedures or emergency and safety resources. Part of our job is knowing when one of those is the right destination.
See what this looks like inside your organization.
A short conversation is usually enough to know whether it fits.