In the 21st century, the innovative difference between organizations that succeed, and organizations that fail, will be in how they address disputes between their employees.
As an employer, are you agnostic on this? Well, consider the following statistics:
- 54% of employees in the United States are not engaged at work, with 18% actively disengaged at work, according to a Gallup Organization survey from 2012.
- 60% of lost workdays every year can be attributed to stress based health issue in the workplace, with 3 out of 4 employees reporting at work stress as their number one cause of health issues.
- 80% of corporate executives (you know, the guys upstairs) expect to innovate either products or services, or both, in 2015 as a response to changes in technology and other wider marketing and sales trends.
So, here’s the question, if employees are increasingly disengaged and losing productivity, but innovation is expected to increase in 2015, where is the breaking point?
We have blogged before about conflict competence, Conflict Resolution-as-a-Service and even how HR can be used to innovate with people. But this is not enough.
The fact of the matter is, it’s time for all of us to get busy, designing new systems and process that exist, both outside and inside current and future, legal and ethical frameworks, that will protect employee self-determination and employer innovation, in a dispute scenario.
Disputes are the natural outcome of a conflict process. Employer responses to those outcomes have been broken for many years. It’s time to innovate a different way in 2015.
-Peace Be With You All-
Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: hsconsultingandtraining@gmail.com
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