Traditional grievance procedures have been dividing and destroying our organisations for too long. The organisational cost mounts, exhibiting financial, mental, and social implications. Outcomes are enforced on parties, meaning that oftentimes conflicts continue to fester and root issues are left masked. Ultimately, the human aspect is lost.

Nottingham University Hospitals NHS Trust speaks of their success in integrating a mediation service within their organisation.

In 2018, results from employee engagement surveys at Aviva suggested the way the business was dealing with these workplace conflicts was at odds with its wellbeing culture.

Fostering collaboration in a compassionate way is at the forefront of everything Nationwide does. For the People and Culture team at Nationwide, the internal systems of the society should carry this impetus too: cue the implementation of the Resolution Framework™.

In 2017 The TCM Group was invited to support Capgemini to embed our award wining Resolution Framework™.

Tired of antiquated and self-serving policies, a dynamic duo in a local Council had a desire to disrupt the status quo of government. In 2021, they began the transition to a resolution-focused, people-centred policy framework with the backing of TCM.

The third-largest retailer in the world worked exclusively with The TCM Group in 2017 to revolutionise their outdated grievance procedures and transition to an early resolution scheme.

London Ambulance Service became the first organisation of its kind to use the Resolution Framework™ to manage conduct-related issues. Due to the success of the framework, it has since rid itself of all formal grievance procedures.

Aviva recognises looking after its people means they in turn will look after customers. Working with The TCM Group, Aviva introduced a resolution programme in July 2018 supporting its commitment to employee engagement and wellbeing.

Tired of the traditional grievance processes and clunky, inaccessible policies, a strategic move to a ‘resolution first’ approach was advocated for by TSB’s Head of Employee Relations, Angela Gibson.

An informal approach to resolving workplace conflict is helping the Royal College of Paediatrics and Child Health (RCPCH) develop a collaborative, progressive workforce in support of its aim to transform child health around the world.

We has been able to overturn a culture of conflict and drastically reduce the number of grievances raised in the business, thanks to the introduction of an alternative approach to resolution.

With 140 years in business and 3 million customers, Simplyhealth has amassed an extraordinary wealth of expertise in the health insurance industry.