Identify these costs, and how they can be reduced, and you have your business case for investing in Conflict Competence.
There are the hard costs – litigation, Employment Tribunals, spending on resolution professionals such as mediators, investigators, conciliators and negotiators. And there are the softer costs – reputational loss from high-profile disputes, time spent managing grievances and disciplinaries, reductions in individual and team productivity, sickness absence due to stress from bullying, increased staff turnover and so on.