Where humans congregate, with their wildly disparate "perspectives," "priorities," and "communication styles," a little friction is bound to occur. And what's the go-to corporate panacea for this predictable mess? The formal grievance process, of course. While absolutely essential for those truly dire situations these processes, if not handled with the delicate touch, can actually make things worse.
This isn't to say we should abandon grievance procedures. But it does raise an important question: can we approach workplace conflict in a way that not only addresses the immediate issue but also minimizes harm and fosters a more resilient, respectful work environment in the long run?
This query is explored by Felicity Menzies in her LinkedIn article, "Reducing Harm in Workplace Grievance Processes". Menzies delves into the often-unseen damage that can occur during and after a formal grievance, highlighting how processes designed to protect can inadvertently lead to further distress, damaged relationships, and decreased productivity:
https://www.linkedin.com/pulse/reducing-harm-workplace-grievance-processes-felicity-menzies-ymmhc/
