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So where does it make sense to use CoSolve?
CoSolve's processes can make a breakthrough contribution where the following is in play:
Business improvement
Challenging business conditions require significant improvement in performance and the participation of employees (sometimes also their representatives) in problem solving and implementation of solutions is fundamental to success.
Change initiative
It is clear to the organisational leaders that changes in technology, structure, work organisation,
terms and conditions and employment and/or work practices are essential to the sustainability of the business and these can best be achieved through consultation or negotiation with employees, and perhaps their representatives.
Bargaining
The next round of enterprise bargaining looms. The parties wish to negotiate in the traditional positional manner (offers and counter offers) but want the negotiations to be constructive, efficient and to avoid any negative impact on the relationship between the employer and the employees and their representatives. Alternatively the parties want to prepare the ground for a different style of negotiation. One where mutual gain is the hallmark. In either case the parties want to bargain in 'good faith' and achieve a fair and sustainable outcome for both the organisation and its employees.
Relationship-building
Relations between employer and employees and their representatives have slumped or simply broken down as a result of past conflict, and need to be rebuilt; working relations between business units or divisions need to be improved; there is a need to get employer-employee relations onto a productive footing for sustained and long-term growth or the parties want to move from a litigation-based mode of interaction into a more constructive one.
Merger/acquisition or transmission of business
Integration of businesses and their employees require policy, terms and conditions and cultural harmonisation which can best be achieved through the willing engagement of the employer and the employees, and perhaps their representatives.
Individual grievance or dispute
Issues or concerns (such as discrimination, harassment, bullying, performance or behaviour) need dispassionate investigation, analysis, fact-finding and, possibly, remedial recommendations.
Generally, we can help –
· where the stakeholders need to review their consultative or negotiating structures;
· where the parties would benefit from training in negotiating and consultative skills;
· where problem-solving, innovation or boundary-testing are called for;
· where negotiations for whatever purpose between parties have reached an impasse and expert facilitation may assist with a resolution;
· where professional mediation can help with the resolution of disputes, whether individual or collective; or
· where the parties wish to use independent arbitration to resolve a dispute
Workplace morale
"I believe at the very core of 'happy' or 'unhappy' teams or companies in the way they treat people. In organisations where morale is low, people essentially do not matter to the organisation; it is simply about meeting the bottom line or satisfying political expedience for survival."
John Buchanan, former Australian cricket coach
(quoted in Boss, March 2004)
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