Workplace Investigations & Conflict Resolution
WORKPLACE INVESTIGATIONS
Available As an Independent, Stand-Alone Service
Workplace investigations are provided as a separate, stand-alone service, independent of any ongoing HR consulting or retained support. This service may also be conducted for existing HR clients as part of an outsourced HR engagement, provided the investigation can be handled independently and without conflict.
I conduct neutral, third-party workplace investigations for Maine employers when objectivity, credibility, and defensibility are essential. This service is frequently used by organizations with established HR departments that need an external investigator to ensure independence.
This service is appropriate when:
A complaint involves HR, management, or senior leadership
Internal handling could reasonably be perceived as biased
Allegations involve harassment, discrimination, retaliation, or serious misconduct
Findings may later be reviewed by an agency, arbitrator, or court
Investigations are conducted promptly, confidentially, and in accordance with Maine and federal employment law, with clear findings and practical recommendations.
Learn more about independent workplace investigations →
Conflict Resolution Support
When Small-Business Conflict Is Personal, Constant, and Costly
In small businesses, conflict doesn’t stay abstract. It happens between people who work side by side every day and often spend more time together than they do with their own families.
When tension builds in that environment, it escalates quickly.
Today’s workplace conflicts are rarely about a single incident. They are driven by competing expectations, lived experience, and interpretation, layered on top of staffing shortages, long hours, and constant pressure. Left unaddressed, they turn into resentment, disengagement, and turnover.
I help Maine small businesses address conflict before it becomes a formal complaint, an investigation, or a reason someone leaves.
Why Conflict Looks Different Now
Workplace conflict has become more complex, especially in small, close-knit teams. Common drivers include:
Perception gaps: Legitimate corrective feedback may be experienced as harassment or bullying, even when managers are acting appropriately and in good faith.
Generational differences: Expectations around communication, feedback, authority, accountability, and work-life balance vary widely between Gen Z, Millennials, Gen X, and Boomers.
Cultural and background differences: Norms around tone, directness, boundaries, and respect are not universal, and misunderstandings are common.
Political and social tension: Even when politics are “off limits,” underlying beliefs still shape interactions.
Small-team intensity: In a ten-person business, one unresolved issue affects everyone.
Perception vs. Reality in a Tight Labor Market
In today’s labor market, perception often matters as much as reality.
Many small businesses struggle with tension between employees who consistently go above and beyond and others who do the minimum required to stay employed. Both groups often feel wronged.
High performers feel burned out and taken for granted.
Others feel pressured, micromanaged, or unfairly judged for “not doing more.”
In Maine’s tight labor market, where replacement hiring is slow and expensive, employers are often stuck. You can’t afford to lose your most reliable people — and you also can’t afford constant turnover.
When this dynamic goes unaddressed, it quickly leads to accusations of favoritism, managers being labeled as bullies, and resentment that erodes teamwork and morale.
Conflict resolution helps surface these competing perceptions, reset expectations, and restore fairness without prematurely escalating to discipline or investigation.
When Conflict Resolution Is the Right Tool
Conflict resolution is appropriate when:
There is ongoing tension or breakdown in communication
Managers are trying to correct performance, but the message isn’t landing
Employees feel targeted, disrespected, or unheard
Long-tenured staff and newer employees are clashing over expectations
Generational or cultural differences are driving misunderstandings
The issue is affecting morale, teamwork, or retention
These situations may not require a formal investigation — but they do require intervention.
What Conflict Resolution Actually Involves
This is not about “getting everyone to get along.”
Effective conflict resolution is structured, direct, and grounded in reality. Depending on the situation, it may include:
Individual conversations to understand perceptions and assumptions
Reality-testing: what was intended versus what was experienced
Clarifying roles, authority, and performance expectations
Facilitated conversations to reset communication and boundaries
Coaching managers on delivering feedback clearly and consistently
Documenting expectations and next steps
The goal is not to assign blame.
The goal is to restore the ability to work together productively.
Why a Neutral Third Party Helps
In small businesses, managers wear multiple hats. That makes neutrality difficult.
As a neutral third party, I am not part of your internal relationships or history. That distance helps reduce defensiveness, separate intent from impact, and create space for honest conversation.
People engage more fully when they believe the process is fair and the goal is resolution, not punishment.
What Conflict Resolution Can Prevent
Handled early and correctly, conflict resolution can:
Prevent issues from escalating into formal complaints or investigations
Reduce turnover driven by unresolved tension
Support managers navigating changing workforce expectations
Protect long-standing working relationships
Stabilize teams during periods of stress or transition
Prevention is not weakness. It is leadership.
When Conflict Resolution Is Not Enough
Some situations require a formal investigation.
If, during conflict resolution, it becomes clear that allegations involve harassment, discrimination, retaliation, or serious misconduct, I will advise when to shift to a formal workplace investigation and ensure that transition is handled appropriately.
The Bottom Line
Small-business conflict today is personal, emotional, and shaped by real economic pressure.
Handled well, conflict resolution strengthens teams and leadership.
Ignored or mishandled, it creates lasting damage.
If you’re dealing with ongoing tension or misaligned expectations, let’s talk before it escalates.
DO I NEED TO REQUEST CONFLICT RESOLUTION, OR A WORKPLACE INVESTIGATION?
Conflict Resolution is usually appropriate when:
The issue involves communication, expectations, or interpersonal tension
There is disagreement, frustration, or resentment, but no clear policy violation
Managers are trying to correct performance but meeting resistance
Both parties are willing to engage in a structured conversation
A Workplace Investigation is usually required when:
There are allegations of harassment, discrimination, or retaliation
The complaint involves misconduct or policy violations
One party denies the conduct entirely and credibility must be assessed
The issue may be reviewed by an agency, attorney, or court