In the workplace it is often the collective “we” — we as people, we as humans, we as employees — that represent the most challenging and precious aspect of work. Conflict in the workplace comes in all shapes and sizes whether it be between employer and employee, two employees, groups of employees, or with external stakeholders. All of these have the potential to negatively impact on businesses if they are not addressed and dealt with.

Conflict Escalation & Early Intervention

Conflict – it is a natural part of working and organisational life, and as Karl Marx and many other conflict theorists suggest, it is inevitable. While conflict does not always result in destruction, when it does it moves from task-related to person-related based conflict. As the conflict escalation model suggests, when conflict is not addressed or intervened from the beginning, it can lead to escalation, spiral and grow in severity overtime. So what do we know about the conflict escalation model?


After recently assisting clients from different industries with different types of changes to their businesses, in both adding and removing roles or simply changing duties for some employees, I reflected on my own work history and the changes I had experienced over the last 40 years, including reference points at different stages of my life and how they impacted decisions I made or how I viewed change...

Modern Slavery Consultation Paper released

MBIE has recently released a consultation paper on Modern Slavery and are seeking feedback on a proposed legislative response to modern slavery and worker exploitation, forced labour, and people trafficking. The aim of the legislation is “to achieve freedom, fairness and dignity… and to address modern slavery and worker exploitation, both in New Zealand and internationally.” Submissions for consultation are open until 07 June 2022. Make sure you have your say.

The Great Merger

Eight months ago, I joined Three60 Consult just as Auckland went into Lockdown. Like a lot of us, I thought it would be a short, sharp COVID battle and I remember optimistically suggesting to my boss that we push my start date out for a week.  Thank goodness she rejected my offer! Starting a new job in lockdown had its challenges, but returning to the office after an extended period, as many of us have found, presented just as many. It was a full six months after my start date before I finally sat at my desk. Even then, the emergence of Omicron meant the whole team was not able to come together. Rather, we worked in mini team bubbles. Today as I write, eight months have passed since my start date and I’m finally seeing the full team come together on a more regular basis.

Labour Inspectors hitting hard on Minimum Entitlements

Minimum entitlements are a long-established feature of the employment landscape in New Zealand and cannot be unknown to employers. Although calculating and paying bereavement, alternative days, public holidays and sick leave sounds simple enough, it is actually quite easy to get wrong – as has been demonstrated in multiple Authority and Employment Court cases.

Newton’s Third Law of Motion in Employment

According to Sir Isaac Newton, every action has an equal and opposite reaction. This is a fundamental law in mathematics and physics, more commonly referred to as Newton’s Third Law of Motion. This means there must also be a First and Second such Law, but perhaps for the purposes of this brief blog post we’d best leave those to the more enlightened to mull over! For now, we’ll focus just on the third, but what could this have to do with Employment Relations and Human Resource Management, many would ask?

Fair Pay Agreements - What are they and what could they mean for employers?

After teasing the prospect for the past few years, the Government finally released the Fair Pay Agreements Bill to Parliament. The purpose of this Bill is to set out the proposed framework for collective bargaining for industry-wide or occupation-wide minimum employment terms.

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