Implement Conflict Management Systems

The right type of communication both in- and outside of your company can be vital when conflicts are on the horizon. We therefore make sure to prepare your employees as best as possible for any potential disputes. This adds significant value in the future with a comparatively modest investment in the present, since costly court cases can be avoided from the start.

• Workshops and guidelines as a cost-effective tool
• Analysing error culture in the company
• Providing procedures for the event of a dispute
• Coaching employees on legally solid communication and preservation of evidence

When we as a law firm get involved in a conflict, it often has a longer history. Usually some bridges have already been burned, some statements have been made rashly that could now turn out to be a problem. Often, however, possible evidence has already been lost. Especially in companies without their own legal department, these problems occur more often. From an economic point of view, this is also understandable: It would simply be too expensive to call in legal help at an early stage of every potential dispute. Often, even the management does not get involved immediately when a dispute arises. However, if these problems materialise in a major legal dispute, the resulting costs and losses can still be enormous.

This is where we come in with our advice: Through workshops and guidelines, we set out to our clients‘ employees how they should behave in the event of a potential dispute. These are drawn up according to the needs of the specific company and are much more cost-efficient compared to the disadvantages of lost lawsuits or the early involvement of lawyers. A starting point is the analysis of the error culture, as the right communication within (!) the company gives all parties involved on this side the best possible preparation. Conversely, external communication must also follow certain standards, because everyone knows from television: „Anything you say can and will be used against you. “ Your staff must also develop an awareness of what evidence would be important in the event of a dispute and how to secure it. For example, we also talk about the often-overestimated evidentiary value of emails.