Provides a system to help professionals embrace and even welcome
conflict with coworkers, bosses, clients, and others, by
introducing the PLAY NICE sandbox strategy for dealing with
conflict in a post-pandemic world. The workplace landscape has
shifted dramatically since COVID19 struck. Nearly two-thirds of all
employees now work from home–– which many corporate executives
indicate is a shift that may be permanent. The $359 billion annual
cost of corporate conflict has shifted along with it. In fact, that
number pales in comparison to conflict costs post-pandemic, even
despite remote working. According to our post-pandemic original
research, insecurity, conflicting values, and resistance to change
are fueling the high stress of interpersonal relationships at work
and beyond. Employees struggle with remote work arrangements, the
health crisis, and the eroded trust while working in isolation. For
these employees and managers alike, the conflict situation adds a
whole new layer of complexity. A toolkit to “play nice” in this
new workplace sandbox is essential for all involved, as companies
seek economic viability to rebuild their diminished workforce.
Sandbox Strategies for the New Workplace provides a system to help
professionals embrace and even welcome conflict with coworkers,
bosses, clients, and others. As a workplace-relationships expert
helping remote and on-site teams resolve conflict for the last
couple of decades, Penny Tremblay learned that there’s only one
way through conflict and that’s through it. To help work teams,
Penny designed eight proven strategies to help people become
responsible, influential, and productive problem solvers. According
to her organic research on the effects of COVID on workplace
conflict, over 550 global respondents indicated these trends in
workplace conflict. • Conflicting values, resistance to change,
and personal insecurities are driving workplace conflict today. •
Although communication and trust of managers have increased since
COVID, more and more people hesitate to speak up due to political
divisions and fear of labels. • A feeling of being excluded,
isolated, and unprepared to manage personal and professional
priorities heightens stress and leads to even more conflict.
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