Most problems are easier to sort when they’re raised early and talked through calmly. We encourage people to try and resolve small issues directly with each other wherever possible. The aim of direct conversation is understanding, not confrontation, and should remain respectful on both sides.

If a situation feels uncomfortable to address directly, or you’re unsure how to approach it, speak with your manager. They can support the conversation, help with wording or context, or mediate if needed.

If the issue continues or cannot be resolved between the individuals involved, a more structured conversation may take place with a manager present. The purpose of this is to clarify what is happening, understand different perspectives and agree on expectations going forward.

If further escalation is needed, you may request a meeting with the next manager up, or if the matter feels sensitive or personal, you may speak with external council, Janine Morton or Carol Sykes. This ensures that unresolved issues or concerns can be heard and addressed fairly.

The goal of conflict resolution at Drop Dead is to find solutions, not assign blame. We value direct communication, reasonable expectations and a respectful environment where people feel safe raising concerns without fear of escalation or retaliation.