Canary gives employees the support they need to resolve workplace conflict and
build a culture of resiliency and psychological safety.
Every employee has access to one of Canary's experienced workplace conflict coaches.
Canary reflects research that shows conflict is best resolved with conversation not escalation .
Employers can access anonymized reports on employees' conflicts to help guide their people strategy.
Here are more reasons to choose Canary
Designed for the most common problem at work
40% of employees experience interpersonal conflict at work.* Canary is specifically designed to deal with these types of problems.
Wouldn't it make more sense for people-focused complaints to be discussed with someone who knows about interpersonal conflict resolution and can also provide coaching to resolve the problem?
More value for your money
Training for employees can be expensive. It's also not going to be valuable if employees aren't engaged or if they forget what they learned weeks later.
Anti-harassment training is often ineffective. Instead, Canary starts by facilitating a conversation with employees to get them all on the same page for how they want to deal with conflict.
Proven to reduce litigation costs and HR headaches
Independent conflict resolution systems, like Canary, have been proven to reduce litigation costs and the number of hours employees spend dealing with workplace conflict.**
Unlike formal conflict resolution processes, which are time-consuming and further entrench people in their positions, Canary helps employees actually resolve problems quickly and effectively.
Fosters open conversation instead of avoidance
Canary is designed to help employees resolve conflicts by having the difficult conversations that everyone wants to avoid.
We all know that interpersonal conflicts can be resolved with the right conversations and ground rules. Canary gives employees the tools they need to have these conversations and address conflicts right when they happen.
*Van Gramberg, B., Teicher, J., Bamber, G. J., & Cooper, B. (2020). Employee Voice, Intention to Quit, and Conflict Resolution: Evidence from Australia. ILR Review, 73(2), 393-410.
**Solarz, B. J., & Gaspar, A. (2019). Three insights, two programs, one theory: Transformative practices as opportunities for moral growth in the healthcare workplace. Conflict Resolution Quarterly, 37(1), 67-78.