Securing key workers in times of crisis and change.
We support organizations, teams, and leaders during times of change, uncertainty, or crisis. Our focus is on retaining key employees, maintaining motivation, and sustainably reducing turnover.
Our work is measurably effective: We regularly review relevant KPIs and demonstrably achieve up to a 25% reduction in turnover and absenteeism. This allows you to better compete.
We are also happy to work on a success-fee basis, ensuring that change is not only noticeable but also measurable.
Because those who stay when things get tough determine the future of an organization.
Your benefit: Measurable results, increased productivity, and reduced turnover and absenteeism.
Conflict? I can.
The conflict guide. Free download.
Have you ever thought about the subsequent costs that conflicts can cause in your company? We have designed a calculator for you. Download the conflict cost calculator now and calculate your individual costs. We look forward to your feedback.
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Free
We do more than coaching.We provide support and manage crises.
We support organisations, teams and managers in times of change, uncertainty or crisis. And also in very specific conflict situations. Our focus is on retaining key employees, ensuring motivation and reducing staff turnover in the long term. Our work is measurably effective: we regularly review the relevant KPIs and have been proven to achieve up to a 25% reduction in staff turnover. We are also happy to work on a success basis.
Intervention & communication in crisis
In turbulent times, you need a compass. We guide you through the change process with comprehensive communication measures, securing your key employees and reducing staff turnover. Or we use crises as an opportunity for realignment. Change requires support so that employees have clarity. Crises often come unexpectedly and require quick, well-thought-out measures. We support you in difficult phases, during conflicts and transformation processes. With clear strategies and professional management, we take care of the entire planning and implementation of your crisis management. From the development of a tailor-made crisis strategy to project management and comprehensive communication, we ensure that you remain capable of acting, that your messages are placed in a targeted manner and that conflicts are resolved productively. Together, we bring stability and orientation to challenging situations.
Conflict analysis & Conflict prevention
Wir schaffen einen speziellen Streit-Raum, in dem Konflikte konstruktiv gelöst werden. Eine Umgebung, in der Konflikte konstruktiv behandelt werden, trägt zur Zufriedenheit der Mitarbeiter bei und fördert die Mitarbeiterbindung. Mitarbeiter fühlen sich eher mit einem Unternehmen verbunden, das ihre Anliegen ernst nimmt und Mechanismen zur Konfliktlösung bereitstellt. Wir analysieren die Schwachstellen in Ihrem Unternehmen und entwickeln Maßnahmen zur Mitarbeiterbindung.
Team and leadership training
A positive conflict culture is crucial, especially in times when the world of work is changing rapidly and hybrid working models are becoming more and more common. We give your employees and managers the right tools. It is important to us that conflicts are identified and addressed at an early stage.
Mediation & Conflict coaching
We mediate between employees, teams but also externally to customers and suppliers. Our methods provide for out-of-court settlement of conflicts and are based on respect for the individual and the trust that those involved have the will to find a solution. Our job is to mediate between people and bring about agreements that represent a win-win solution for all parties.
Conflict Competence Profiling
We analyse and develop conflict management skills. According to our field study, many managers shy away from actively addressing conflicts within teams or among colleagues. Others do not see conflict management as a core task of employee leadership. As a result, conflicts often remain "unresolved", simmering away and causing all kinds of damage. Establishing a proactive conflict culture in the company seems appropriate, but it always starts with the individual. In order to build a positive conflict culture in the company, it is important to know the individual strengths and weaknesses in dealing with conflicts. Only when it is clear where there is a need for development can development work take place effectively.
How to handle the Generation Gab
We mediate between generations and highlight potential. Making the most of the generation gap in a company requires striking a balance between the strengths of older and younger employees. Older employees bring valuable expertise, experience and structured thinking to the table, while younger colleagues often contribute fresh ideas, technological skills and innovative spirit. To use these differences productively, it is important to establish an open communication culture in which cross-generational teams learn from each other. Mentoring programmes and reverse mentoring (where younger employees train older ones in new technologies) promote the exchange of knowledge. In addition, flexible working models and personal development plans should be integrated to address the different needs and working styles of both generations.
Claim Management
Do you want to stop being seen as a company with poor service? We improve customer satisfaction and thus your rating. Professional complaint management is crucial for a strong relationship between customer and company. It shows appreciation, strengthens trust and turns criticism into opportunities. Proconsens offers tailor-made training courses that enable teams to handle complaints in a structured, empathetic and solution-oriented manner. This defuses conflicts, increases customer satisfaction and improves service quality in the long term.
Apprentice Mediation
We support you in difficult cases. Apprentice mediation is a conflict resolution process that is regulated in the Austrian Vocational Training Act (BAG). According to Section 15 BAG, mediation can be initiated in disputes between apprentices and trainers in order to resolve conflicts early and out of court. A neutral mediator helps to find solutions and improve communication. Mediation is required, particularly if the apprenticeship relationship is terminated due to adverse circumstances in the apprentice's behavior.
Offboarding-Management
We prepare managers for termination meetings. Nothing is as dreaded as termination meetings. 44% of all managers feel very stressed when it comes to these meetings. 75% attach great importance to how the meeting is conducted. Termination meetings are much more than a legal or organisational step – they are a sensitive moment that deeply affects the corporate culture. The way employees are treated during this phase shows how seriously a company actually takes its values. Especially today, in a working world characterised by a shortage of skilled workers (in some cases an employee's market), a growing willingness to change jobs and social transparency, the manner in which the separation is handled determines far more than just the short-term staffing level. It influences the employer brand, the working atmosphere and, ultimately, economic success. A respectful termination meeting can even strengthen a company. Employees who feel they have been treated fairly are often more willing to recommend the company to others despite their departure. Conversely, an emotionless or undignified termination often leads to a loss of trust, damage to reputation and negative reviews – both internally and externally. Platforms such as Kununu, LinkedIn and Glassdoor reflect such experiences. The quality of the separation process is also crucial for the remaining employees. They observe very closely how colleagues are treated – and draw conclusions about their own status in the company. Empathetic communication and transparent action strengthen trust and emotional attachment. If, on the other hand, the company acts abruptly and coldly, motivation, commitment and a sense of belonging suffer. Conducting separation discussions professionally therefore means more than just acting in a legally correct manner. It means showing attitude. It means living the employer brand credibly – especially at the moment of separation. Those who act confidently in this situation gain respect, trust and, in the long term, better employees.
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Have you ever asked what managers and employees really think about conflict culture – or does no one dare to do so?
The costs of downtime
Have you ever thought about the subsequent costs that conflicts can cause in your company? We have designed a calculator for you. Download the conflict cost calculator now and calculate your individual costs. We look forward to your feedback.