Resolve EQ™ · For workplaces
Conflict at work, worked through.
People don’t leave jobs. They leave the tension nobody dealt with. Resolve EQ™ gives every employee a private coach for the hard conversations, before they turn into complaints, burnout or a resignation letter.
What your people won’t say out loud.
The cost of avoiding it
Unresolved conflict is expensive.
Most workplace conflict never reaches HR. It shows up as silence, distraction and people updating their résumé.
10.4×
A toxic culture was 10.4 times more powerful than pay in predicting how many people a company lost.1
43%
of employees spend two weeks or more ruminating over an unresolved problem at work.2
76%
of U.S. workers experienced or witnessed incivility at work, costing organizations billions of dollars a day.3
Belonging keeps people
People stay where they feel they belong.
Belonging isn’t built in an offsite. It’s built every time two people work through something hard and come out the other side.
50%
lower turnover risk for employees with a strong sense of belonging.4
56%
higher job performance, and 75% fewer sick days, with a strong sense of belonging.4
22%
of employees worldwide felt lonely a lot of the previous day.5
A new generation at work
They won’t stay where they’re unhappy. They will stay where they can grow.
Entry-level roles used to teach people how to handle hard conversations at work. As AI takes over more of that early work, fewer people get that practice. Resolve EQ™ gives it back.
44%
of Gen Z have left a job because it lacked purpose.6
40%
of Gen Z feel stressed or anxious all or most of the time.6
86%
of Gen Z say skills like communication and empathy are needed to get ahead.6
22%
of Gen Z believe their managers foster a positive, inclusive culture.6
Hear it from them
Speaking up is how teams get better.
When people can speak up without fear, teams take more risks, surface problems sooner and grow faster.
Ruchika Tulshyan · Inclusion strategist and author, on KING 5
Loneliness at work drags down engagement and retention, and it spreads from one teammate to the next.
Dr. Vivek Murthy · Former U.S. Surgeon General
A hard conversation is one where the truth costs you something. That cost is what keeps people from speaking up.
Dr. Dharius Daniels · Author and speaker
Companies that teach their people how to handle conflict and hard conversations will outperform.
Simon Sinek · Author and speaker, at SHRM26
Who it helps
Good for every employee. Good for the business.
For your employees
Ready for the hard conversation
With a manager, a coworker or a client, without rehearsing it alone at 2 a.m.
A private place to think
Nothing they write is seen by the company. Ever.
Skills that move careers
Communication, empathy and repair. The skills people get promoted for.
Help with the conflict inside, too
Stress, doubt and the decisions that keep them up.
For your organization
Fewer conflicts escalating
More people work it out before it reaches HR.
People stay
Belonging grows when people can repair what goes wrong.
Managers get a partner
Their people come to them clearer and calmer.
A safety net with your EAP
If someone may be in crisis, a real person can reach out.
What your staff get
A coach for the conversation they’ve been putting off.
Step by step, Resolve EQ™ helps them get clear on what happened, what they need, and what to say. Then they build the plan in their own words.
Private by design
Your organization never reads what an employee writes.
What your admins see
Setup, invites, who has joined, and anonymous totals. Small numbers are never shown, so no one can be singled out.
What they never see
What anyone wrote, what a conflict was about, or who it was with.
Sharing is the employee’s choice
An employee can choose to share a session with a counselor, and take it back anytime. No one at work can ask for it.
Support that fits
Use the people you already trust.
Pick the roles you need. One person can hold more than one.
Admin
HR, operations or IT
Handles setup and invites. Sees who has joined and anonymous totals.
Never sees what anyone writes or any crisis details.
Designated Response Lead
Optional. Can be your EAP
Gets an alert if an employee may be in crisis, so a real person can reach out. This can be someone inside or an outside EAP counselor.
Sees who needs support, never what they wrote.
Counselor
Optional. Often your EAP
Sees only what an employee chooses to share with them.
Can’t ask for a share. Only the employee can offer one.
No Designated Response Lead? Then no one is notified in a crisis, and Resolve EQ™ shows crisis resources instead. Employees are told this up front.
Start where you are
One team or the whole company.
Start with the team that needs it most. A department, a location or a single team can have its own Resolve EQ™, and you can grow from there.
Getting started
Three steps and you’re in.
01
Tell us about your workplace
Who your staff are, about how many, and the support you want.
02
We set you up
Your settings, your roles and access codes for your staff.
03
Staff join with a code
Each person gets their own private account.
Bring Resolve EQ™ to your workplace.
Private for every employee · Billed monthly · Built to fit your needs
Sources
- Sull, Sull & Zweig, “Toxic Culture Is Driving the Great Resignation,” MIT Sloan Management Review, 2022. Source
- Crucial Learning, “Costly Conversations,” 2022. 1,100 respondents. Source
- SHRM Civility Index, Q4 2024. Source
- BetterUp, “The Value of Belonging at Work,” 2019. 1,789 U.S. employees. Source
- Gallup, State of the Global Workplace: 2026 Report. Source
- Deloitte, 2025 Gen Z and Millennial Survey. 23,482 respondents in 44 countries. Source