Resolve tension with a colleague before it becomes a bigger problem
Clare gives two peers a private, structured online space to address workplace friction without involving management or HR. It works between colleagues on equal footing, not between managers and direct reports.
Why conflict at work is harder to resolve
You can't walk away
In most relationships you can create distance when things are difficult. At work, you have to keep showing up, collaborating, and communicating with someone you are in conflict with. The friction compounds every day it goes unaddressed.
Going to HR feels like escalation
For most colleague conflicts, involving management or HR feels disproportionate. It creates a formal record, changes the dynamic permanently, and rarely addresses what is actually going on between two people. Most workplace tension needs a conversation, not a process.
The professional stakes make honesty harder
What you say at work can affect your reputation, your relationships with the wider team, and your career. That makes it harder to be honest about what is really bothering you, which is exactly why conflict at work tends to fester rather than get resolved.
When Clare can help
Tension in meetings and daily collaboration
One of you gets talked over, ignored, or dismissed in meetings. It has started affecting how you both work and how the team functions around you.
A project that left unresolved friction
A shared project went badly, or created conflict that was never properly addressed. The professional relationship recovered on the surface, but the tension is still there.
Fundamentally different working styles
You approach work in ways that keep creating friction. Neither of you is wrong, but the clash is affecting collaboration and neither of you knows how to address it.
Something was said that was never addressed
A comment in a meeting, a message, or a conversation crossed a line. Nobody addressed it directly, and it has changed the dynamic between you.
A private path to a better working relationship
Clare gives both colleagues a structured way to address what is happening, without it becoming a formal issue. Each person talks to Clare separately, so both perspectives are fully understood on their own terms. There are no joint sessions: the goal is for each person to reach enough clarity that, when the two of them do talk directly, the working relationship has a better chance of improving. The whole process runs online and outside your organisation, an informal alternative to HR mediation or formal workplace processes.
Separate private intakes
You each talk to Clare independently. You can be honest about what is affecting you without worrying that it will immediately be used against you or framed as an accusation.
Seniority does not change the balance
Clare holds both perspectives in focus throughout. The more confident speaker does not get more weight. The more senior colleague does not get more credibility. Clare works between peers, and treats them as such.
Nothing goes to your employer
Clare is entirely separate from your organisation. Nothing is reported to management, HR, or anyone else. What happens in Clare stays between the two of you and the process.
Questions colleagues usually ask
How do I suggest Clare to a colleague?
Use a private channel, not a work messaging platform where others might see it. Avoid raising it right after a difficult meeting or incident, when the other person is likely to be defensive. The most important thing to communicate upfront is that Clare is completely outside the organisation and nothing goes to HR, management, or anyone else. Frame it as wanting to improve the working relationship for both of you, not as a complaint or an ultimatum. Most people are more open to the idea once they understand it is private and self-initiated.
On the cost: Clare is €65 for the whole process, shared between both of you. Offering to split it equally, or to cover the full amount yourself, removes a potential obstacle and shows you are serious about finding a way forward.
Does Clare share what my colleague told their session?
No. Every session is completely private. What you share with Clare is never shown to your colleague, and vice versa. Clare does use insights from both conversations to shape how the process moves forward, but neither person ever sees the other's session.
Will my employer find out I used Clare?
No. Clare is an independent service with no connection to your organisation. It does not notify your employer, HR, or management that you have used it. What you share in Clare is not visible to anyone at your workplace.
Can Clare help if my manager is the problem?
Not directly. Clare is designed for relationships between peers on roughly equal footing. If the conflict involves a power imbalance, such as a manager and a direct report, the dynamic is different in ways that Clare is not built to handle. In that case, your organisation's HR or an external professional mediator is likely a better fit.
What if the conflict involves more than just the two of us?
Clare works between two people at a time. If a broader team conflict is involved, the process addresses one relationship at a time, each pair separately. This is often more effective anyway, since group dynamics can make it harder for anyone to be honest about what is actually going on.
How is this different from HR mediation?
HR mediation is a formal process that creates a record, involves your organisation, and is typically used when things have already escalated significantly. Clare is informal, private, and designed for the much earlier stage when two colleagues want to address tension themselves before it becomes a formal issue.
What Clare is not for colleagues
Clare is a communication tool for peers, not a formal workplace process. Understanding its limits helps set the right expectations.