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No business is immune to conflict. When disagreements and differences break out in a workplace the impact can ripple through the workforce causing negativity and can prove costly if not acted upon quickly and professionally.
Mediation is a voluntary process involving an impartial third party with the aim of resolving conflict quickly before it causes lasting damage to an organisation through the deterioration of workplace relationships. It is a less stressful alternative action to formal dispute resolutions such as grievances, disciplinaries and employment tribunals.
Using mediation as a preventative measure to resolve a disagreement before any official complaint or charge is made is by far the best action to take.
Damage caused by conflict
Brushing workplace disharmony under the carpet is not an option. Turning a blind eye or believing that the disagreement will disappear will only allow the conflict to fester and grow. If left, conflict will not only cost a business time and money but potentially cost it its reputation.
Here’s a breakdown of some of the costs that can be incurred as a result of conflict in the workplace:
Managers taking time away from their usual role to deal with conflict.
Costs associated with formal grievances, disciplinaries and tribunals.
Sickness absence costs as absence levels can increase during times of unrest.
Reduction in productivity, morale and employee engagement due to strained relationships.
Cost of recruitment should an employee leave due to the discord.
The longer colleagues remain in conflict the harder it is to find a solution to help them resolve their issues. Time really is key when conflict arises.
Using a neutral mediator
As mediation is voluntary, the parties have expressed a wish for the matter to be resolved. And because mediation is facilitated by a third party the discussions are impartial and honest.
Some businesses try to solve workplace disagreements in-house which can prove challenging as:
employees may have concerns that what they say will be repeated back to the management team preventing them from speaking openly and honestly.
it may be difficult for an in-house mediator to remain objective if they know the employees involved.
the organisation may defend themselves if the conflict has arisen due to a weakness in their policies.
members of staff with no mediator or conflict management training will be unable to negotiate effectively or hold constructive discussions.
Our trained and experienced workplace mediator here at P3 People Management can facilitate a dispute resolution with little disruption. As there will be no conflict of interest they are able to build trust and rapport with the parties involved and will guide them to identify a win-win solution that they both agree upon. They do this by:
encouraging open conversation.
helping employees understand the emotions and situation of others.
identifying all issues causing the disagreement.
redirecting blame and steering conversations towards joint problem solving.
focussing conversations away from past experiences and concentrate on what is happening now and ways to rebuild the relationship.
providing skills and techniques to help employees resolve difficulties for themselves should they face conflict again.
All conversations between employees and the third-party mediator will remain confidential, unless the individuals concerned are happy for details to be shared, an unlawful act has taken place, or someone’s health and safety is at risk. The role of the mediator is to report to HR or the manager that the matter has been resolved and that steps have been put in place to implement a successful resolve.
The mediation process
Even though this approach to solving conflict is less formal than official grievances and disciplinaries it takes on a very structured approach.
The mediator will speak with all employees concerned separately to listen to their side of the story and understand how they want the matter to be resolved. Only with the agreement of all parties will a joint meeting take place, however, the mediator will make it clear that this is a necessary step towards re-establishing a workable relationship.
During the joint meetings the mediator will lead the discussions and allow all parties time to speak with no interruption. The aim is to work towards a solution by stating the nature of the conflict, gathering all relevant information, identifying the differences, bargaining and agreeing on a solution. When all parties mutually agree on a solution, the mediator will produce a written statement clearly outlining everyone’s responsibilities.
How we can help you
If you’d like to discuss any of the issues detailed in this blog, get in touch with us today. We’re here to help.
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