Many of us will have seen countless grievances, complaints, impossible working relationships and personality clashes at work. I expect we have all seen the effects these can bring about too – negative tension, stress, despair, poor morale, demotivated staff, increased sick absence levels and decreased productivity. Try some Workplace Mediation as medication!
Finding A Resolution
Faced with any issue at work, which can have such devastating effects, the first thing managers should be doing is finding a quick route through to resolution where they can. There seems to be an acceptance in some circumstances that the situation is what it is, and we have to live with it. There are, however, always ways in which we can try and improve things.
Supporting Your Processes
In providing support for our clients for these types of scenarios, we regularly propose workplace mediation as a solution, although we accept it can’t and won’t solve every problem, no matter how good the mediator is.
Some important things to think about before heading down the mediation route:
- Could it bring the matter to a satisfactory conclusion, or at least improve the situation?
- Are there any other barriers to mediation actually working?
- Do all those involved understand what mediation is, how it can work, and what is involved?
- Are both parties looking for a realistic outcome to the issue? (‘I want her sacked’ isn’t usually realistic!)
- Do you have access to a trained mediator?
The last point is vital in these cases: it will only work if it is managed well.
Get it wrong, and things can potentially get worse. We’ve seen it happen, where grievances head down the mediation route, where expectations haven’t been managed and physical punches have been thrown.
If you are thinking about workplace mediation, why not contact one of our HR Experts . We can talk you through the benefits and pitfalls before you make that decision.
