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For Employers

As a business, you should always have a strategy when it comes to the inevitable: conflict in the workplace. When confronted with a conflict, timing plays a pivotal role in its resolution. Ideally, mediation should be implemented at the onset of a dispute, minimizing the likelihood of relationships deteriorating or formal grievances arising. Mediation in BC can also play a role post-conflict. It can act as a means to repair and heal what was once a negative relationship. So, no matter when you use mediation, it’s a strategy that should always be in the employer’s toolkit.

The Advantages of an Informal Approach

In comparison to formal disputes, mediation offers an efficient and cost-effective alternative. It preserves team relationships, mitigating stress, boosting morale, and curbing absenteeism. Research indicates that individuals favor mediation over formal grievances, with increased satisfaction in outcomes. A key benefit lies in its prompt response to conflicts, facilitated by the confidential setting that encourages open dialogue.

Common issues that need mediation:

As an employer, you must be aware of the common themes when it comes to internal disputes. This way you are prepared and have a unique game plan for each scenario./p>

Pay and wages

It’s not just about numbers on a paycheck. It’s about recognition, value, and fairness. When employees feel they’re not being compensated fairly compared to their peers, it’s not just a personal grievance; it can affect team dynamics and overall morale. Mediation can serve as a platform where such concerns are addressed transparently. By understanding the root causes of such disparities and working towards a fair compensation structure, employers can foster a sense of trust and equity within the team.

Poor management

High-ranking officials with hefty salaries can sometimes be more of a liability than an asset, especially if their management style is causing unrest. Mediation can help address these issues, ensuring that the company’s vision aligns with its leadership.

Workplace conflicts between employees

Another inevitability in the workplace is individuals not getting along. From petty disagreements to serious allegations like harassment, conflicts between employees can disrupt the harmony of the workplace. Mediation provides an avenue for open dialogue, ensuring that all parties feel heard and validated.

What Should You Do as an Employer?

For employers, it’s always better to be proactive than reactive. Encourage your employees to voice their concerns. An open dialogue can prevent minor issues from snowballing into major disputes. You should encourage regular check-ins and hold formal and informal performance reviews. This gives you an opportunity to learn of the inner workings of the business and potentially identify problems before they escalate. Why wait for a dispute to reach the courts when you can address it in-house? Mediation offers a proactive approach, ensuring that conflicts are resolved in their early stages. Having the advice of employment lawyers can significantly help you during this time of need. They can act as an independent third party that cares about the needs of both sides. Now, you might be wondering, “Where does Ascent Employment Law fit into all this?” As experts in employment law in BC, we’ve seen our fair share of workplace disputes. Our goal? To help businesses like yours navigate these challenges, ensuring that your workplace remains a hub of collaboration and innovation. While we’re here to offer guidance, remember, the onus is on you, the employer, to take the first step. After all, a harmonious workplace isn’t just good for business; it’s good for everyone involved.

The right team, dedicated to your success