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.
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.