How can mediation improve the workplace

It is natural for employees to have conflict in their workplace, but many do not know they are doing so by avoiding the conflict. Conflict can be seen in both the employer as well as the employee and over time, organisations will develop a climate surrounding it.

Conflict at work can be either between the employer and employees, individuals, or groups of employees. Working through conflicts is beneficial to businesses because it enhances relationships, decreasing turnover rates, increases productivity, and lowers costs.It is important that workers are able to express their concerns in a safe and non-abusive work environment. Unaddressed or unresolved conflicts can transform or escalate.

There are three main approaches to conflict management in organisations. One strategy is to avoid conflict, another to settle differences, and the final strategy is to prevent conflict altogether.

Efficient mediation may be best implemented within an organisation if conflicts are seen as being negative or as a problem that needs to be eliminated. This can be done by senior HR managers talking with operational managers and trade union representatives. If those involved in mediation have a choice of mediator, the types of acceptable cases, and when grievances can be suspended, then these factors could lead to organisational attitudes that allow for efficient mediation. An extremely common fear amongst line managers is that mediation will take away their power; however this fear can be calmed by having discussions with upper management and trade union representatives before deciding on whether they want this solution available within their organisation.

Different countries have different mediation programs. Some countries, such as the United States, favor a legal framework for dispute resolution whereas others use voluntaristic models to mediate workplace problems (such as the United Kingdom and Ireland). The voluntaristic nature of these programs has raised questions in literature surrounding the incentives for organisations to use mediation.

How confidentiality is developed in conversations about workplace mediation

Confidentiality helps protect employees and allows them to speak freely. Confidentiality is hard to maintain when staff work closely together. This may mean stronger misconduct at the workplace will be overlooked and organisational management failures are blamed on personal conflict.

Ongoing research is needed to understand the full extent and use of workplace mediation, but it is, no doubt whatsoever, the best way to solve any dispute at the workplace.