Early intervention is especially appropriate when dealing with workplace conflict and disagreement.
There are always misunderstandings, disagreements, discord and debates in organizations. They can actually be productive in generating new ways of tackling problems and new ideas for improvement. But they can also be disruptive, contentious, and downright dangerous to the health of your organization by destroying employee trust – in each other and in management’s ability to resolve them.
Employee mediation shouldn’t be used as a last resort. It’s most effective when used proactively. It’s an opportunity for employees to participate in resolving work related disputes (other than termination or dismissal) by working to reach a voluntary and mutually acceptable agreement.
Take control of turning your workplace conflict into positive opportunities for growth. Contact us now to schedule a free analysis of your challenge to determine if mediation is the right solution for you.
Workplace conflict provides an ideal opportunity for CONFLICT COACHING
Conflict coaching services uses a one-on-one process in which clients enhance their understanding of the conflict by working with the coach to develop skills and strategies for interacting with the other party. Coaching is particularly effective when one party refuses to attend mediation and can prevent conflicts from spiraling out of control.
Frequently Asked Questions
Frequently Asked Questions
Mediation is a voluntary and confidential settlement process whereby a neutral third party, called a mediator, acts to facilitate a resolution to the dispute, which is called a mediated agreement.
The mediator’s role is that of a neutral, impartial, third party who has no stake in the outcome of the dispute. The mediator acts to facilitate communication between the parties by identifying issues, brainstorming for options and allowing the parties to reach a voluntary agreement.
The mediator, the parties or the parties’ attorneys will draft the agreement. The mediated agreement or settlement agreement essentially becomes a contract between the parties.
1. Mediation is a confidential process. This means that the statements and communications made during mediation sessions cannot be used in any forum or administrative process unless required or permitted by law. Confidentiality allows the parties to be candid with one another and permits disclosure and honesty.
2. Mediation offers the parties the opportunity to create or craft an acceptable settlement agreement, as opposed to a stranger called a Judge, or a group of strangers, called a jury deciding your future. They will never know as much as you do about your own situation.
3. Parties show a high level of satisfaction with mediated settlements, which has also provided for a reduction of future legal actions and a better compliance to the mediated settlement agreements. Again, this is a reduction of future cost to clients.
4. Mediation normally can be scheduled within days of the initial telephone consultation. Mediation fees and costs are a fraction of attorney fees and court costs and the process is more informal, relaxed and less adversarial as compared to litigation and trial.