Employers often have workplace mediation services in place for when things start to get tense in the workplace.
These services can help move things forward and really solve issues before they spiral and become problematic.
When faced with challenges and complex situations, it’s crucial for all parties involved to handle these instances with sensitivity and clarity. Workplace mediation is one method businesses employ to achieve this.
What Is Mediation?
Mediation is used to address conflicts of opinion, differences, or disagreements in the workplace that begin to impact the work environment. Its goal is to identify a reasonable and agreeable solution to the problem that is acceptable to all parties involved.
A neutral person takes the role as the mediator. It’s important for this person to be isolated and removed from the issue at hand so that they can be impartial. Therefore, they can’t be biased or “take sides”.
Instead of determining who is right or wrong, a mediator aims to unite all parties to agree on a collaborative approach for any future disputes.
Can Mediation Help?
Mediation can greatly enhance communication within the workplace. Allowing employees to begin to express their preferences and grievances, clarifying the reasons behind any issues they may have with someone or something initially.
One of the reasons mediation is often needed is because of how situations in the workplace can quickly become out of control. With so many different characters and personalities in one space, there’s bound to be some clashes. That, mixed with the stress, anxieties, or tensions of workplaces can result in employees getting wound up faster.
Therefore, mediation handles the situation before it becomes too serious and allows each person involved to feel in control.
Mediation can lead to all involved parties acknowledging each other’s views and committing to changing certain behaviors.
Can Employees Refuse Workplace Mediation?
Mediation is voluntary so if there are employees who don’t wish to take part in mediation, they don’t have to.
Although mediation is voluntary, there are times when it just isn’t suitable at all such as one or more employees not feeling safe during the mediation process or when employers ask employees to pay towards the process.
Mediation after a Disciplinary Process
Mediation can be great to use when you’re trying to rebuild the relationships between employees after a disciplinary process. It sets a good example to your employees, showing that you’re willing to make sure work relationships stay civil at the very least, and that it’s important for employees to communicate with one another while at work.
At Metis we pride ourselves on offering mediation services that are completely impartial and confidential. Our goal is always clear: to achieve a resolution that works for all.
We’re here to help. Getting the right support is essential. Act now. We can provide you with the support and guidance needed to regain control.
Call Paul on 01706 565 332 or email info@metishr.co.uk and book your free consultation.
