Benefits of mediation in the workplace
By Paul O’Connor
A mishandled workplace dispute can have a negative influence on your business.
Early intervention to find an acceptable solution for the parties involved is crucial. If left unacknowledged, the ongoing conflict could poison your workplace.
At the very least, the productivity of the employees involved will suffer. And, if there are no efforts made to resolve the issue, you may even find yourself losing a key employee.
Why is mediation a good option for resolving workplace disputes?
First of all, it’s quicker than a formal grievance procedure as an external mediator can get to the root of the problem. This removes the need to notify union representatives or begin a formal grievance process.
A mediation process is both voluntary and non-confrontational. This allows the parties to take ownership of the resolution process. The proposed solution to the conflict will be agreed between the parties with the help of an impartial mediator. The benefit? It’s more likely to be effective in the long-term.
Mediation is confidential unless otherwise agreed between the parties. Employees can thus discuss their issues without fear of how the details might impact their position within the business. A full and open airing of both sides of the conflict is more likely to lead to a satisfactory outcome.
A major benefit for employers is the legal cost savings of a mediation process. More traditional dispute resolution mechanisms tend to go through a multi-stage procedure. These can sometimes demand ongoing external legal advice. Mediation, on the other hand, is a much cheaper alternative.
Employees who have been through the mediation process and discovered a way to work through their conflict also benefit. They can often apply the same principles to other issues that may be affecting their work or relationships with colleagues.
Need further advice on mediation?
For advice on how mediation can work for your business, speak to an expert now on 01 886 0350 or request a callback here.Back to the blog
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