“Conflict is inevitable, but combat is optional” Max Lucado
Employees have unique traits, differing values, beliefs and personal styles. Perceptions of a lack of respect, bullying or harassment combined with the pressures of work can lead to conflict. The world of work is also changing significantly, giving rise to new and magnifying existing conflicts.
The cost of workplace conflict
Workplace conflict cost UK business £33 billion in 2018 (Source: Chartered Management Institute 2018). A 2020 CIPD employer survey, showed an average of six days of management time was spent dealing with each individual disciplinary case and five days dealing with each grievance case. The impact of conflict on the individuals involved can include: stress, anxiety, reduced motivation and loss of productivity.
Mediation is proving particularly successful in resolving workplace conflict. Early resolution of any dispute can avoid the cost, stress and anguish of an Employment Tribunal. Suitable in-house or remote techniques can easily be implemented to offer people the chance to resolve their differences.
Definitions of workplace and employment mediation
Workplace mediation is conducted when there is an ongoing employment relationship.
Employment mediation applies when an employee has left the employer or is in the process of transitioning where mediation can be used to establish the terms of leaving.
Key stages of workplace mediation:
Prior to the mediation starting
| 1 | Referral (often via employer management/ HR) setting up the mediation |
| 2 | Making contact and gathering information |
The mediation
| 3 | Pre-meetings with the participants (individually) |
| 4 | Direct Mediation in joint session (with further private sessions as needed) |
| 5 | Resolution Agreement and follow up |
Workplace conflict resolution
An accredited Workplace Mediator and experienced HR professional, Nikki von Bülow has extensive knowledge and experience of workplace pressures and conflict management. She can facilitate a negotiated agreement in a private and confidential setting. Nikki will agree with the relevant parties, for example, the referring HR Manager or other Senior Manager, what process, (if any), needs to be followed to ensure that any agreements made are practical, supported and therefore likely to succeed.
If you would like to discuss workplace mediation in more detail, or if you have a situation which you think may benefit from mediation please contact Nikki.
Conflict at work is inevitable. How we choose to handle it is the interesting question.