We observe unresolved conflicts leading to a range of issues:
In many cases, conflicts persist for extended periods, making employees dread coming to work and creating a tense atmosphere. This situation is detrimental to both the individuals involved and the organisation as a whole. Sometimes, conflicts escalate formally into grievances or disciplinary processes. While sometimes necessary, these processes can result in conflict becoming further entrenched.
In our experience, the most frequent cause of workplace conflict is communication problems. When colleagues avoid difficult conversations, misunderstandings and assumptions can escalate tensions. Colleagues may form echo chambers with others who stoke the fire rather than support extinguishing it.
Mediation is a structured, yet flexible process designed to resolve conflicts quickly and effectively. It typically involves the following steps, facilitated by a skilled mediator:
The key to the success of mediation is that solutions are generated by the participants themselves, leading to greater ownership and commitment to the outcomes.
Mediation has a success rate of 90%, often resolving conflicts in less than a day. This approach provides several benefits:
If you have employees or partners engaged in ongoing disputes, mediation could be an effective solution. Look for signs such as unresolved grievances, persistent workplace tensions, and high sickness absence rates. Mediation is voluntary, so it requires the agreement of both parties, but the benefits can be significant.
By adopting mediation and early intervention strategies, health and social care organisations can foster a healthier, more collaborative work environment, ultimately enhancing the quality of care they provide.