Workplace Mediation

There are many reasons which cause conflict, one key reason is change. Change can initiate excitement, innovation, progress, inspiration and challenge. It can also cause fear, upset, anxiety, insecurity, suspicion and disappointment. Below are common factors which cause conflict.

• Mergers, acquisitions and restructures.
• Lack of resources
• Insecurity about the future of the business
• A specific incident leading to allegations of bullying and harassment.
• New team dynamics.
• Communication and behavioural issues.
• Line management pressures.
• Employee relations activities.
• Alleged intolerance and cultural conflicts.

Modern organisations are under ever-increasing pressure to be productive or deliver quality services to clients. The workforce is made up with people with increasingly diverse backgrounds, opinions, values and expectations about work. Such pressures can allow conflict to arise and go unnoticed until it reaches unpleasant levels where the distress highlights that there is a problem.

For further information about confidentiality, ethics and principles, the mediation process and costs please supply the following details.

Mediation works by taking the parties conflict seriously and respectfully and never making a judgment on why conflict has occurred. The sessions are confidential, allowing the parties to speak truthfully about their concerns without the fear of consequences. Each party is treated equally and works through the 5 stages of the process.

• Following the referral from the client, a telephone call with each party.
• First individual meeting.
• Second individual meeting.
• Joint mediation.
• Post mediation and agreements.

To support the parties concerned, they would be contacted by phone or email 3 and 6 months post mediation to see how they are progressing. In addition, there would be the option of a Coaching program or DISC profiling to provide some personal development.

Employees

• Feel supported and valued.
• Feel a greater sense of control.
• Feel they are being listened to without judgement.
• Can move from the past to the future.
• Reduces stress.

Management

• Deals with conflict swiftly with greater cost efficiencies.
• Receive a structured process.
• Management feels supported by the organisation.
• Releases resources.
• Demonstrates a duty of care.

Organisation

• Benefit from reduced costs.
• Creates a positive culture.
• Provides a positive way to be able to move forward.
• Destructive behaviour is contained.
• Increases positive communication amongst the work force
• Reduces the number of grievances raised
• Retains valuable employees

Colleagues

• Witness action being taken.
• Improved sense of team work.
• Removes tensions, gossiping, fear and anxiety.
• Reduction in absenteeism.
• Employees feel respected.
• Allows employees an opportunity to share their issue in a positive and constructive manner

Collette Ryan has worked as a Human Resources professional within senior teams for more than 20 years and with a wealth of experience can identify how and why conflict begins and how it can be resolved.

Throughout her career, Collette has led and supported global projects which inevitably had significant change within the workplace. From outsourcing an entire IT function which impacted 450 employees in 40 countries to complex Company acquisitions. Experience in highly charged settings led her to put in place plans to minimise employee conflict through robust communication systems and being mindful that local labour laws and practises in multiple jurisdictions must be handled respectfully.

Collette has a National Certificate in Workplace Mediation and is Open College Network (OCN) accredited. She is MCIPDqualified, a Licensed DISC profiler and is a qualified Professional Coach with distinction.