Why it's important to have workplace mediation when there's conflict

This is sponsored content for Workplace Mediation.

Mediation is a type of dispute resolution that companies use to resolve complaints of employees regarding their supervisors or the workplace itself.

It's used as an alternative to legal processes, including litigation.

Mediation involves a neutral third party that listens to the side of each position. The impartial party brings the conflicting parties together towards a resolution that is mutually agreeable.

In this article, we will be providing various reasons why it's important to have workplace mediation during conflict. Read on to learn more.

When a formal complaint is filed by an employee with a federal agency, the early stages involve allowing both parties to mediate and form a resolution.

This saves a considerable amount of time that might be spent in getting written statements, interviewing witnesses, formulating position statements, and arranging for the courtroom battle.

The process of investigation might take months until the decision to take the issue to court is made. On the other hand, mediation may take only a day to a few weeks to complete until a resolution is agreed upon by both parties.

Mediation can offer a safe environment for both parties to explore various options. Also, the individuals involved can change their positions without having to go through the fear of losing face in front of co-workers and colleagues.

With mediation, the parties gather in a neutral, private location. They talk to an unbiased third party regarding their conflict. After which, parties form a resolution that fulfills the interests of both sides.

Everything discussed within the session is made confidential. It won't be disclosed to anybody, provided that it is expressly requested and both parties agree to it.

Mediation is nearly a guarantee that the employee's complaint against the company won't be publicised.

Litigation, on the other hand, is the opposite, wherein the issue can possibly be made public, especially if the matter at hand involves a high-profile individual or company.

Aside from the employee saving face from public humiliation, the company in question can also protect its reputation, especially if the complaint is of wrongdoing.

With mediation, parties can discuss underlying issues involved in the dispute.

These might include a conversation about personality clashes rather than legal matters.

Usually, this results in a more honest resolution. Thus, participants have a better experience regarding the matter and may even feel better about themselves.

In addition, issues that may be technical or complex for the judge to understand can be handled through mediation as well.

The courtroom has a rushed atmosphere, and the individuals involved in the matter may be able to comprehend the technicalities fully as it relates to their workplace.

Aside from using a minimal amount of time compared to litigation, mediation only involves a small number of staff resources.

Investigations may require the effort of department leadership, human resource personnel, and even employees that may act as witnesses.

On the other hand, mediation may only involve a single person from human resources, or it may include only one supervisor or manager as a neutral third-party.

This person usually has amazing conflict resolution skills. With mediation, workplace conflict can be resolved without huge requirements for staff resources.

Conflict in the workplace typically involves communication failures between an employee and his or her supervisor.

Or it might involve the inability to communicate between two employees.

If the matter is left unresolved till it goes to court, conflict at work can escalate.

Thus, it may be impossible for parties to work together and become productive.

Litigation pits two parties against one another. This can detract from both the company's and the worker's goals.

Mediation helps abolish adversarial relationships that can form between both parties. It can help to resolve conflict, fix broken working relationships, and get companies and employees back on track to achieve its goals.

Both parties will make the settlement as opposed to it being done by a judge or legal arbitrator.

Also, individuals involved in the conflict can select their mediator and decide which particular issues will be addressed.

They can also discuss the scheduling of sessions and apportioning of fees. In short, the outcome and the entire process can be controlled by both parties and will be more predictable.

Mediation is becoming a preferred way of resolving workplace conflict.

The process is less time-consuming and requires a minimal amount of staff. In addition, it prevents the matter from being publicised.

Litigation, on the other hand, requires a considerable amount of time and resources.

Like mediation, it has its own pros and cons. However, once you see the importance of mediation as discussed above, you'll realise that it's a better option to litigation.

If you are a business owner or an executive, you can use workplace mediation for conflicts, allowing your organisation to grow and help both parties make mutually beneficial resolutions.

This is sponsored content for Workplace Mediation.