Helping You Move In The Right Direction

As concern grows over the COVID-19 pandemic… Read More

Regardless of where you work, the conflict will sometimes occur. Knowing how to effectively resolve the conflict is important to protecting the organization.

Use a neutral mediator

When you attempt to mediate a workplace conflict, it’s crucial that the mediator isn’t directly involved in the issue. The people who are at conflict trust a neutral party more than one who has a personal involvement. Your mediator should also have training in this area to prevent the mediation from turning into a fight and help the parties come to a productive agreement they are all happy with.

Arrange a meeting

You should schedule a workplace mediation meeting for those who are having a dispute. The mediator should start off the discussion by explaining the purpose of the mediation and its goals. Then, they will allow each party to state their side of what happened without interruptions or attacks on others allowed. Don’t allow others to make even brief comments while someone else is speaking.

After gathering information from listening to all sides of the story, the mediator can identify the issues and find common ground. They will guide the others into creating a solution. Ask each involved party what actions they would like the others to take. Examples of actions they may want someone to take are submitting reports sooner or allowing them to work entirely one-on-one with a client. At the end of the meeting, the involved parties commit to making specific actionable changes that they agreed upon.

Teach employees about how to resolve conflict

You can pass out a worksheet or pamphlet that informs employees of the tips for successful workplace mediation to help the process go smoother. This should include tips like staying calm, being respectful, maintaining a solution-oriented mindset, listening, being honest, and asking questions.

Include ideas for each of these tips and other key information for employees to know. Many people could improve their listening skills by avoiding thinking of what to say while someone else is talking, for example. Slow, deep breathing in tense situations can help a person stay calm.

The quality of relationships in an organization can make or break it. Learning how to mediate in the workplace is a valuable skill.

Employees in Hayward, California, and the surrounding areas want their workplace to be peaceful. Unfortunately, conflicts can arise. Workplace mediation is often one of the best solutions for dealing with such issues.

What should be done when a workplace conflict occurs?

Supervisors and managers need to be proactive and take immediate action if a workplace conflict arises. As leaders, they are responsible for ensuring that the work environment is one that allows employees to do their best. Implementing a good workplace mediation policy is essential in settling any potential issues. On the flip side, not doing anything can be disastrous for the workplace and can make for a toxic working environment that is detrimental to everyone, including those not directly involved in the conflict.

How can workplace conflicts be dealt with through mediation?

The first step in workplace mediation is to identify the source of the conflict. Determining which employees are involved in the issue is important so that they can be brought together to discuss the situation. The manager should find a private place to bring them so that they can hear both sides of the issue. Each person should get ample time to explain their concerns and their side.

When trying to resolve a workplace conflict through mediation, it’s important to have all the parties involved in that conflict together. Meeting with each person separately can result in the mediation efforts failing. There may be more employees who need to be involved in mediation as they might be indirectly affected by the conflict.

The manager or supervisor should let all parties involved in the conflict know that they are not there to take sides but to be neutral so that a resolution can be met. Stressing the need to come to a solution in a rational, adult manner is important. The manager can also say that if the parties are unwilling to work together to resolve the situation that way, they might both be penalized and possibly let go.