There is no doubt that workplace conflict has significant costs and consequences. These costs and consequences can be minimised somewhat through workplace mediation: a very practical and effective method to allow employees to air differences, resolve conflicts and re-build working relationships.
Costs and consequences of workplace conflict can include quantifiable elements such as: wasted time; lost workdays; deteriorating performance and quality; absenteeism and healthcare costs; sabotage and theft; staff turnover; and legal costs (tribunal and/or court) associated with complaints. Additionally, there are certain costs that cannot be easily quantified. These may include reduced or poor morale, decreased customer service, effects on organisation’s reputation and the loss of skilled employees. Workplace mediation has been shown to be extremely successful in reducing workplace conflicts and, as a consequence, reducing the associated costs.
Mediation is a voluntary and confidential discussion, facilitated by the mediator, between the people involved in the dispute, about the issues in dispute. It’s nature is the very reason for its success in the resolution of workplace conflict, because it:
•is quicker and less stressful than more formal methods of conflict resolution;
•provides a fair and safe forum for the conversation to take place;
•is confidential and this improves the chances of a full and frank discussion;
•assists the parties to better understand their needs and concerns and the needs and concerns of the other party; and
•allows the parties to speak for themselves, generate options for resolution and come up with their own agreements.
The benefits of workplace mediation are, therefore, significant. It has been established that it helps save time, money and workplace relationships. Compared the the cost of complaint investigation processes, tribunals and courts, mediation is the best and most cost-effective alternative. All employers should have mediation as an option of first resort and include mediation as an essential element of their human resources and employment policies.