Why is it that for someone to win someone else has to lose? Whether that’s individuals, teams or departments, competition can bring out the worst in us. In the workplace win/lose can translate as the judgement of right or wrong in a grievance or disciplinary. Someone was right so they won and someone did wrong hence they lost. This kind of outcome doesn’t do a lot to help the all too common “them & us” culture between managers and employees in the workplace and it certainly doesn’t feel very good. It also has a huge impact in terms of the wasted time taken up by management & HR to process a written grievance or investigate & hear a disciplinary case.
What we need to get along and be happier at work is win/win. After all, who wouldn’t want to be happier at work? Mediation offers that – yes really! Mediation isn’t just a nice little chat. It isn’t all pink, fluffy & touchy-feely, there’s a structure, a specific process, results and of course, a win/win outcome. Fact: There will always be issues in the workplace. It’s human nature – we don’t chose our work colleagues and we are with them for around 8 hours every day if we work full time. I have a mediation equation: work + people = disputes!
If you don’t get on with your manager or colleagues you have, as I see it, 3 choices. Number 1, say nothing, keep your head down and be unhappy. No 2, have it out with them if you are direct or make snide comments and revel in their mistakes if you are not. No 3, look for another job and leave. Hang on…. there is a No 4 – mediation!
Mediation is particularly effective in resolving problems in working relationships. A 2010 IRS survey found that 77% of all workplace disputes are down to problems in the working relationship between managers and employees and no doubt they cost organisations dearly.
The mediation outcome is the collaborative decision of the parties involved and it’s completely confidential and informal. No judgement on who is right or wrong, no re-hashing over unhelpful he-said/she-said details – just a mature discussion of the issues facilitated by a neutral third party then a decision on how to go forward and work together from now on. The mediator will guide the parties to a win/win outcome only. If it looks like win/lose or even lose/lose then the mediation process is not yet complete – back to the drawing board.
It sounds so simple! That’s because it is! I won’t deny that the process of getting to mediation can be emotional and very hard work but once parties have agreed to give mediation a go they rarely look back. Mediation is such a positive way of dealing with conflict and once embedded into an organisation’s culture it can bring huge benefits in terms of staff morale, retention and enhanced results in staff surveys….what are you waiting for?
For more information on the mediation process and benefits, please visit www.kbmediationservices.co.uk
