Interpersonal conflict between employees. Everyone has their own personality and work style. Even the simplest of issues between employees, if left unresolved, can fester and grow into much larger issues that not only negatively impact the employees involved but also impact the rest of the workplace. Employers that provide mediation as an avenue which employees can use to resolve their disputes in a confidential, impartial and nonjudgmental way empower employees to positively change their workplace interactions.
Conflict arising from performance issues. Sometimes there is a fine line between delivering effective performance feedback and the employee feeling bullied by that feedback. It is important for managers to understand the importance of delivering the feedback in an effective way without having the fear that accusations will be made against them.
Harassment & Bullying Complaints. Using mediation to deal with harassment and bullying complaints can be very helpful, especially if the complaint is based on a misperception or misunderstanding of what is acceptable workplace behaviour. Mediation can serve to open communication lines between the parties, help clarify what is acceptable workplace behaviour, and foster a healthier understanding between co-workers.
Leadership style and capability – our experience shows the significant positive or negative impact of different leadership approaches on employees’ engagement and performance. Misaligned leadership style and capabilities typically reveal themselves itself in frequent complaints about ineffective communication, lack of clarity about expectations, poor performance, high levels of turnover and absenteeism.
Mediation can assist by the two parties sharing their different perspectives and one of the results might be that the manager will hear the impact of his management style and this will often result in the manager making changes to his behaviour and part of the agreement may be that the manager undergoes some leadership coaching.