Despite the increase in workplace stress, and the strained professional relationships that this has prompted, employers are as good as ignoring a key tool in workplace conflict resolution - mediation.
According to 'Workplace mediation: how employers do it', a new report by the Chartered Institute of Personnel Development (CIPD), fewer than half of employers have used mediation to help manage conflict in the workplace.
Among employers that use mediation, over 80% report that it helps improve relationships between employees, while 71% of respondents believe mediation reduces stress associated with the use of formal disciplinary procedures. Half of the 800 employers surveyed admitted that mediation helps avoid the cost and effort of defending employment tribunal claims.
"All employers should consider using mediation as a flexible alternative to the formal disciplinary or grievance procedure", says Mike Emmott, CIPD employee relations advisor, adding that "Mediation can help two disputing parties identify what is at the root of their disagreement, what they need to happen to resolve matters or move forward, and any changes or compromises they are prepared to make in their behaviour or attitudes."
Government proposals to provide an enhanced role for Acas, along with the repeal of the Statutory Dispute Resolution regulations next year, will allow more flexibility around dispute resolution in the workplace and no doubt provide greater opportunity for the use of mediation.
But there are a number of questions here, foremost that of why employers would want to hire and retain people who need this sort of special treatment - basically people who can't be trusted to behave like adults. We talk about the cost of tribunals and absenteeism, but what of the cost of mediation? And should employees be put in a position where employers can influence, and even change, their attitudes? Woolly liberals nationwide will be up in arms over erosion of human rights ...
Comments (2)
Posted by Clare Kelliher | July 10, 2008 11:45 AM
Conflict in the workplace is a fact of organisational life, so organisations need to identify effective means of resolving conflict. An effective mechanism will deal with specific incidents, but will also help foster good employment relations in the longer term.
Since mediation adopts a problem solving approach, it can help to avoid the breakdown of relations and through dialogue can help the parties involved to identify an acceptable way forward. Although not widely used by employers, mediation offers the potential for a relatively straightforward and often speedier approach to resolving workplace conflict. The CIPD report is timely and will shed light on the benefits of using this approach.
Posted on July 10, 2008 11:45
Posted by Steve Miller | July 10, 2008 11:51 AM
We face at least 18 months of difficult times economically and HR needs to align itself with the business more than ever before. Poor professional relationships and misconduct interfere with meeting commercial goals. Businesses cannot afford to carry people who cannot behave like true professionals.
There may be times when mediation is an appropriate tool to retain employee skills sets, however let’s not lose sight of the fact that sometimes people need to be managed out quickly to protect the commercial results of the business. As for the dreaded “S” word, I am afraid I remain completely cynical of this common cold.
Posted on July 10, 2008 11:51