A company’s performance is often weakened by stress, conflicting interests, or internal issues. The causes are not always visible, but they can have a subtle effect.
While managers are, in theory, trained to deal with conflict, the solutions put in place to defuse the situation can have an amplifying effect. The neutrality of their status can sometimes be called into question due to their decision making power, which in turn can have negative consequences. A disgruntled employee will see it as a position taken by their management contrary to their interests rather than searching for a solution, support, and recognition. Hell is paved with good intentions!
If an employee believes the company has treated them unfairly it can be a detriment to their team, performance, and attitude. So when all attempts have been unsuccessful, mediation can be the emergency exit, an exit from above.
Having mediation integrated in the social strategy of companies enables them to overcome internal tensions using an external, objective, and impartial party.
Using a third party to resolve a crisis is the best alternative to the legal option, which could be long, expensive and often painful for both parties. The mediator or expert will, through a properly structured process, propose amicable solutions in groups and/or for individuals based on their listening and their ability to analyse the root of the problem. It is easier for people to open up to someone outside of their company, especially when the process is confidential.
The expert will be able to cross-check points of view, analyse the root of the conflict, develop a strategy, and bring people together to find a consensus that will work for all parties.
In 2019, 70% of mediations were successful, which is a major improvement compared to the management of labour disputes that keep individuals in conflict situations with a hypothetical outcome.
A disagreement should not be viewed as an attack. Using a lawyer can put one in a position of hostility that can be detrimental to any form of reconciliation.
The breakdown of communication is often experienced by someone who is unhappy and drifting in their organisation where they have become a stranger (lack of direction in their role, no development prospects, poor management, lack of recognition, or willingness to change). Other toxic situations, such as harassment, have led to a rise in a new type of support, social negotiation coaching.