Risk#1: The parties don't have a history of co-operation
If the parties don't have a history of co-operation, you should list the benefits of co-operation and mediation for both parties, in order to ensure they clearly understand them.
You'll be surprised at how many conflicting employees have never 'really' thought about it.
Risk#2: The issue has spread through the company and involved other groups
In a situation like this, you should ask the other groups to await the results of the mediation involving the main parties.
Conflicts in the workplace means no motivation, wasted time and wasted money!
Risk#3: The conflict is very complex, consisting of many issues, and the parties disagree on just about all of them
All studies show that in any company, without exception, tension, dissatisfaction, frustration, nerves, threats of resignation are part of everyday life.
You, as the manager should handle conflict quickly and efficiently. Otherwise they will cause a bad atmosphere in the workplace, lack of employee motivation and loss of concentration. These will all lead to wasted time and financial loss.
Discover how to deal with conflict and reduce the negative effects it causes in the company…
You should break down the conflict into separate and smaller issues, otherwise you'll easily overwhelm yourself and the parties concerned.
But you should try to get agreement between the parties on which issues to focus on during mediation.
Risk#4: The parties don't really want to reach a settlement from the conflict
Here, you should talk to the parties and emphasise the costs that will be involved in not reaching an agreement. In other words, it'll
severely hamper overall performance in the workplace, and you can't afford that.
Also emphasise how much the company, including themselves, will benefit if they do reach a settlement.
Risk#5: There is no external pressure on the parties to settle
Here, you can persuade senior leaders within and even outside the company to emphasise the importance of settling differences and the consequences of not doing so.
This will ensure that the parties think twice before deciding to not reach a settlement.
*Page over to chapter C 01
in your Practical Guide to Human Resources Management
handbook to see what the other 4 risk conditions are, along with how you can improve them for mediation.
If you don't already have this invaluable resource, simply click here.