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Follow these 3 steps in effectively using mediation to resolve workplace conflict

by , 10 March 2016
All too often, conflict in the workplace is destructive in nature, flaring up into work stoppages, damage to property or even violence.

This interferes with work and morale within your company which can in turn lead to decreased performance.

Overall, the costs which destructive conflict causes your company makes it something worth solving as soon as possible.
And one of the ways in which you can resolve conflict in the workplace is through mediation.

This is when a neutral third person assist other parties, who are in conflict with each other, to reach a mutually agreed settlement.

So follow these 6 steps to using mediation in solving workplace conflict...

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Attention: conflicts in the workplace means no motivation, wasted time and wasted money!

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…
 
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Step#1: Get the parties to stop using positional language and instead use 'needs' language

Very often, situations become inflamed because of the language which people use, which can in turn harden the conflict.

But by simply encouraging people to shift from positional language to 'needs' language, you can reduce conflict and soften attitudes.

Example of a positional statement:

'The supervisor must be dismissed'.

Example of a needs statement:

'The supervisor must treat the team with more respect'.

Step#2: Meet separately with the parties to obtain support for a joint mediation session

After you've softened up attitudes by getting the parties to stop taking positions, and instead look at needs, you can then meet separately with each party to propose a joint meeting with the other party.

You can arrange for the mediation to take place at a neutral location other than the workplace.

Step#3: Help each party to state their needs and to come to a win-win solution

Ask each party to describe how their conflict came to be, after which you can get them to state their needs and interest in looking towards what they wish to achieve.

With the needs now on the table, you can now encourage the parties to find alternative solutions which lead to a win-win solution, so that's it's beneficial to both parties.
 
*To learn what the other steps are, simply page over to chapter C 01 in your Practical Guide to Human Resources Management handbook, or click here to order a copy of this indispensable resource today. 


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