Workplace wellbeing: essential for CPDby
The process enables staff members to talk with each other in an open and confidential space to find a mutually acceptable resolution to their issues.
Most employees and employers report positive outcomes from mediation. Individuals who have gone through the experience often report that the issue with their colleague or manager has been resolved. They also note that they felt listened to, supported and back in control.
Employers often comment that mediation is not only cost and time-effective compared to other processes, but that they observe increased productivity and staff morale post-mediation.
There are a number of options available for organisations that are looking to embed mediation as part of a wellbeing initiative. Managers are often tasked with workplace duties that directly impact their team’s health and wellbeing. These can include dealing with disciplinary issues, staff conduct and poor relationships between colleagues.
In other words, situations that can give rise to workplace conflict. Yet, the majority of managers have not received any training in mediation or conflict management skills. As the first port of call for finding out about issues, managers should also be the first port of call for resolving issues. Managers trained in how to handle difficult conversations, can help open the lines of communication and significantly improve wellbeing in the workplace.
I’ve seen up-close how resolving conflict changes lives, elevates performance and transforms working relationships. As a workplace mediator, executive coach and conflict consultant, I help to minimise the stress, wasted time, money and energy that conflict inflicts on individuals and teams, and instead channel those resources towards a...