We spend our whole lives being confronted by problems that impact upon other people and which need to be solved in some way. These may be in your personal or professional life, they may involve just one other person or they may involve many different groups of people all with conflicting interests and different points of view.
The more difficult and impactful the problem is, the more important and useful it is to find a solution that meets everyone’s interests. Usually, a ‘win/win’ solution of that type does not emerge on its own or from the input from only one party. It will usually require a collaborative and methodical process. Continue reading “Collaborative Problem-Solving”
An interesting article by Clare Waller of Hewitsons in HR Review on the reticence shown by employees to have difficult conversations with line managers about mental health issues. The article draws upon a survey for the Institution of Occupational Safety and Health which showed that 80% of workers would not discuss their mental health issues with their line manager for fear of being stigmatised.
Although the situation is definitely improving, there is still a considerable amount of work to be done in the area of mental health in the workplace. Continue reading “Difficult Conversations at work: Addressing Mental Health”
A Guest Blog Post from Saranne Segal
We welcome articles and blog posts from anyone with an interest in workplace mediation. This month, we have an article from an experienced Australian workplace mediator who gives her own perspective on the use of workplace mediation in the context of bullying and harassment situations.
Bullying and harassment is nothing new to the workplace. However, because our world is becoming socially more conscious with the advent of movements such as #MeToo and #TimesUp, people are becoming more courageous about bringing these issues out into the open. A question I have pondered as a workplace mediator is whether mediation is the most suitable way to deal with the conflict that has arisen from the increase of bullying complaints in the workplace. Continue reading “Workplace bullying – is mediation appropriate?”
Employment Tribunal quarterly statistics have just been published by the Ministry of Justice for the period from October to December 2018. They reveal that there has been another big rise in claims compared to the same quarter in 2017. In the period from October to December 2018, 9,811 single claims were received which was an increase of 23% and also revealed an increase from the previous quarter’s figure of 9,020. Continue reading “Employment Tribunal Claims Still Rising”
Workplace conflict is inevitable and takes many forms, from subtle, passive-aggressive undermining through a whole spectrum of behaviours right up to blazing rows or even physical confrontation.
How well is conflict managed where you work? When you spot an issue do your managers:
- roll their sleeves up and tackle it head on; or
- fudge it in some way by making a ‘quick fix’ without really resolving the underlying problem; or
- avoid dealing with it, hoping the problem will resolve itself?
Whichever approach they take, the chances are that they still feel they could do better and should try to find more effective resolutions. When conflict is managed better it brings with it a whole host of benefits such as:
- Improved staff retention
- Fewer formal processes such as grievances and disciplinaries
- Improved engagement and productivity
At Mediation Rescue we specialise in managing workplace conflict, whether by mediating or facilitating the resolution of existing issues, providing conflict coaching or by training managers and staff to take a more positive and effective approach to dealing with issues as soon as they arise. This training can equip people to engage in the difficult conversations that so often fail to take place at the right time and then lead to conflict developing or getting worse.
If you think your business might benefit from learning how to manage conflict better, sign up for our Introduction to Managing Workplace Conflict workshop and start learning or brushing up on some core skills. These are skills that people find invaluable in every aspect of life and not just at work.
Our next lively and interactive introductory workshop will take place on 27 March 2019 in association with Activate at Reading College and will be run by some of our specialist mediators and will also include speakers from Activate, CIPD and the GMB Union. You can sign up online by scanning the QR code above or by following this link: Book Online
- Title: Introduction to Managing Workplace Conflict
- Date: 27 March 2019
- Time: 08.00 registration for 08.30 start and 10.00 finish
- Venue: Activate, Reading College, Kings Road Campus, RG1 4HJ (free onsite parking)
- Cost: £27.00 (inc. VAT) to include breakfast and refreshments £22.00 (inc VAT) for CIPD and TVCC Members
According to new research published by Process Bliss in January 2019, almost half (43%) of employees in SMEs have changed jobs because of unaddressed workplace stress and frustrations and one third have cited these reasons for periods of sickness absence. In addition, 68% of SME employees say collaboration in their company could be improved and a whopping 75% say communication in their company could be improved.Continue reading “What Happens If Workplace Stress Is Not Addressed?”
The first Wednesday of November each year is Stress Awareness Day.
Workplace stress is a growing issue. Anything that encourages awareness and discussion of this issue is a good thing. Conflict in the workplace is a significant source of stress, often because issues that arise are not being dealt with in a way that reduces or removes the conflict. Many issues turn into conflict because ‘difficult conversations’ are not taking place when they should or in a sensitive way. Many managers do not feel equipped to undertake difficult conversations and this can cause stress both for them and for the people they manage. These are skills that can be acquired by appropriate training. Many of the soft skills necessary to undertake these sorts of conversations well are the same as the skills that mediators use when addressing conflict. Continue reading “Stress Awareness Day”
According to an article by Georgia Snow in The Stage, looking at the impact of #MeToo and Time’s Up, a poll of theatre organisations has revealed that 84% of responding organisations had updated their harassment and bullying procedures in the past year since the Harvey Weinstein scandal hit the headlines. However, a slightly more concerning statistic Continue reading “Why Not Mediate #MeToo?”
“A critic is someone who enters the battlefield after the war is over and shoots the wounded.” (Murray Kempton)
In any form of dispute, it is very easy to become embroiled in mutual criticism. Frequently, it is the initial reflex response to something with which you strongly disagree. In the workplace, criticism needs to be managed especially sensitively, as its impact upon relationships can be swift and devastating. Continue reading “Using Criticism Constructively – Be A Light Not A Judge”