Mediation as an Early Intervention Tool

Conflict in the workplace is inevitable. Employees will experience personality clashes with other team members and leaders. Other factors such as role ambiguity, work pressures and demands, and organisational change will also at times bring out the worst in people. A recent analysis of data from 155 cases of Early Intervention with a Queensland State Government Department showed that 37.4% of cases involved some form of conflict in the workplace; and 66% of these cases involved conflict which was ongoing for 6 months or more.

There are Managers with very good conflict resolution skills and ability to identify the early warning signs in their team. There are many more Managers who do not have the time to develop their skills in this area or are swamped with demands and feeling stressed themselves. And let's be honest, it's the rare human being that thrives on conflict! Most of us will do whatever it takes to avoid having to tackle these situations head on.

Left to fester, it can result in a prolonged and drawn out matter of return to work, consuming significant energies, time and money. Not to overlook, the immeasurable psycho-social impact on the employee's life.

Mediation can be utilised before the matter escalates out of hand, for example if a grievance is lodged or if the issue of conflict remains as a significant barrier to return to work. Mediation also strengthens the organisation's employee relationships rather than having them damaged through conflict and reduces the negative work environment that can emerge around a long-standing conflict.

Strive has three experienced Mediators Chris Foley, Sharon Darmody and Kasrynne Huolohan. They bring a wealth of knowledge to the table in understanding workplace dynamics, organisational structures, policies and procedures which may impact on the issues at hand.

For more information please contact us.