Increasingly HR Managers are using mediation (with internal peer panels and with external professional mediators) to stay on top of workplace conflict. The benefits of a mediation program are many:
- a fair, flexible and fast way to handle employee disputes,
- significant cost savings,
- higher productivity,
- improved worker morale,
- lower turnover and absenteeism,
- accessible and user friendly,
- increased confidence in management,
- improved communication.
- intergration with investigation procedures,
- voluntary or mandatory participation,
- privacy and confidentiality,
- impartiality of mediators,
- qualifications and training,
- accompaniment and representation,
- disclosure of information,
- selection of mediators,
- collective bargaining agreements,
- retaliation,
- diversity,
- philosophy.
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Reasons to Implement a Mediaiton Program |
| A mediation program may be the solution for your organization if
- you are concerned about the costs of unmanaged workplace conflict,
- you are required by law or directive to develop a conflict management system,
- you are currently dealing with a "workplace conflict crisis" that has the potential for negative publicity,
- you are committed to tapping the full potential of conflict for constructive change.
Workplace Conflict: Facts and Figures
It is estimated that 30% of a managers time is spent dealing with conflict, and that Fortune 500 company executives are involved in litigation related activity 20% of their time. Turnover costs are anywhere between 75% and 150% of an employee's annual salary. Click here to get the latest facts and figures on the cost of conflict and what organizations are doing to reduce litigation and other expenses.
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