Conflict in organisations is inevitable. As individuals and groups we have common and conflicting goals, perceptions, objectives, values and backgrounds. Combined with the stress and uncertainty of a fast-changing world, conflict can become commonplace.

Conflict in itself isn’t a bad thing. Rather, it is our response to these differences that can be harmful and waste time and energy, both individually and organisationally.  The consequences of getting conflict wrong for both employees and the health of the organisation can be dire. Most of the time, conflict has an impact on:

 

• Employee wellbeing – with significant impact on mental health, increased absences due to sickness and referrals to occupational health.

 

• Team behaviour and productivity – the ability of a team to set goals and achieve these goals.

     

• Direct costs to organisations – absence and time otherwise absorbed by staff and leadership in conflict results in: productivity costs (lost time); continuity costs (things that aren’t being done because people are distracted by conflict); emotional costs for those directly involved in conflict, but also HR professionals, leaders and managers.

 

Workplace mediation is a flexible, confidential intervention, in which a neutral person actively assists parties in working towards a negotiated agreement. It facilitates the restoration of constructive working relationships, while the parties remain fully in control of the decision and its terms.