Workplace conflicts are inevitable, be they employee grouses, union grievances, tiffs between co-workers or even customers. Disagreements affect employee morale and work performance.
Managed well, conflicts could open up a channel for people to air their grievances, positive changes and, ultimately, an end to the discord. Unresolved, unhappiness festers, souring relationships. Bad blood leads to face-offs or cold wars (read: lower productivity) affecting the entire organisation.
More employers are beginning to realise the benefits and cost savings of building a dispute resolution system into their organisation. Using mediation to end disagreements enables early settlement and avoids costly and lengthy law suits.
Does your organisation have a dispute resolution system in place?
A dispute resolution system (DRS) will address your potential workplace skirmishes quickly and efficiently, preventing them from spiralling out of control.
Typically, a DRS has 3 parts: a supporting infrastructure, training and neutral third-party intervention.
A supporting infrastructure refers to an organisation’s internal processes to support, evaluate and manage the DRS.
A well-designed system has buy-in from everyone from staff members to senior management.
Employees should be trained in strategic conflict management. So they can better understand and cope with conflict, and know how to end them.
Staff members who have a natural flair for ironing out rough patches can be groomed to be in-house mediators. They should be good listeners, fair and act as neutral go-betweens when settling differences.
SMC consults for both local and foreign organisations that want to put in place an in-house conflict resolution structure. We are experienced in setting up mediation units and centres around the region, and can customise a dispute resolution framework to suit your needs.