There can be many causes of conflict in the workplace.  A few them include:

            ●  bullying and harassment;

            ●  unfair treatment;

●  unclear job responsibilities and   expectations;

●  insufficient training;

●  an increase in the workload;

●  lack of appreciation or recognition;

●  poor communication; and,

●  personality differences.

Many conflicts can be managed or resolved, especially if they are recognized and addressed early.

So why do so many disputes in the workplace go unaddressed?

• It can seem, and actually be easier to avoid issues that are negatively affecting the workplace.
• If you’re a manager or run the company, ignoring certain problems may have little direct impact you.  If your employees don’t get along, but you don’t spend much time in the office with them, their conflict may not fully register for you.  It may be a case of ‘out of sight, out of mind’.
• You may be aware of conflict, but feel that managing it doesn’t warrant your time or attention.
• You may avoid conflict because you yourself are not comfortable with conflict and anger.  Many of us aren’t.
• You may feel that dealing with conflict is not part of your job.
• You may feel that a certain amount of conflict is unavoidable, and consider its presence as a natural part and cost of doing business.
• You may not know how to constructively address conflict.  Most people don’t.

Even those managers and business owners who are willing and skilled at managing disputes will not get far in certain instances.  For example, situations where, for whatever reason, employees won’t fully discuss matters with someone higher up in the company. 

But, those same workers may talk about the issues with an outside party – a mediator – who will keep all conversations confidential. 

In mediation, all the parties have a chance to talk.  The mediator helps participants to listen to and better understand one another.  Being heard – and knowing that they are being heard (and without judgement) – is usually a crucial step for parties along the way to working out disputes.

Workers may learn that they share more common ground than they had realized.  Often able to identify problems and knowing how they would like future interactions to be different, employees can come up with practical ways of working together, where both (all) of them can feel more respected.

Learn more. 

Contact me. 



Image courtesy of stockimages at FreeDigitalPhotos.net

When there are disagreements, it is important for the disputants to be heard, and without judgement.  

In mediation, all of the parties have a chance to talk.

Not dealing with conflict comes with costs, such as: 

• Dissatisfied and demoralized employees;
• Dissatisfied customers and vendors, unhappy after dealing with these employees;
• Lower productivity;
• Lower revenues;
• Diminished employee loyalty;
• A damaged reputation;
• Complaints and expensive lawsuits;
• Stress related health issues;
• Greater absenteeism;
• Higher turnover;
• Damaged office equipment; and
• Violence.

Learn more.

Contact me.