We've written before on the benefits of workplace mediation. I still believe them to be true. But two items entered my stage in the last week that causes further reflection.
First, a blog post by Yusuf Salwati at IT Knowledge Exchange notes that "communication is the best conflict resolution method". Clogged communication channels are the cause for most conflicts in the workplace, including management not willing to listen (or too busy to listen) and employees not willing to come forward to express their concerns. The author suggests that employers should talk to employees and make sure that employees are not holding something back.
Second, I received a call from a prospective client about an employment-related issue. I asked if the company had an internal dispute-resolution program, the caller said "yes". He also said that there was a perception that if an employee initiated the program, that was viewed by employees as a death sentence. Using the internal ADR procedure was viewed as a quick trip to the unemployment line.
This is unfortunate.
If an employer is going to go to the trouble of implementing an ADR program, it ought to support those who want to use it. Employees need to know that the use of ADR isn't the first step to dismissal, but is, instead, the first step to greater understanding and communication. And employers ought to recognize that they can obtain good intelligence about policies, procedures, and people that can be used to improve the bottom line and company morale.
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