Early, Informal Conflict Resolution
Any successful conflict management program focuses on early and informal resolution of workplace conflict.
Often such resolution involves facilitating open, direct discussion between those employees who are directly involved in the conflict. Through this discussion, the employees arrive at a mutually acceptable resolution.
With team-based conflict, it is often necessary to assemble the group to have a "safe" discussion with a third party to ensure concerns are aired in a respectful and balanced manner.
To assist with this, Marli can:
- Act as a third party mediator to support employees in having confidential and respectful discussions and help guide them toward an early, effective and practical resolution; or
- Coach managers, supervisors and union representatives on how to facilitate this process directly (either as mediators or as "supports" during the mediation).
In circumstances where a team is involved in the dysfunction, Marli can facilitate a meeting to help manage the discussions and assist individuals in the resolution of their ongoing issues. The "team" may be a group of employees, managers, Board members or union officials.
In circumstances where conflict cannot be resolved informally, formal workplace investigations must be conducted.
Following such investigations, all employees, including "bystanders", must learn to work together and overcome the rumours, gossip, "camps" and other issues that commonly arise as part of conflict or during the course of the its "resolution", either through a formal investigation or litigation.
Marli offers mediations, facilitations and team building sessions to assist with the resolution of post-investigation issues, including return-to-work plans, restoration of team harmony and development of "conflict prevention" protocols.