Harassment, vilification and intimidation in the workplace continues to be an issue that requires urgent action from all stakeholders.
While the subject might have once been considered taboo in past generations, thankfully attitudes have changed and action is being taken.
However, there are still circumstances whereby victims are fearful to come forward and have their voices heard.
With bullying at work mediation practices, participants are able to engage professional services that take their claims seriously and work to find a suitable solution for the problem at hand.
Here we will outline the value of this exercise and discuss key facts about the process.
Offering a Confidential & Open Environment
Anything that is mentioned within the space of a bullying in the workplace mediation session is kept entirely confidential. Nothing discussed can be used for litigation purposes, empowering participants to voice their concerns, air their grievances and detail their account of events in a private context. When employees and/or employers are brought to the table without this independent presence, there is often a fear of holding counsel and avoiding embarrassment or punishment. That is not the situation when this process begins in earnest for bullying in the workplace mediation.
Underlining the Impacts of Workplace Bullying
The capacity to stop and consider the impacts of harassment can be enough to help make a change. That might sound like a token gesture, but professionals who oversee bullying in the workplace mediation clearly communicate how damaging these actions can be on all parties. From added levels of stress and anxiety to depression, sleep troubles, anger, relationship issues and beyond, these problems can create a toxic atmosphere where confidence levels and wellbeing is adversely impacted. This is not even to touch on productivity in the workplace which, on a surface level, impacts the bottom line for the business as well. The ability to even contemplate another person’s feelings and point of view in a safe environment can be enough to change attitudes and behaviours.
Practice Managed By Impartial Parties
One of the common fears that an employee or group of employees can have when addressing such a concern is addressing the matter to a party that has a conflict of interest. Whether they have a friendship that could impact on their ruling or a financial incentive to preference one party’s claims over another, there can be a compromised scenario that damages the internal process. By calling upon bullying in the workplace mediation professionals, participants will have peace of mind understanding that the operators overseeing the case are entirely impartial.
No Artificially Imposed Agreements
If there is a party who does not voluntarily agree to a set of terms moving forward, then they are not forced into such a position when engaging bullying in the workplace mediation practices. This is a purely voluntary environment where participants are able to be involved or leave off their own accord. Ideally a resolution is found, but no one has to sign any documentation or shake hands if they believe their voices were not heard and suitable action was not taken.
Reaching a Suitable Outcome
There are certain situations where bullying in the workplace mediation is not the best solution. If there are inherent organisational issues, people are disinterested in the process or there is a mental health concern where attending these sessions will add further damage, then alternative measures will be sought. However, in a majority of situations these exercises help to reach a suitable outcome. This will arrive in the form of allowing all parties discuss the issue openly on their own time, showcase a willingness to listen to their concerns, to show a humility and a desire to move forward and work together.