Intuitively, mediation is ‘a good thing’ – an alternative to lengthy and distressing formal processes, and potentially a lever for behavioural change.
Many organisation’s business cases for introducing mediation are based on these qualitative benefits of mediation, but do not include a robust cost-benefit analysis. Given the increasing budgetary constraints on employers, this lack of financial analysis could present a risk to the sustainability of a mediation service.
Many organisations believe that mediation will save money, but are not able to calculate the financial value of the service. Don’t be one of them!
There are many benefits to offering mediation in the workplace, over and above your duty of care to get people in distress and conflict, back to working peacefully together.
The typical benefits you should realise from an in-house mediation service
- Fewer formal complaints
- Improved alignment between your values and people’s behaviours
- Fewer and shorter instances of conflict-related absences.
- A ‘constructive conversation’ culture where managers and employees are more accountable and responsible
- Increased HR focus on strategic functions as they spend less time managing and resolving disputes.
But how can you evidence this?
Make the business case for your organisation by completing a Conflict Profile which will show where you should expect mediation to make a positive impact, and the financial gains that would result.