Are you part of an in-house HR team frustrated by the challenges of resolving internal conflicts? If so, you’re not alone.
Internal conflict resolution can hit a snag for various reasons but fear not! Here are some common hurdles and ways to overcome them:
1. Lack of Participation: Sometimes, parties may be reluctant to fully engage in a process to resolve the conflict, hindering progress. Try and encourage open communication and suggest mediation, emphasising the benefits. Remember that participating in mediation is entirely voluntary and no one should be forced into it. I’m always happy to have an informal chat with anyone who is unsure if they want to participate.
2. Imbalance of Power: In certain cases, there may be an imbalance of power between parties, affecting the dynamics when trying to resolve internally. A skilled mediator can mitigate this by creating a safe and unbiased space for all involved however it might make people reluctant to start so reassuring people that it is a safe space will really help.
3. Inadequate Preparation: Insufficient preparation by both parties can impede the effectiveness of any informal internal process. Encouraging parties to come prepared with their concerns and desired outcomes is essential. As a mediator I make sure I am clear on what the issues are, how it has impacted them, what their needs and goals are so I can help facilitate a positive outcome.
4. Lingering Resentment: If conflicts have been ongoing, deep-rooted resentment may persist despite best efforts (another reason why mediation should be a first resort and not a last resort). Regular follow-ups and continued support may be necessary to address any lingering issues. It is sometimes helpful to encourage the parties to share their agreement with a trusted manager, for example in HR, so that they can offer inhouse, onsite support ongoing to ensure their agreement is kept to.
5. Miscommunication: Misunderstandings usually occur during an escalating conflict. Active listening and clear communication can help prevent misinterpretations and facilitate meaningful dialogue. I always find it helpful to summarise at regular intervals to check that we are all clear on what is being discussed.
6. Lack of Closure: Some internal grievance processes may not result in a clear resolution, leaving parties feeling unsatisfied. During mediation, we explore alternative approaches or best-case alternatives to an agreement where these might be appropriate, as well as discussing what the worst-case scenario will be if they don’t reach an agreement.
Recognising these challenges underscores the importance of a seasoned, neutral mediator. Internal processes hold value, but an external mediator can deftly navigate these complexities.
Remember, you don’t have to navigate these choppy waters alone. Let me be your resolution partner. Reach out and I can help!