Organisations will face an increasing number of disputes as hybrid work models are adopted. Finding a balance between flexibility and efficiency is difficult. Employees want flexibility while employers are looking for efficiency. A properly handled mediation can prevent misunderstandings from becoming organisational discord and foster a harmonious, productive workplace.
There can be disagreements over the requirements for office attendance, workload distribution, communication standards, and perceived benefits or disadvantages to working remotely. Effective mediation is crucial to prevent workplace conflicts from affecting morale or collaboration, whether tensions arise between team members or employees and their managers. For Workplace mediation, contact //risehr.co.uk/services/workplace-mediation/
Understanding Tension: The Root Causes
Conflicts in the workplace over flexible scheduling are often a result of a combination of personal preferences and expectations, as well as misunderstandings. Employees who are used to working remotely may become frustrated by the requirement of office attendance. They may cite productivity concerns or their personal circumstances. Some employees may feel isolated from their team when remote colleagues are not available or unresponsive.
Managers may find it difficult to oversee performance when certain team members are not visible. Some managers worry about a decrease in team cohesion, or that reduced visibility will lead to a reduction in accountability. Businesses also have to deal with fairness, ensuring policies are able to accommodate different employee needs while not creating perceived or real inequalities.
Hybrid work isn’t a solution that fits all. Different roles, personalities and organisational culture require tailored approaches. In this context, resolving conflict requires a nuanced approach that takes into account both the individual perspective and broader business goals.
