Process Features and Outcome Requirements
What? Workplace disputes & grievances happen. It’s a human thing that occurs due to: circumstances, culture, personality differences, behavioural issues, lack of organisational clarity and discipline, management deficiencies, and many other factors.
Why? Workplace disputes & grievances require careful and effective handling, because the individuals involved need to be able to continue to work together.
How? The process needs to be: confidential, empathic & sensitive, objective, authoritative and constructive. In other words, you need everyone to get back to work as quickly as possible, satisfied that they’ve been heard and the problem is being dealt with, as quickly and cheaply as possible.
Resolved by Agreement: (1) SODR;
(2) Facilitation or Mediation.
The process is highly inclusive, so it can help to repair, strengthen and re-focus damaged workplace relationships, as it works through issues in dispute. SODR will provide a final outcome. Facilitation and Mediation? Not so much.
Resolved by Decision: (1) SODR.
(2) Independent Decision or Expert Determination.
SODR can move from being facilitative to decisional, so it can address both human and workplace issues with authority.
Other decisional processes will achieve final and binding outcomes efficiently, but tend to focus on rules and policies, rather than human relations. They are therefore much less cathartic for ongoing relationship dynamics.