“About a month or so ago, my coworker and I had an informal mediation with our company’s organizational ombuds. It was a difficult conversation. My coworker and I brought our issues as well as our vulnerability. We cleared the air and really made an effort to understand each other. I was pleasantly surprised to learn how many of our interests and goals aligned. The organizational ombuds facilitated the conversation, helped us prioritize our discussion items, asked clarifying questions, ensured everyone had an opportunity to fully express themselves and kept the conversation moving forward. Toward the end of the mediation my coworker and I made a variety of agreements that we hoped would improve communication and foster a healthier work environment. Now, a month later, I don’t feel like my coworker is holding up their end of the bargain. What can I do about it?” ~Anonymous Employee
As an organizational ombuds, this is something we hear from time to time. Below are several steps someone might pursue:
- Review the Agreements: While the organizational ombuds does not maintain records related to those who use their services, including mediation, you most likely wrote down the agreements or took a picture if the ombuds captured them for you. Make sure you have a clear understanding of the agreements that were made during the mediation. Perhaps you made an agreement providing how you would address conflict or handle a situation where participants did not follow through with an agreement? If so, start there.
- Communication: Try having a respectful and open conversation with your coworker. Discuss the specific points of the agreement that you feel are not being upheld and seek their perspective. Misunderstandings can sometimes occur, and communication can help clarify expectations. Crucial Conversation’s STATE your path is a terrific resource for framing and initiating this conversation:
- state your intention,
- share two or three facts,
- tell your story and
- use an open-ended question to ask for their perspective.
Doing this in a confident and humble manner allows your coworker to hear your concern and engage in constructive dialogue. There might be additional information or maybe an apology is in order.
- Follow-Up with Ombuds: If the issue persists, you may want to consider reaching out to the ombuds who facilitated the informal mediation. Share your concerns with them and inquire about possible next steps or additional support they can provide.
- Document Everything: Keep a detailed record of any communication or actions related to the agreements. This documentation may be useful if you need to escalate the issue or seek further assistance.
- Escalation: If all else fails, you might need to explore other avenues within your workplace, such as human resources or management. Be sure to follow any company policies or complaint procedures.
Workplace situations can vary, and it’s important to consider the specific resources, policies and procedures in your organization.
What would you add?
By: Elizabeth Hill, Associate Director, University of Colorado Ombuds Office and co-editor of Ombuzz