Work community services
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Mediation enhances the work community
Occupational psychologist’s tips for conflict situations in the work community and to support supervisor work
Specialist in the article
Työterveyspsykologi
Revised 10/31/2025
Conflicts in work communities are a significant stress factor, as they consume the resources of both the individual employee and the entire work community. Conflicts and a poor working atmosphere cost workplaces enormous sums of money each year (the Centre for Occupational Safety, 2024). Conflicts affect productivity and increase costs through, for example, sickness-related absences and employee turnover (Pehrman & Poikela, 2015). Costs also arise indirectly: work efficiency decreases when conflicts consume energy, and when communication is dysfunctional, teamwork and decision-making also slow down.
Conflict situations should always be addressed, whether they reflect long-term tensions or are a more acute conflict situation. Addressing the conflicts can create and promote a new kind of discussive and constructive conflict management culture.
It is also worth remembering that conflicts and tensions belong to some extent in all work communities. When people are working together, conflicts can always arise. In addition, several working life trends are affecting in the background. These trends have increased the amount of interaction and work engagement.
What is mediation?
Mediation is a method that supports the operations of organisations in which an impartial mediator helps the parties to a dispute to find peace at work through a separate mediation procedure (Pehrman, 2012). The aim of mediation is to support the restoration of the smooth flow of work through open and reciprocal discussion and to help correct any misunderstandings.
The mediation process is a researched method that includes a separate interview of each party followed by a joint mediation meeting, or sometimes with more than one meeting if the situation so requires. Sometimes peace at work is found during the very first meeting. Mediation can be used to address and resolve challenging and even prolonged conflict situations in work communities, learn new, positive and effective interaction skills and improve the atmosphere in work communities (Lappalainen, 2017). Supporting and instructing the supervisor during the process also plays an important role in the mediation process. Mediation is a separate additional service provided by Mehiläinen's occupational psychologists who have completed mediation training.
Importance of supervisor work in conflict situations
Conflict situations cause sleepless nights not only for the parties involved in the situation, but also for the supervisor. Many supervisors find conflict situations very burdensome and challenging. Many of them feel that they are at the limits of their competence in these situations, and dealing with conflicts takes a lot of time and effort in the everyday work.
However, conflicts are not dangerous. Conflicts should always be addressed and responded to as early as possible in order to prevent the conflict from spiralling into something more challenging. Conflicts should also be addressed, as fair treatment and servant leadership, in particular, promote community spirit. Strengthening the sense of community can increase occupational well-being and work engagement, as well as commitment to the workplace.
Specialist tips to support supervisors in conflict situations:
1
Ask, listen and hear. Take matters seriously. Don't underestimate a conflict, even if it seems small. Even the smallest conflict can deteriorate the flow of work.
2
Remember that even in a conflict situation, there are always two sides to a story. Also discuss the situation with the other party. Listen impartially and actively.
3
Arrange a joint discussion with the parties. This is often enough to clarify mutual cooperation.
4
If you do not know how to proceed in a conflict situation, whether large or small, contact your company’s designated occupational psychologist. Sometimes it is sufficient to discuss how a supervisor should act and behave when dealing with the situation.
