Facilitation in the workplace
If a workplace issue is affecting you and many of your co-workers, facilitation can help. At facilitation, everyone can share their thoughts and suggest solutions in a fair and balanced way.
Workplace facilitation can also help the decision-makers:
- gather information about the issue
- find a solution that works for everyone.
A facilitator is a trained, neutral person who guides people through the process and keeps the discussion on track.
The facilitator manages the process so the group can focus on the discussion and important issues.
Difference between facilitation and mediation
Mediation usually involves disputes between individuals or an individual and an organisation.
In contrast, facilitation usually involves larger disputes with several parties. This could be an organisation, a department or an entire community.
Organisations may use facilitation to discuss major changes. A neutral facilitator can guide the discussion or help manage a situation to prevent future disputes.
Read more about mediation in the workplace.
When facilitation is suitable
Facilitation is useful for:
- environmental disputes involving government authorities, conservationists, and industry representatives
- workplace planning
- meetings between agencies
- policy consultations between the government and community or special-interest groups.
There’s usually a fee for this service. To find out more, contact your local Dispute Resolution Centre.
Benefits of facilitation
Facilitation can:
- increase the chance that all voices will be heard
- reduce manipulation, bragging or bullying
- enable everyone to hear about the costs and benefits of alternatives and the interests to be considered
- make it more likely that the outcome will be acceptable, and that decisions will be implemented.
For managers and other decision-makers, facilitation can:
- show they are committed to a more open and consultative decision-making process
- build goodwill
- improve the credibility of the agency that arranged the facilitation
- strengthen stakeholder commitment to the process
- allow them (or their agency) to freely participate in discussions and decisions with the group
- increase the chance that participants will feel satisfied with how the outcome is reached.
Confidentiality
The people involved will decide what to keep confidential. When large groups of people and public issues are involved, complete confidentiality may not be possible.
However, facilitators take an oath not to discuss the issues or the facilitation with anyone.
Arranging facilitation
To get a facilitator’s help, a manager or human resource management unit can contact us to discuss how we can best assist them.
The facilitator starts by designing a process to help all interested parties establish a common goal and work constructively towards it. Then they guide the participants through the process.
If you have a dispute that might be suitable for facilitation, contact your local Dispute Resolution Centre to discuss your situation.