Build Workplace Relationships through Restorative Practices

Workplaces are complex and dynamic communities and experience all the highs and lows of any system of relationships. In theory, we should deal with disputes informally but approaching those who have made us feel uncomfortable may be a stressful experience and hence not generally adhered to in practice. Although we may spend more time with colleagues instead of family members and loved ones, the strength of the relationships is typically weaker and less of a priority, making it more tense and difficult to deal with such situations directly. So we typically talk to others rather than confront the ‘offender’.

As we avoid engaging, we start to resent each other and drift apart. We look for and find annoying, unhelpful and even threatening behaviour in the other party. Eventually, what might have been dealt with as a low-level disagreement escalates into a dispute or conflict. Just about any workplace will have an employee handbook or manual which spells out the dos and don’ts, expected norms, ground rules and guidelines that an employee is expected to adhere to while he or she is part of the team. If there was any deviation, violation, or contravention then the typical action by the organization is a message from or meeting with a higher authority to be informed of the inappropriate act, together with a sanction, warning or even dismissal if the event was serious enough.

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