s conflict decimating morale, health & productivity at work?

Are key members of staff ready to leave or take legal action?

Does it feel like there’s no solution & things are escalating out of control?

Mediation provides the process to navigate even the most entrenched of conflicts. Based on the principle of collaborative problem solving, with a focus on the future & rebuilding relationships rather than apportioning blame.

With strictly enforced ground rules of respect, confidentiality & active listening, even the most hostile of parties can begin to better understand the impact the conflict has had on the other & the needs to be met if resolution is to be achieved.

Use of mediation was reported to completely resolve issues in 49% of cases & completely or partly resolve issues in 89%

While in only 16% of cases was mediation used AFTER an actual or threatened tribunal claim, in 9% of those instances a claim was withdrawn .

Of those that had used mediation, 99% agreed that it was a good tool for resolving workplace disputes.

Mediation The Mediator The Benefits
Confidential Impartial De-escalates tensions fast
Voluntary Non-judgemental Confidentiality promotes greater openness & understanding
Informal Facilitates Parties speak uninterrupted
Respectful Safeguards ground rules Parties develop own solutions
Safe Promotes active listening Parties have ownership & control
Solution focussed Helps clarify needs Lasting SMART agreements
Future focussed Supports creative problem solving Parties learn skills to manage future conflict
Managers feel supported Resolution Specialist Fast efficient & cost effective

How does the Mediation process work?

  • I day per 2 Parties, off-site or out of normal environment
  • Separate meetings, 121 coaching, joint meeting, problem solving and action planning
  • Mediation empowers Parties by:
    – Enabling them to vent feelings & be heard without interruption
    – Coaching for clarity of needs & goals
    – Allowing the Parties to generate their own solution
    – Teaching Parties how to communicate better & resolve their own disputes going forwardthe content

Confidential, impartial, non-judgemental – the Mediator owns the process the Parties own.

In over 90% of cases the outcome of mediation is a written agreement to manage areas of dispute which is then shared with HR. However, Mediation is a voluntary process & parties may leave at any point before resolution. In addition they may prefer to keep a full or partial agreement confidential between themselves rather than share it with HR. The Mediator can tell HR if an agreement was reached or not but is otherwise led by the parties’ wishes regarding confidentiality.

Mediation is appropriate across a wide range of issues including:

  • relationship breakdown
  • personality clashes
  • communication problems
  • perceived bullying, harassment & discrimination
  • where a manager lacks the skills or confidence to deal with the issue or could be perceived as biased

Between a range of relationships:

  • colleagues at the same level or job
  • line manager & report
  • across teams
  • between Unions & Management

At different stages of conflict:

  • to avoid formal grievance proceeding or tribunals
  • as part of the formal grievance procedures
  • to rebuild relationships after the internal process is completed