We offer workplace mediation, using qualified mediators to reduce disputes. Mediation helps minimise the risk of defending a tribunal claim and the unnecessary cost of diverted management time. Here’s where we think the cost of conflict is shown on an organisation
- HR and Management time
- Legal fees and employment tribunal claims
- Low productivity and absenteeism
- Staff turnover and recruitment
Mediation is a process where an independent third party (the mediator) helps two or more employees. The employees in conflict (the parties) talk about their situation and exchange their concerns and work towards their resolution. Mediation is flexible and can be tailored to the specific circumstances that best suit the parties.
What happens in mediation?
On the day itself both parties spend time in the first part of the day with the mediator individually. Each will have an opportunity to talk about their situation and what they hope to achieve from coming to mediation. In the afternoon the parties come together to discuss their situation.
Both parties will have the opportunity to explain their feelings and the outcome they would like without any interruption. Then there will be an open discussion between the two parties. The aim is for the parties to reach a written agreement. This will identify what they will do differently and how they will work together in the future.
What’s the role of the mediator? Firstly the mediators are there to help facilitate the process of the mediation. They do this by providing a safe space. This is so the parties can discuss their concerns and by helping the parties focus on key issues and hoped for outcomes. Mediators are completely impartial. Its important to note, they are not interested in blaming individuals for what has happened but in looking for a way forward. Lastly the mediators are entirely neutral and are not there to act as a judge or take sides; their role is to facilitate the process not the outcome.
Does mediation work?
All that is needed for mediation to work is a genuine desire of the parties to be involved in a dispute to want to settle their differences supported by the facilitation skills of the mediation.
When conflict is managed badly or avoided it can and does lead to resentment and poor workplace relationships. Left unresolved there is a strong likelihood that the issues will come up again. Bad feelings held by both parties in conflict can lead to the sabotage of person’s goals and ultimately the organisations aims and objectives.
Mediation is fast and effective and can help save on long term costs. By finding a resolution through mediation your organisation can increase performance of employees. Mediation is a voluntary, confidential and impartial which can help empower employees to resolve workplace conflict.
What types of issues are suitable for mediation?
Mediation is particularly useful in the following areas:
- Issues that the parties involved in have the power to resolve
- Specific complaints about behaviours
- There has been a breakdown in the relationship and communication
- Conflict that has resulted in allegation and counter allegation
- Normal management intervention will not resolve the issue
- The parties involved will not speak face-to-face but would be prepared to do so with impartial external help
- Issues that affect the future relationship of the parties
- Restore effective working relationship following a formal grievance
The above is not an exhaustive list. If you’re uncertain of whether your case is suitable for mediation contact us with your case.