Mediation in the Workplace
Effective Mediation Services
The cost effective way to resolve:
- workplace disputes,
- avoid unnecessary escalation, and
- restore workplace relations.
Our team of accredited mediators are experienced in:
- employee mediation,
- team mediation,
- pre and post mediation coaching and support, and
- delivering tailored workshops on managing conflict.
Call now on 01303 230496 to arrange your complimentary, obligation-free consultation to assess your needs.
Mediation is an informal process facilitated by an impartial qualified mediator where two or more parties, who have been experiencing conflict, jointly attempt to reach an agreement that is fair and workable. The parties determine the outcome and decide the terms of any agreement.
Mediation works by:
- Offering the parties safe, confidential and impartial support when seeking a solution to their differences.
- Allowing empathy and understanding to develop.
- Encouraging open communication and building relationships.
- Supporting the parties to develop skills and strategies for resolving issues themselves for the future.
What Are The Benefits?
Mediation is voluntary, confidential and impartial. It empowers the parties to resolve their conflict themselves.
Mediation is a joint problem solving process where the parties aim to reach a fair and satisfactory agreement. The mediator does not impose a solution.
Mediation can address organisational issues and conflicts and can restore good working relations. It can also address business or organisational processes where these have a bearing on the issues at hand.
Mediation is an informal, cost effective and speedy solution to workplace conflict.
The Mediation Process
Mediation is a structured process however it allows flexibility and each mediation tends to develop its own natural flow.
Issues, interests and mutual needs are explored. Each of the parties has the opportunity to tell their story and listen to the other party's account. Mutual understanding is developed, future behaviours are identified and, where appropriate, an agreement is reached to achieve a lasting solution.
The mediator often holds separate discussions with the parties involved. This may happen prior to mediation and on the mediation day itself. On the mediation day, the parties normally progress through a series of one to one meetings with a mediator and at appropriate times when parties are ready, a joint meeting will be held.
The parties will have an opportunity to discuss the situation confidentially. The mediator will encourage the parties to 'future focus' and think about how the situation might be improved.
The parties will be supported while they attempt to reach an agreement. If an agreement is reached, and put in writing, a copy will be prepared and signed. The agreement, whether written or verbal, will be morally binding.
Ground rules for participating in the joint meeting will be agreed at the beginning. Where appropriate, parties may be asked to sign a brief agreement to mediate document before the mediation gets under way.
Mediation is a confidential process. Confidential information and proposals expressed in private discussions with the mediator will not be disclosed to the other party without express consent.
The content of joint discussions will remain confidential between the parties and are not shared with colleagues or managers unless all parties expressly agree.
Any agreement reached is not disclosed to a third party without the express consent of the parties.
Mediation is a process conducted without prejudice. It does not affect statutory rights.
The Role of the Mediator
The mediator is impartial and independent and will not impose any decisions.
- The mediator will guide and facilitate the process and help the parties to identify and clarify the issues.
- The mediator may at times ask challenging questions, may act as devil's advocate and may invite parties to explore creative options.
- The mediator will assist the parties to focus on the future and reach an agreement.