Why Mediate?

"The principle of Win/Win is fundamental to success in all our interactions." (Stephen Covey, the author of The 7 Habits of Highly Effective People)

Workplace mediation is most appropriate for resolving interpersonal issues between two or more colleagues, or a manager and their team, in the following areas: 

  • Interpersonal conflict
  • Personality clashes
  • "Blame games"
  • Misunderstandings
  • Power struggles
  • Poor communication
  • Minor incidents of harassment, bullying or discrimination
  • Early stages of disciplinary and grievance procedures
  • Following formal investigations where no fault or insufficient evidence has been found

Benefits to Individuals

Compared to other forms of conflict resolution in the workplace, mediation has the following advantages for the individual disputants:

  • Helps avoid lengthy formal procedures and investigations
  • Reduces stress and anxiety
  • No blame or judgement
  • Confidential and safe process
  • Disputants are in control of the outcome
  • Encourages win/win solutions
  • Helps improve problem-solving and communication skills

Benefits to Team/Organisation

The disputants' team and organisation as a whole can benefit from the use of independent mediation in the following ways:

  • Cost- and time-effective
  • Reduces sickness and absence
  • Can be set up promptly
  • Recudes complaints, grievances and litigation
  • Helps retain experienced staff
  • Improves employee morale
  • Enhances communication within the team
  • Improves work quality and productivity
  • Enhances creativity and problem solving
  • Helps maintan and enhance the reputation of the employer
  • Retains the option for formal procedures where required

When mediation is not the best option

Mediation may not be appropriate in certain circumstances, including:

  • Serious harassment, discrimination or bullying incidents where criminal charges may be brought
  • When one or more disputants are unwilling to mediate
  • Where organisational/structural issues over which the disputants have no control are the main cause for conflict
  • While formal disciplinary/grievance procedures are taking place (though Mediation can be suitable in the early stages of personnel procedures and following formal investigation where no fault or insufficient evidence has been found)

I you want to discuss your requirements in relation to workplace conflict resolution, contact us for a FREE initial consultation/assessment.