Mediation

Conflict resolution in the workplace: professional, supportive, confidential

Workplace mediation is a process by which a trained mediator helps colleagues in dispute talk openly to each other about their conflict, and work out an agreement about how they will work together from now on. It is especially useful when emotions or tensions are getting in the way of moving on.

Mediation can be helpful whether the conflict or dispute is recent, or when it has been around for a long time, even for several years.

It is the staff involved in the mediation, not the mediator, who decide on the terms of any agreement that the mediation process produces. The mediation process is voluntary and confidential throughout. The outcome of mediation is often an agreement which focuses on improving relationships and conflict resolution.

Mediation can only be used where both parties in dispute agree to mediation and want the conversation to be and remain confidential.

my mediation APPROACH and experience

I have 10 years’ experience of working as a workplace mediator, and have conducted workplace meditations with staff at all levels, including senior level.

I am particularly interested in the potential for emotional containment to be a catalyst for unlocking interpersonal conflicts that feel intransigent to one or both parties. My qualifications from the Tavistock Clinic and Tavistock Institute heavily inform my mediation style, which emphasises confidentiality in order to maintain an emotionally containing space in which parties feel safe to honestly disclose how they feel, and are able to surface feelings that might not initially seem part of the problem.

I qualified as a workplace mediator in 2010 with Globis Mediation Group.

Mediation is particularly appropriate when…

Staff want or need to improve or rebuild a working relationship
One or both staff members are unable or unwilling to work together on the problem, or agree workable solutions, without the help of a third party
Emotions or tensions are getting in the way of sorting things out
The staff members' actions are involving others either directly or indirectly
One or both staff members wish to avoid formal proceedings, or are at least willing to try an alternative to formal proceedings

key characteristics of Workplace mediation

It can happen at any time and formal policies and processes will be put on hold by the Employer for the duration of the mediation

It is informal, confidential and without prejudice (the details of the mediation cannot be used in future procedures e.g. a grievance or harassment case)
It is entirely voluntary
Parties can end the mediation at any stage

Aims of mediation

To resolve disputes at an early stage and reach more satisfactory outcomes
To provide a genuine alternative to employees in dispute outside formal procedures, where the resolution is achieved quickly through a facilitated confidential conversation
To provide employees with a route of dealing with conflict at an early stage to avoid stress, absence and other issues, while retaining valuable staff

format and delivery

Mediation can be delivered face-to-face or virtually via Zoom. A face-to-face mediation process normally involves a full 7-hour day of participation by both parties, comprising a combination of joint and separate meetings with me. A virtual delivery involves the same 7 hours of contact for both parties, also comprised of joint and separate meetings with me, but sessions are usually spread over a couple of days to keep screen time manageable.

Please contact me to discuss a mediation process for your organisation, and for my fees.