Mediation
What is mediation?
Mediation can quickly become the best thing to happen to your organisation - but what is it and how does it work?
Mediation is a confidential and informal process in which an independent third party helps you to find a way to resolve workplace disputes.
A mediator doesn't take sides or pass judgement on who is right or wrong. Their aim is to encourage open discussion of workplace conflicts in a safe and relaxed environment, and then guide all parties to a mutually agreed resolution.
Mediation can quickly become the best thing to happen to your organisation - but what is it and how does it work?
Mediation is a confidential and informal process in which an independent third party helps you to find a way to resolve workplace disputes.
A mediator doesn't take sides or pass judgement on who is right or wrong. Their aim is to encourage open discussion of workplace conflicts in a safe and relaxed environment, and then guide all parties to a mutually agreed resolution.
Why is mediation effective?
Mediation differs from a formal process because it is voluntary and both parties have to agree to give it a go. If you insitute a formal process then it often forces people to take sides and creates further divisions. Mediation on the other hand, takes the emphasis away from conflict and places it on harmony – that’s why it’s the most effective form of intervention in the early stages of workplace conflict.
What happens during mediation?
Once all the parties involved in your workplace dispute have agreed to mediation, the mediator will usually meet separately with them to get their perspective on the situation.
The mediator will then aim to resolve the conflict by bringing the parties together to discuss the issues constructively. This can take place at your premises or another appropriate place, as long as privacy is maintained.
Although the mediator might make suggestions about how the dispute could be resolved, and help to lead those concerned to their own resolution, she does not tell the parties what to do or give legal advice. Agreement on how to resolve the situation and work together is entirely the decision of the parties involved.
At the end of the process, the mediator will draw up a written agreement for all who are involved. While the details of the mediation are completely confidential, the mediator will let you – the employer – know that the issue has been resolved, or requires further attention. Details of the written agreement can only be shared with the consent of both parties.
Because mediation results in a collaborative solution, its effects are usually long lasting – and bring great benefits to your organisation. Contact us today to learn how we can help you.
Mediation differs from a formal process because it is voluntary and both parties have to agree to give it a go. If you insitute a formal process then it often forces people to take sides and creates further divisions. Mediation on the other hand, takes the emphasis away from conflict and places it on harmony – that’s why it’s the most effective form of intervention in the early stages of workplace conflict.
What happens during mediation?
Once all the parties involved in your workplace dispute have agreed to mediation, the mediator will usually meet separately with them to get their perspective on the situation.
The mediator will then aim to resolve the conflict by bringing the parties together to discuss the issues constructively. This can take place at your premises or another appropriate place, as long as privacy is maintained.
Although the mediator might make suggestions about how the dispute could be resolved, and help to lead those concerned to their own resolution, she does not tell the parties what to do or give legal advice. Agreement on how to resolve the situation and work together is entirely the decision of the parties involved.
At the end of the process, the mediator will draw up a written agreement for all who are involved. While the details of the mediation are completely confidential, the mediator will let you – the employer – know that the issue has been resolved, or requires further attention. Details of the written agreement can only be shared with the consent of both parties.
Because mediation results in a collaborative solution, its effects are usually long lasting – and bring great benefits to your organisation. Contact us today to learn how we can help you.