What is workplace mediation?
Mediation is a confidential process whereby we act as a neutral third party in workplace conflicts or disputes, assisting all parties in reaching a satisfactory outcome.
We provide a structured process that enables everyone involved to identify, consider and discuss their own and each other’s current and future needs. Our approach creates a safe environment where parties can communicate openly and work towards restoring positive working relationships.
Why does mediation work?
Our mediation approach provides parties with a way to address behaviours based on needs and interests, rather than focusing solely on rights.
We facilitate an environment where each person can hear the other’s perspective in a non-judgmental, non-fact-finding setting, allowing everyone to have their views and feelings recognised and acknowledged. We create space for individuals to express themselves fully, be heard, and develop mutual understanding. Often, this process reveals that a simple apology is all that’s needed.
We encourage individuals to take ownership and develop their own solutions. This approach typically produces more satisfactory and lasting resolutions, as the parties themselves reach the agreement with nothing forced upon them. Our process is future-focused; we guide participants away from dwelling on past issues and help them look forward constructively.
What are the benefits to your company?
Our mediation service has been shown to reduce levels of grievances that might otherwise lead to tribunals, providing a far more cost-effective solution than the employment tribunal process, which can involve substantial financial costs to both the organisation and individuals, as well as non-financial burdens.
According to a recent Conflict Management survey report, the main benefit of using our mediation services is improving relationships between individuals, cited by 80% of respondents, reducing or eliminating the stress involved in more formal processes (64%) and avoiding the costs involved in defending employment tribunal claims (52%).
The CIPD survey also identified other common benefits include:
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63% of respondents were able to retain valuable employees
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57% of respondents reduced the number of formal grievances raised
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55% of respondents created an organisational culture that focuses on managing and developing people
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33% of respondents reduced sickness absence
Workplace conflict – what are the organisational costs?
The following are some of the costs associated with workplace conflicts:
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Legal Risks
The risk of time-consuming formal proceedings, such as grievances and employment tribunal claims.
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Turnover Costs
Staff turnover, re-recruitment and re-training costs, where conflict leads to the departure of those affected.
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Team Friction
Poor working relationships within the teams affected.
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Absenteeism Impact
Sickness absence costs as the individuals concerned take time off to deal personally with the effects of the conflict.
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Low Morale -
Lower staff morale leads to less commitment to exerting discretionary effort, leading to lower productivity.
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Blame Culture
The potential for a blame culture to develop, rather than one focused on innovation.
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Management Distraction -
Management time is being diverted to dealing with the conflict instead of focusing on managing the business.
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Goal Misalignment
Loss of focus on corporate goals and common objectives as people are distracted by the disagreement.
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Reputation Damage
The employer’s external reputation could be compromised.
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