What is workplace mediation?
Mediation is a process in which disputing parties seek to improve understanding and build an agreement to resolve their differences with the assistance of a trained mediator acting as an impartial third party.
Workplace mediation is a completely voluntary and confidential form of alternative dispute resolution.
It involves an independent, impartial person helping two or more parties hear each other’s perspectives with the aim of reaching a solution that’s acceptable to everyone.
The mediator helps the parties to explore issues and helps them negotiate ways of working together and moving forward.
In the workplace, relationship breakdown is at the heart of many disputes and using mediation in these situations can be very beneficial.

What are the benefits of workplace mediation?
Mediation can be an efficient and cost-effective way of dealing with employment problems like this, whereas employment tribunals or court proceedings can be time-consuming, expensive and stressful. Mediation offers a pragmatic alternative.

When should we use workplace mediation?
Mediation can be used to resolve a variety of workplace disputes. It can be helpful in cases where there is a dispute between employees who are willing to try and resolve their differences.
It can also be used in the early stages of employee grievances or potential disciplinaries to help promote resolutions without the need for formal action or as a formal follow-up to formal proceedings.
Mediation can be particularly helpful where the aim is that the employment relationship should continue, as the parties will want to ensure there is an improved working relationship moving forward.

What outcomes should we expect from a mediation?
At end of the mediation process our aim would be to enable the participants to agree to a behavioural agreement. This agreement is developed from their own ideas.
Once the agreement has been signed a programme of support will be agreed.
This typically involves a mediation champion from within your organisation and further input from the mediator. This will involve meeting participants to discuss progress.

What is the typical mediation process?
Once the need for mediation has been agreed the mediation follows the process outlined below:
Stage I
The mediator meets with each participant individually.
The aim of each individual meeting is to:
– explain how the mediation process works
– enables each participant to build trust and rapport with the mediator
– provides an understanding of the issue from each individual perspective
– explores ways of resolving the issues
Stage II
If participants are happy to proceed a joint meeting of all parties is held.
The aim of the meeting is to:
– clarify the issues
– work towards developing an agreement that addresses the issues
At start of the meeting each participant is given the opportunity to speak without being interrupted about the situation from their perspective.
There is then a discussion about each of the issues identified and ways to resolve them.
If successful, the meeting ends with a presentation of the agreement to the mediation champion.
Stage III
Follow-up meetings are held to support the participants implement the agreement.

What if I have a compliant about a mediation?
We aim to achieve the Scottish Mediation standards for mediation. If for any reason you think that we have failed to meet those standards please follow our complaints procedure by clicking on the link.

About Facilitating Change:
Our Managing Director, Chris Whitehead, has a number of years’ experience mediating conflict in the workplace in a number of different settings. He is a Scottish Mediation Registered Mediator.

Contact Us:
If you would like any further information or would like to discuss a potential case in confidence, please do not hesitate to give one of the team. Contact details.

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