Workplace Mediation

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Why use workplace mediation?

Working relationships can provide people with a real sense of belonging, of being valued and purposeful, they can make work more fun and engaging. People invest a lot of time and energy in their jobs and careers, so when important working relationships take a bad turn people can feel anxious, excluded, unfairly treated or angry. People may start to think in terms of 'fight or flight', this has a negative impact on the work they do and the other people around them, who may feel the need to take sides. Mediators step into that space, explore the reasons for the conflict and facilitate resolution.

By using mediation as means of dispute resolution the organisation demonstrates to any legal process that they have taken reasonable and necessary steps to avoid conflict escalation.

Also, Mediation works. 

It is fast, effective and far cheaper than the alternatives such as tribunal claims or dismissal and recruitment costs.

It allows people to repair their relationships whilst maintaining dignity and pride. It enables people to voice their opinions and be truly heard by the other party. It is future focussed and positively framed.

Mediation demonstrates to employees that the organisations seeks fair solutions and treats it's people equally and as adults, which has a positive impact on culture and engagement.

Examples of where mediation can help:

• Peer relationships which are fraught with poor communication, underlying negative emotions, misunderstandings, or a sense of unfairness. We hear people comment on how a peer 'always gets away with things' or 'didn't deserve that promotion / bonus / award'.

• People who are returning from long term absences and are wary of returning to the team, especially where the reasons for their absence have not yet been resolved, such as with workplace stress.
   
• Difficulties in the relationship between a line manager and an employee. We know that people join an organisation and leave their manager.
   
• Someone has raised a grievance through a formal process and either during the process or afterwards the working relationship needs to be rebuilt so that they can move forwards.

• Personal and romantic relationships in the workplace can cause difficulties for others in the team, especially if there are perceived favouritisms or recriminations after the relationship ends.
   
• Grievances, bullying, or harassing behaviour are affecting team or individual morale and there is the possibility of legal action for unfair or constructive dismissal.
   
• Where there is possible legal action, employment tribunals are legally required to take ACAS Code of Practice into account when considering relevant cases. The ACAS Code specifically recommends mediation as part of an organisations Grievance Policy and that it also be considered during disciplinary procedures where it may help to resolve conflict.