Resolving conflict in the workplace

Disputes at work can lead to increased sick leave and significantly lower effectiveness and productivity; people’s well-being suffers in the face of ongoing conflict. Our aim is to support colleagues at the earliest possible stage of a dispute to avoid the effects of protracted and long-lasting dispute and enable the team and organisation to thrive.

We receive contacts from those such as HR professionals, team managers, CEOs, trustees, commissioning us to help colleagues or teams move through the conflicts they are facing to a better place. We work with you to understand the problem and the need you have. Then, drawing on our years of expertise, we share insights about the process that we believe could help you resolve the conflict you are facing or managing. We believe in the positive power of mediation; however, if for any reason we believe the challenge you’ve described would benefit from a different approach, we will share this with you. We do not take on work unless we believe we can make a difference.

The benefits of mediation

  • The power for change lies in the hands of the mediation participants themselves

  • Mediation is cost-effective and stress reducing; there is no lengthy tribunal process

  • The mediation is confidential; there is no public record of the meeting. This allows for exploration of a wide range of solutions to the dispute and supports dignity and diplomacy.

  • Disputes can be resolved quickly; a mediation can be arranged within days.

  • Mediation can flex to the collective availability and location of those in dispute.

A mediation is voluntary and the power for resolution lies in the hands of those around the table. This is one of the great benefits of the mediation process, it respects the authority and power of each person involved and there is no third party imposing a solution.

The mediation process is flexible but may include:

  • a telephone discussion with the enquirer/mediation convener

  • individual meetings with parties in dispute prior to a joint meeting

  • a joint meeting between those in dispute

  • post-mediation administration and contact with referrer

  • a follow-up meeting 8-12 weeks after the joint meeting to consolidate the work that has taken place to-date

Costs of mediation

The role of the mediator:

The mediator manages the mediation and supports you to find an agreement that will resolve the dispute at hand. The mediator will explain the process of mediation, and manage the agenda and discussions during the meeting. The mediator listens to you and aims to understand the experiences you’ve had and the situation you are facing. The mediator supports you and others to engage in constructive and collaborative conversations. In addition, the mediator will question, clarify, and support all those involved to investigate the range of options available.

The mediator brings a creative approach to help you feel free of the chains that hold you in conflict and will not impose solutions, or suggest how you should resolve the dispute. If you wish to put some of your agreed points in writing, the mediator will manage this process.