Mediation in the Workplace: When it is Needed as an Outcome of a Disciplinary or Complaint and Why
Workplace conflicts can be a common occurrence across all types of organisations. What’s important is how you, as an employer, handle the issue.
If there is an ongoing problem between several employees, or if there is tension between a line manager and team member, mediation can be a useful tool to resolve these workplace conflicts.
In this guide for employers, we’ll cover what mediation in the workplace is, how the process works, and the benefits of it.
What is mediation and how can it help?
Mediation is a method of resolving disagreements in the workplace. It involves a ‘mediator’, which is someone who remains impartial while helping the employees discuss the issue and try to find a solution.
Offering the space for mediation creates a safe and secure environment for open discussions to occur. This can encourage employees to work towards a mutual understanding, meaning it can be an effective way of addressing conflict without the need for more formal proceedings. Both sides will have the opportunity to talk about their perspective and side of the situation and confidentiality must be kept.
Focusing on trying to understand the underlying problem ultimately promotes a positive outcome for the entire workplace, rather than finding a short-term solution.
However, mediation is not a way to investigate formal issues such as harassment or discrimination. To learn more about how to effectively handle these issues in the workplace, consult our blog: What is discrimination and harassment in the workplace and how do you stop it? [coming soon]
How does mediation work in the workplace
Mediation can be used at any stage of a dispute or disagreement in the workplace. Its voluntary nature ensures flexibility, but it is important that employees recognise the value of mediation and utilise it when necessary. Using this technique can help parties to:
- Hold open conversations to try and resolve the issue
- Understand one another’s perspectives
- Find a middle ground
- Explore the underlying issues that relate to the dispute to prevent it in future
Different types of workplace conflicts can be resolved through mediation. Whether an issue has arisen due to poor communication, unclear role boundaries, personality clashes, or cultural misunderstandings, a trained mediator will be able to assess the circumstances and help both parties work through the conflict.
Likely circumstances for mediation are after a disciplinary action has been given, a grievance has been raised, or a complaint has been filed.
The process can look something like this:
Meet with each party separately – By listening to each party separately, the mediator will gain a good understanding of the dispute and how each party feels about it.
Joint meeting – At the start, each party will have uninterrupted time to speak about their feelings and perspectives. Then, using carefully selected techniques, the mediator will manage a discussion between the parties, guiding them to talk about key issues and what they want to change in the future. Towards the end of the meeting, the focus will often shift towards identifying a mutually beneficial solution.
Follow up – Every organisation will differ as to when the follow up occurs, but a follow up can nevertheless help to address how the agreements are having an effect. It is essentially a check in to ensure both parties are content with the outcome of the meeting.
Benefits of mediation in the workplace
With mediation, work environments and work relationships can transform entirely. Here are several ways that mediation services can have a positive impact:
Confidential and informal process – While remaining a low-profile service, confidentiality is still required so that all parties’ privacy is respected.
Provides a safe space to work through the issue – Offering a safe space for employees to discuss their feelings and concerns openly encourages honesty and an open mindset to allow them to work towards a resolution.
Prevents situations from escalating – Holding a mediated meeting between both parties can help resolve conflicts before they escalate to a higher level. A mutual understanding or agreement can be made.
Quick and cost-effective – Little to no money has to be spent as there are no expenses for an employment tribunal or legal procedure. Mediations also last as long as the mediator allows them to; if you’re working to a budget, you can ensure the meeting is time-efficient.
Improves employee relations – If conflicts are not resolved, it can result in poor working relationships. Mediation helps to prevent this.
Creates a happier working environment – Mediation doesn’t solely aim to resolve issues, it aims to uproot the underlying problems to ensure they don’t cause conflict in the future. This can teach employees how to handle future circumstances in a positive way that maintains a positive atmosphere in the workplace.
How Trusted HR can help
Trusted HR provides professional advice and services to employers requiring mediation techniques for their working environment. Employee mediation can be an incredibly effective conflict resolution strategy and that’s why we’re here to help.
Trusted HR Ltd provides tailored recommendations for resolving workplace conflicts, including employee mediation and team-building strategies. Whether you need us to lead the mediation process or provide expert advice and support, our team is here to help find a resolution and assist everyone involved. If needed, we can also conduct on-site visits to work directly with your team and strengthen their conflict-resolution abilities.
We can also help with:
- Managing Conduct
- Management and Leadership Development
Request a consultation to learn more about how our consultancy service can help your organisation succeed. Trusted HR offers a free, 45-minute, no-obligation consultation on any HR issue to help you get started.
