Conflict at work can feel insurmountable. You’re caught in the middle and nothing is working.
Take the angst and bewilderment out of workplace conflict, and relieve the pressure you feel when dealing with workplace disputes.
Let me sort out the drama, so you can focus on what you do best.
Mediation is a journey from workplace conflict to workplace solution. No two outcomes are the same, because no two disputes are the same.
Workplace mediation is most effective when all parties are committed to working together harmoniously in the future. While the mediation process allows for an examination of past wrongs and present hurts, its main focus is on creating a strategy or plan for the future.
There are many reasons why employers turn to mediation. Some have tried HR mediation and been unable to resolve the conflict. Others lack the internal HR resources, or understand that a mediator from HR may not appear impartial and detached in the same way as an independent professional mediator.
One of the barriers that stops business owners accessing mediation is uncertainty around the costs. As a small business owner, Rebecca understands the cash flow and budget pressures her clients face. To help put your mind – and your wallet – at ease, Rebecca offers fixed price packages for most mediation services.
To find out if mediation can help overcome your workplace conflict, get in touch with Rebecca today
Goals of the Mediation Process
These are the overarching goals of the workplace mediation process
- To maximize the quality of life and the quality of relationships for all participants.
- To be person-centred.
- To have conversations in mediation that result in fair and workable agreements that consider the participants’ shared needs while addressing immediate concerns.
- To recognize the responsibility of all participants to honour their agreements/commitments.
- To help the participants to communicate openly and to come to a deeper understanding about the situation(s) being addressed.
- To recognise that not all mediation will lead to mutually agreeable outcomes
These are the principles that guide my conduct as your mediator, and which I expect you to also follow:
- Person-centred Supporting and honouring the people and partnerships among participants and the wider workplace.
- Respect Ensuring integrity and fairness and that all participants are respected and valued during the mediation process. Mediators are committed to using respectful, inclusive language.
- Responsibility Maintaining accountability for achieving a viable outcome within the Mediation process.
- Equity Promoting equity of all participants in the mediation process regardless of gender, age, culture, religion or socio-economic status.
- Collaboration Working in partnership with others to support the best outcome as determined by the participants.
- Timeliness Conducting the mediation process in an efficient and timely manner
- Impartiality The Mediator has a duty to maintain impartiality with respect to the participants and their issues.
Rules of Mediation
- Participants will speak to and treat each other respectfully
- Participants will not speak over one another or interrupt when the other is speaking
- All suggestions, options and proposals will be considered and responded to in a respectful manner
- As far as possible, suggestions, options and proposals shall be expressed in the future tense for example, “in the future when this happens, we’d like the staff to do that”, rather than focusing on past actions and behaviours.
- Participants will refrain from actions, words and behaviours that may intimidate, threaten or cause discomfort to other participants for example banging on tables, pointing fingers, shouting,
- No name calling or insults will be tolerated
- No swearing or verbal abuse will be tolerated
1 Day Workplace Mediation Package
Workplace conflict, with a single, defined issue, is best suited to a 1-day mediation package as follows:
Morning: I conduct an Intake Interview with each party, separately, to explain the process and philosophy of mediation, find out the broad matters in dispute, and prepare the parties for the possibility of a compromise agreement (that is, you may not get everything that you want). I also like to conduct an Intake Interview with the person who engaged me – usually a manger or HR officer – to make sure they understand and are on board with the mediation process, and to find out their expectations, the outcome they are looking for, their greatest concern and any other information they think I need to know about the workplace, the organisation and the parties to the dispute.
Each Intake Interview takes about 1 hour, so for 2-party mediation plus 1 manager/HR person, approx. 3 hours
Afternoon: Mediation for about 3 – 4 hours, starting with a joint session. If necessary or useful, I will speak to each party separately after the first joint session to see how they are going, make sure everything is being addressed and talk to them about possible resolutions and solutions.
Towards the end of the afternoon session we being to write the agreement setting out the agreement(s) – if any – reached during the mediation session. Both parties sign the agreement and have a copy to take with them.