Workplace conflict is something most organisations will deal with at some point. If it is not addressed early, issues such as communication breakdowns, strained working relationships or concerns about behaviour can quickly turn into formal grievances, long term absence or even legal claims.
At Shrewd HR, we have recently supported a number of organisations with employment mediation, helping them deal with difficult situations early, constructively and in confidence. In many cases, that has helped avoid the need for more formal processes altogether.
What employment mediation is
Employment mediation is a voluntary and confidential process where an independent mediator helps people involved in a workplace issue work towards a resolution they can both accept.
This might be between an employer and an employee, or between two employees.
The mediator does not judge the situation, take sides or make the decision for anyone. Their role is to help both parties talk through the issues, understand each other’s point of view and work towards practical solutions.
Just as importantly, the people involved stay in control of the outcome. That includes whether any agreement is reached and what that agreement looks like.
When mediation can be useful
Mediation tends to work best where the problem is rooted in working relationships, communication or day to day tensions, rather than issues that need a formal finding.
It can be especially helpful in situations involving:
- Communication issue
- Relationship or personality clashes
- Difficulties between a manager and employee
- Conflict between colleagues
- Concerns about behaviour where the issue may be better resolved through discussion
It is not usually the right approach where a formal process is clearly needed, such as misconduct, pay disputes, contractual issues or discrimination concerns
Why employers use mediation
Many employers choose mediation because it offers a more constructive way of dealing with conflict.
Rather than focusing only on what has gone wrong, mediation looks at what needs to happen to improve things going forward. It is often quicker, less stressful and less disruptive than a formal grievance or disciplinary route.
It can also help uncover the real cause of the issue, rather than just dealing with the surface level complaint.
When used at the right stage, mediation can save management time, reduce disruption and help preserve working relationships that might otherwise continue to deteriorate.
How the process usually works
Every mediation is shaped around the situation, but the process usually follows a similar structure.
It begins with agreement from both sides to take part. The mediator then spends time preparing and understanding the background before any joint discussion takes place.
On the day, the mediator will normally explain the process, confirm the boundaries of confidentiality and set expectations for how the conversation will be handled.
From there, the discussion usually moves into exploring the issues in more detail. That gives each person the chance to explain their position, raise concerns and identify what matters most to them.
As the conversation develops, the focus shifts towards practical options and possible next steps. If an agreement is reached, the actions can then be written down clearly so everyone understands what has been agreed.
What to expect from mediation
Mediation usually involves a mixture of joint discussions and private conversations with the mediator.
That structure helps people speak openly while also giving the mediator the chance to test options, clarify concerns and move the discussion forward in a balanced way.
The process is structured, but it is also flexible. The aim is not to force agreement. It is to create the right environment for a sensible and workable resolution, where one is possible.
How Shrewd HR can help
At Shrewd HR, we support employers in deciding whether mediation is the right option and how it should be approached.
We help organisations assess the situation, support the process and make sure mediation sits alongside wider HR good practice and risk management.
Where possible, we encourage early intervention. In many cases, that helps resolve issues before they become more formal, more time consuming and more damaging to working relationships.
If your organisation is dealing with workplace conflict and you are unsure whether mediation may help, Shrewd HR can support you. We work with employers to manage issues early, reduce risk and help find practical ways forward. Get in touch to speak to the team.
