Resolving work place disputes through mediation

Unfortunately the working relationship between manager and team member had completely broken down. There was no Trust, poor communication and the atmosphere as a result created a difficult working environment for the rest of the team.  The Company valued both employees and with recruitment costs at a high sought help from our mediator to assist those involved find a way forward.

The mediation process

The mediation process itself is confidential and also voluntary. Both individuals agreed to take part in the process. All of the discussions that took place were also confidential meaning that not even the employer knew what was being said unless it was agreed that information could be released. Everyone’s focus was on finding a way forward that worked.

As with any mediation, it is important first of all to hear and understand what is important to both individuals. Whilst this can be done by phone, a week before the mediation, Sarah Canning, our dual accredited mediator, met with both individuals to start the process and prepare each party for the mediation day itself. Being a mediator is not about stepping in to solve the problem and decide on the solution. Instead it involves enabling those involved to communicate clearly their concerns and to facilitate the discussions and communication between the parties so that they are able to find their own solutions.

Throughout the mediation process and with coaching from Sarah, the parties were open and entered into a very frank conversation during which it became clear that both had made a series of presumptions about the other that were incorrect. They recognised also that they were very different in personality and outlook. From their new insight, they found a new respect for each other and whilst acknowledged that they were unlikely to become the best of friends, could work far more effectively together and make a good team.

The outcome

Whilst the parties wanted to keep the outcome of the mediation private and confidential from their employer, they reached an agreement on a code of conduct between themselves. It was their private agreement as to how they would respond to each other in the future. To retain the privacy, the agreement was printed for both parties to sign and take away with them at the end of the mediation.

In conclusion

Rather than wait for performances to slip or a resignation to appear and face the costs of recruitment in terms of time and money, why not tackle workplace disagreements head on by bringing in a neutral mediator to help. This confidential process will help those involved find their own way forward with the prospect of a far better working relationship.

For further advice and assistance please contact our Private Client Team on 01604 828282 / 01908 660966 or email info@franklins-sols.co.uk