Workplace mediation is a confidential process that uses an impartial person to aid conflicting workers to resolve their disagreements.

By engaging with an experienced and qualified workplace mediator, resolution can be found that improves relationships and consequently leads to increased productivity.

Whilst workplace differences can lead to change and growth for the organisation and staff, unresolved differences can be costly to the organisation. This can be in the form of increased stress, illness and leave, and break down in organistional communications – all of which lead to increased costs and decreased productivity.

Some common sources of workplace conflict can be as simple, and yet as complex as:

  • Miscommunication
  • Misperception
  • Misunderstandings
  • Clashes of values
  • Unclear job roles
  • Bullying
  • Harassment
  • Relationship breakdown
  • Minor misconduct
  • Personality clashes
  • Differences of opinion
  • Cultural differences
  • Changing work practices

When is workplace mediation appropriate?

Workplace Mediation

Compared to other forms of workplace conflict resolution processes, workplace mediation is a cost and time effective way to resolve workplace issues. Workplace mediation is suitable for managing workplace conflict when:

• The matters involved do not involve serious misconduct or are a serious breach of company policy; and

• The parties involved are willing to try to resolve their issues; and

• The matter can realistically be resolved through mediation.

What is involved in a workplace mediation process?

A workplace mediation is facilitated by an experienced and accredited mediator who will guide the participants through the confidential process. The process for undertaking a workplace mediation with Conflict Solutions ordinarily includes:

1. A free and confidential 30min consultation outlining the history of the conflict, including who is involved, what processes have occurred to date and what is hoped to be achieved.

2. A 60min confidential discussion where the individual parties discuss the issue/s that have led to the current situation, what each party hopes to achieve and how the mediation process works to assist them on reaching an outcome. At this point the accredited mediator may determine that mediation is not likely to produce an outcome and suggest a more suitable process.

3. If the matter is suitable for mediation, at an agreed time and neutral place, the participants and the accredited mediator will come together to confidentially work through the disagreement via the mediation process. The mediation process is designed to encourage constructive communication and clarification of the main issues to assist participants to generate mutually acceptable agreements as a way to move forward from the conflict.

4. Finally, keeping in mind confidentially requirements, a report on the process and outcomes is provided to the workplace initiator.

What are the benefits of mediation?

• Compared to other conflict resolution methods such as litigation, mediation is a faster and more cost-effective process.

• What is discussed in the mediation is private and confidential.

• Having an accredited mediator facilitate the process helps all participants to express their opinion on the issues so that all parties gain understanding of the interests and needs of all involved (including the employer).

• Participants control the outcome, rather than have the outcome determined by a third party.

Peter Raffles from Conflict Solutions

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Peter Raffles, the principal of Conflict Solutions, is an experienced and accredited mediator having assisted thousands of people over the past 30 years resolve conflict in their life and workplaces in Townsville, North Queensland, PNG and the Pacific Rim. Book for a free and confidential 30min consultation today.