Workplace Mediation

 

Copyright Tina Suvajac Lees 2009

Workplace Disputes

Mediation is a good process for resolving workplace disputes because

➢    Mediation is confidential

➢    Mediation can be used at various times within a conflict (see below)

➢    Mediation can deal with issues such as; perceptions, management style or expectations, relationship issues, stress and the substantive issues

➢    Mediation has a positive and future focus

➢    Mediation can offer face saving

➢    Mediation gives people an opportunity to understand the impact     of their actions and perhaps change their behaviour

When can Mediation be used?

Mediation can be used at four main points:

  1. 1.When a disagreement or problem arises and parties could benefit from the participation of a neutral third party to find a way forward

  2. 2.When parties are in a dispute and allegations start being made (for example: she goes or I go)

  3. 3.When a grievance has been lodged - a break for mediation may be used if all parties agree

  4. 4.After a grievance, disciplinary hearing or absence from work


Case Study

A manager and subordinate were having problems communicating.  They also had very different working styles.

The manager was very process orientated and wanted to make sure that all ‘I’s were dotted and T’s were crossed’. The manager was having difficult with her subordinate and was always worried that the subordinate would not finish their tasks on time.  The manager needed to have processes to ensure quality control and to ensure team cohesion.  The manager was trying to teach the subordinate how to work to processes in order to develop the subordinate.  The subordinate had previously applied for the manager’s job and was not successful and she thought this was partly why. 

The subordinate was frustrated with his/her manager.  The subordinate had been in the department for two years before the manager and had applied for the Manager’s job. The subordinate’s working style was very creative and they worked well under pressure.  They felt harassed because they had lost the atonomy they had prior to the manager’s hiring.

During the mediation we were able to clarify issues of misunderstanding, discuss underlying problems, differing working styles and communication.  Following these discussions we were able to come up with ways forward for the employees to work together productively and in away that they would both feel appreciated in the future. 


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“We have specialised   expertise in workplace mediation and employee support.  Tina worked for a leading Russell Group University in developing and implementing Internal Mediation Panels, Harassment Advisor Panels and Confidential Assessment”.