Workplace Mediation
Mediation is voluntary, a process led by an impartial third party - to help resolve conflict.
Conflict can happen in any employment relationship, and, left unchecked, it can escalate - potentially leading to sickness absence, grievance, disciplinary procedures or employment tribunals.
Mediation facilitates a conversation between 'parties' to resolve different disputes.
A two-party mediation costs £600
for up to one full day.
If you have any questions or would like to book, email info@jakemorrison.co.uk or book a consultation call.
I passed an accredited workplace mediator course in January 2024 with CMC Fellow and Mediation Trainer Emma McAndry, becoming an Associate Mediator with CMC registration. In May 2024, following meeting the experience points system, I am now a CMC Registered Workplace Mediator.
The Mediation Process
01.
Deciding on Mediation and engaging a Mediator
Mediation is a flexible and voluntary tool that can help address interpersonal tension early on. It is more likely to be successful before attitudes have hardened. Any agreement reached is morally made and not legally binding.
Once both parties are informed, the employer can engage a mediator. My role is to facilitate dialogue, not provide solutions or investigate. I will help everyone engage and explore the issues step by step, focusing on how to move forward.
02.
Meeting the parties
I will contact the individuals involved individually to schedule a one-on-one meeting with them. The entire process is confidential, and during this initial meeting, I will explain the mediation process and listen to their situation, concerns, and issues. They can also ask any questions they may have about the process.
Additionally, we will discuss what outcome they would like to achieve from the mediation process. Since mediation aims to improve the situation, it is essential to have some hope about how things could be. As a mediator, I will review the information shared to determine if it is suitable for progressing to a joint mediation session.
03.
The joint meeting
If both participants agree to progress to getting together in the room with the Mediator, this will take place as soon as possible.
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Often, the meeting will occur on the same day or within a few days.
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During the meeting, both parties will have uninterrupted speaking time to share the reason(s) for being here.
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As the Mediator, I will summarise the areas of disagreement and any agreements shared in the opening statements to develop an agenda for the session.
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Each issue will be explored, highlighting what has led to the current circumstances. This will allow each person to hear the other's perspective and promote looking for common goals and values.
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We will shift the focus from the past to the future and explore how things can be.
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As we go through the meeting, I will facilitate joint problem-solving and capture areas of agreement to develop workable outcomes and record any agreements reached.
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At the end of the meeting, I will summarise and provide both participants with a copy of the agreement.
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Agreements are not shared beyond the Mediation meeting unless felt appropriate by both parties.
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If no agreement is reached, either participant can engage in other procedures, but nothing said in the Mediation can be used in future proceedings.
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Parties often request that the process be able to continue if they feel progress has been made, even if they have not yet reached an agreement.
Why Mediation?
Unresolved conflict has a significant human as well as financial and reputational impact on an organisation. It can lead to a decline in employee wellbeing, employee engagement, performance and overall effectiveness as a result of unresolved conflicts. For businesses as a whole, conflict is a drain on resources, in particular time and money.
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According to a major report published by CIPD in 2020, over a third of employees (35%) have experienced some form of interpersonal conflict at work over the last year, either an isolated dispute or incident of conflict or an ongoing difficult relationship.
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According to the Edelman Trust Barometer, 64% of people say that we are now at a point where people are incapable of having constructive and civil debates about issues they disagree on.
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Unresolved conflict costs the UK economy a staggering £28.5billion a year according to ACAS.