Workplace Mediation
“All resistance reflects an unmet need and is a request for authenticity, participation and communication. Exploring resistance can help unlock conflict.” Cloke & Goldsmith
Good relationships inspire and support quality work and increase effective communication. A working environment undermined by ongoing conflict is drained of its energy, its creativity and its productivity.
What is Workplace Mediation?
Workplace Mediation is about achieving a deeper understanding and recognition of each party’s role in the conflict and how it can be resolved long-term to the satisfaction of all. It is a collaborative effort to solve problems in a process where the people are as important as the issues. Workplace Mediation is not about getting to a solution at all costs.
How does it work?
The mediation process operates from the principle that it is entered into voluntarily by the parties involved and therefore empowerment, self-determination and ‘response-ability’ are established at the beginning of the process. Mediation is an informal and completely confidential process. There are no formal, documented outcomes – the mediators do not report on ‘findings’ unless expressly asked to do so and agreed upon by both parties.
What workplace disputes can be referred to mediation?
Most workplace disputes can be referred for mediation provided that the parties are willing to engage with the process. Mediation can be used prior to, concurrently, or after a workplace procedure, such as a grievance or disciplinary.
Employment Act and Mediation
Mediation is taking on a more important role in UK workplaces. Following the Gibbons Review (PDF, 589.7 kb) (2007), the new Employment Act came into force in April 2009. The new system emphasises the importance of early dispute resolution. Employers will be encouraged to offer informal dispute resolution mechanisms either through the provision of internal or independent mediation.
Measuring the cost of conflict:
Stress is the number one cause of short-term absence for non-manual employees and accounts for over 70% of absence in the public sector. A recent CIPD survey ‘Managing Conflict at Work’, notes that on average, a UK employer receives three ET applications a year. The survey also finds that 14% of bullying and harassment cases escalate to ET level.
The average cost incurred by employers as a result of ET claims in the public sector is estimated at £22,535 per annum. This figure includes settlement, compensation and legal advice.
The cost of mediation with Theatre 4 Business can save up to 70% of the above cost and includes 2 facilitators, initial briefings, daylong mediation, and follow-ups.
Our coaches are accredited in Executive Coaching and Leadership Mentoring, NLP, and Workplace Mediation. See ‘About Us’ for individual biographies.
Link to: Conflict Resolution
How do I find out more?
Call Josie Sutcliffe +44 (0)7775851635 (mobile)
or email: info@theatre4business.com