The Benefits of Workplace Mediation

Mediation as a tool to resolve internal disputes

As a manager, developing a positive and productive work environment is essential for the success of the team. One powerful, but often overlooked, tool that can help improve communication, resolve conflicts, and enhance workplace relationships is mediation.

What is workplace mediation?

Workplace mediation is a voluntary, confidential process where a neutral third party helps employees resolves disputes or conflicts. It can be applied to a wide range of issues, such as interpersonal disagreements, personality clashes, differences in work styles, and even allegations of bullying or harassment. A mediator creates a safe space and facilitates conversations to explore the issues and re-establish the channels of communication in a productive way. Unlike formal grievance procedures, mediation offers a more collaborative and constructive approach to conflict resolution.

What are the benefits of workplace mediation?

There are many potential benefits to workplace mediation, for both the individuals involved and the organisation, and particularly in comparison to the formal alternatives.

1. Improved communication

One of the main benefits of workplace mediation is its ability to enhance communication between employees. Often, conflicts arise or linger because of misunderstandings or poor communication, compounded by the natural tendency to avoid having an uncomfortable conversation.

Mediation allows both parties to express their concerns in a safe, neutral environment, improving mutual understanding and encouraging open dialogue. The individuals involved will learn about the other’s perspective and this is powerful in helping the tension unravel. This leads to clearer communication moving forward and reduces the likelihood of similar issues arising in the future.

Additionally, mediation empowers the parties involved to take ownership of the issues between them and be actively involved in communicating with each other to find solutions; rather than asking their employer to investigate and decide who is right or wrong. 

2. Faster resolution

Unlike formal grievance processes, which can be lengthy, stressful and an additional strain on resources, mediation is typically a faster process. It allows both parties to address the issues and work towards a resolution in a relatively short time frame (usually less than a day). This means less disruption to the team dynamics and productivity, as well as a much quicker return to a harmonious working environment.

3. Reduced stress and improved wellbeing

Conflict in the workplace can be a major source of worry for all involved and even for onlookers, leading to decreased morale, job satisfaction, productivity and overall well-being. Mediation provides an opportunity for employees to resolve their issues in a way that is constructive, reducing stress and improving their overall experience at work. A happier workforce is often more engaged, productive, and committed to the organisation’s success.

4. Preserved relationships

One of the key advantages of mediation over more formal conflict resolution methods is its focus on preserving relationships. While the formal grievance procedure may leave employees feeling resentful or alienated, and there is often a ‘winner’ and a ‘loser’, mediation encourages collaboration and mutual respect.

Even if the dispute is not completely resolved, both parties are likely to come away with a better understanding of each other, which helps maintain positive working relationships in the long term.

5. Cost-effective solution

Workplace conflict can lead to costly consequences for the organisation, including decreased productivity, absenteeism, and high turnover rates, not to mention any associated legal costs from claims made to the Employment Tribunal. By addressing issues early through mediation, the need for expensive formal grievance procedures and legal action can be avoided. Mediation is cost-effective way to resolve conflicts before they escalate into larger problems.

6. Supports a positive company culture

Encouraging workplace mediation as a conflict resolution tool helps reinforce a positive company culture. It shows that the organisation values open communication, respect, and mutual understanding.

When conflicts are effectively managed through mediation, teams are more likely to feel supported by management. Employees see that the organisation is committed to encouraging and investing in a positive work environment where their concerns are taken seriously.

How do we implement workplace mediation?

Formal grievance procedures are often the go-to route in a person’s mind when they think of workplace disputes, and informal methods such as mediation often don’t get a look in, but there are steps you can take to readdress the balance.

Inform and train managers

Provide managers with information and training on workplace mediation and the benefits, so it becomes an integral part of their management toolkit. Managers are pivotal in the uptake of mediation, so be clear on your expectations on how disputes are to be assessed and managed.

It is a manager’s responsibility to tell their employees about the different options that are available to them when it comes to conflict resolution, so the parties involved can make an informed choice.

Include Mediation in your policies

In the majority of staff handbooks we see, workplace mediation is not mentioned. It is therefore not surprising that, despite mediation being a highly successful conflict resolution method, it is significantly underused.

To combat this, review your policies and procedures and include reference and information on workplace mediation where appropriate. Another option is to introduce a separate Mediation Policy outlining when and how employees can access mediation services.

Engage a trained mediator

If you don’t have an in house trained mediator to call upon, consider bringing in an external professional mediator to ensure impartiality and expertise in resolving workplace disputes.

Understandably employers can be put off by the one-off additional cost of external mediation services, so instead downplay the issues or hope they will resolve themselves. The problem is, chances are the dispute won’t go away on its own, in fact it will likely get worse with no intervention creating a bigger and far more costly problem to deal with later down the line.

Promote a mediation friendly culture

Encourage employees to view mediation as a positive and constructive process rather than something to avoid or fear. By normalising conflict resolution by mediation, employees are more likely to seek and reach solutions earlier.

Workplace mediation is a powerful tool for improving communication, resolving conflicts, and fostering a healthy and productive work environment. By embracing mediation, managers can help their teams address issues quickly, maintain positive working relationships, and boost overall morale.

We can provide mediation services for your business or organisation, with both Alison Colley and Jo Carley having completed the ACAS certified workplace mediation qualification.

For a further discussion about workplace mediation and how to embed it in your processes and practices please do not hesitate to contact Jo Carley on 01983 897003 or by email to jo@realemploymentlawadvice.co.uk .