Workplace mediation provides a non-adversarial way of resolving conflicts at work. It has many benefits for the organisation as well as the individual employee. It can:
Adrian Embling employs a facilitative mediation model - the most common style in the UK.
Adrian plays an active role in guiding the process. Using joint problem-solving approaches, he will ask questions to identify the real issues of disagreement, and help parties to identify and evaluate options for resolution and settlement.
Typically, a mediation process will involve talking separately to both parties, before organising a joint meeting. At that meeting, Adrian will try to help both parties understand and accept the real issues. The next phase is to identify and plan the necessary changes to restore effective working relationships.
The key to any mediation is early intervention.
help avoid lengthy and often costly grievance processes, investigations, disciplinary hearings and employment tribunal cases.
resolve issues early in the conflict process, preventing lingering resentments and passive/aggressive working relationships.
help to reduce sickness absences and staff turnover, so reducing recruitment and retraining costs.
help maintain or improve the organisation’s external reputation.