Mediation helps individuals work together more effectively. It is very effective if used before conflict becomes entrenched but is also useful within organisations when formal complaints or litigation are the only other alternatives. It is often beneficial in situations such as sexual harassment, bullying and grievances. In mediation, the mediator assists involved parties to clarify the conflict points and negotiate a way forward, which makes a continuing working relationship possible and more productive.
Normally an initial visit will be used to gather information and agree a mediation programme, including the number, duration and dates of meetings. The total number of hours will not be altered unless all parties agree.
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Why might you choose mediation?
If you find yourself in conflict or a continuously uncomfortable relationship at work, mediation could:
- offer you a non-judgmental, objective independent person to help you understand what is going on and to find a more effective way of working in the situation;
- help you to communicate your needs more clearly;
- reduce your anxiety and other problems raised by continuing conflict; and
- improve your problem-solving abilities.
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Why might an organisation want to access mediation for its employees?
- It is more cost effective and less time consuming than dealing with formal procedures;
- offers solutions not necessarily available in formal procedures;
- encourages staff retention;
- helps keep staff in roles where they are best placed;
- promotes good working relationships;
- enhances staff skills; and
- gives employees the message that they are valued by the organisation.
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