Mediation
Workplace disputes can have serious adverse consequences, including:
Mediation is a structured process for helping people who have a dispute to sort it out for themselves by agreeing an outcome that meets their needs and addresses their concerns.
Mediation:
The Mediator:
Is an independent and impartial person who:
- sort out misunderstandings and to talk about what is important to each of them
- develop options
- consider the usefulness of these options
- negotiate with each other directly
- reach agreement accommodating the interests and needs of all parties
The Mediator does not:
Workplace Mediation is ideal for:
Workplace Mediation is not suitable for serious misconduct or a serious breach of company policy.
The Mediation Process:
Zambotti Consulting uses the LEADR model of mediation. https://www.resolution.institute/
There are typically two stages to the mediation process:
Generally only one mediation session is required.
At the conclusion of the mediation the mediator draws up the mediation agreement which is sent to the parties for their concurrence prior to the parties signing it.
- Reduced staff morale
- Increased staff turnover
- Decreased productivity
- Stress related time off
- Psychological injury claims
- Litigation
Mediation is a structured process for helping people who have a dispute to sort it out for themselves by agreeing an outcome that meets their needs and addresses their concerns.
Mediation:
- Is Confidential.
- Is Voluntary.
- Develops understanding between the parties about the perspectives of the other.
- Gives control of the problem and outcome to the parties in dispute.
- Empowers the parties to settle their dispute to their mutual satisfaction.
- Assists in the rebuilding of relationships and allows people to move forward in a positive way.
The Mediator:
Is an independent and impartial person who:
- Treats all parties equally.
- Treats all information provided during mediation as confidential and does not release it to anyone else (including the other party) without prior permission.
- Manages the process.
- Facilitates communication to enable useful discussion to take place.
- Assists the parties to:
- sort out misunderstandings and to talk about what is important to each of them
- develop options
- consider the usefulness of these options
- negotiate with each other directly
- reach agreement accommodating the interests and needs of all parties
- Documents the Mediation Agreement for the signature of the parties.
The Mediator does not:
- Disclose information obtained during the mediation process without the prior consent of all parties.
- Establish facts or decide who is right/wrong or comment on such matters.
- Make decisions for the parties.
- Give advice.
- Attempt to coerce a party into agreement.
- Accept future appointments to act for any party in relation to any proceedings concerning the dispute.
Workplace Mediation is ideal for:
- Issues stemming from misunderstandings, personality clashes or office politics.
- Relationships that will be ongoing.
- Relationships where there is not a huge differential in the power base of the parties.
- Disputes where both parties will gain from an improved relationship.
Workplace Mediation is not suitable for serious misconduct or a serious breach of company policy.
The Mediation Process:
Zambotti Consulting uses the LEADR model of mediation. https://www.resolution.institute/
There are typically two stages to the mediation process:
- A pre-mediation meeting with each individual to gain an understanding from their perspective.
- A joint mediation session involving the parties.
Generally only one mediation session is required.
At the conclusion of the mediation the mediator draws up the mediation agreement which is sent to the parties for their concurrence prior to the parties signing it.