When is mediation the right approach to workplace conflict?

Mediation is one of the interventions and approaches available when responding to a workplace conflict or managing complaints. For a workplace mediation to have the best chance of positive outcomes there are some necessary pre-requisites, which include:

•  The level of conflict is moderate;

  • If the issue has been ongoing over a long period of time it may be beyond repair. For issues such as sexual harassment and bullying, mediation cannot occur until a formal investigation has taken place.

• There are clearly identified issues that can have tangible resolutions;

• The participants are participating on a voluntary basis;

  • It is important that mediation participation isn’t used as part of a performance management tool. If people feel forced to mediate they will resent the process and not make a genuine effort to resolve any issues.

• There is no significant difference in the bargaining power between the participants;

  • An example of this could be when the mediation is between a manager and staff member, the staff member may feel they can not voice their opinions, needs and wants. The mediator will assess this and ensure that everyone has equal bargaining power.

• The participants are capable of freely expressing themselves and representing their positions;

• The participants agree to confidentiality and accept that it is a private process;

  • Mediation is a confidential process. The only parts of the mediation that are shared with the organisation are the outcomes and agreements. The content and discussions of the mediation are not disclosed

• There is a common interest of resolution between the participants, i.e both parties are invested in the matter being resolved;

  • Mediation will not work when one or both parties have no interest in coming to a resolution.

• The organisation is prepared to provide ongoing support to the participants moving forward and agrees to and is willing to facilitate the resolutions reached.