Do you have conflict in your workplace?

Workplace conflict is a common occurrence that can significantly impact the dynamics and functioning of any organisation.

When left unresolved or mismanaged, conflicts can have adverse effects on productivity, employee well-being and morale, and the overall work environment.

Janis Bull - Founder and Principal Mediator

‘‘At Bendigo Mediation we care about people in the workplace and believe that workplaces should be free of violence, abuse, tensions and stress. Everyone has the right to a safe working environment’’   

Bendigo Advertiser 19th June 2021

Click on the link for the full article!

  • Interpersonal conflicts

  • Communication breakdowns

  • Discrimination and Harassment

  • Workplace Bullying

  • Performance and Expectations

  • Organisational Change

  • Return to work arrangements

  • Workplace Relationships

  • Policy and Procedure Disputes

Workplace conflict can include

Consequences if left unchecked

  • Decrease Productivity

  • Poor morale and job satisfaction

  • Increased employee turnover

  • Toxic work environment

  • Impaired communication and collaboration

  • Escalation of conflict

  • Health and well-being issues

  • Damage to professional relationships

  • Unprofessional behaviours

Benefits of Workplace Mediation

Tackle the molehill before it becomes a mountain

Improve team effectiveness, morale and productivity

Everyone gets a say and contributes to their outcome

Fair, Safe and confidential forum for discussion.

Frequently Asked Questions

  • It is important to remember that mediation is a voluntary process. You can ask employees to attend a mediation however if they do not want to participate you can’t make them. Sometimes workplaces have policies around mediation as the first step to conflict resolution. If the process is clear to employees likelihood of engagement is higher.

  • As versatile and highly skilled HR representatives are, they may not have as much extensive training and experience as a mediator. Untrained or inexperienced people can at best unintentionally escalate the matter and/or become embroiled in the conflict. It is vital that the mediator is completely independent and impartial.

  • Our first step is to discuss with you whether a particular workplace conflict is suitable for mediation.  Once an agreement is reached to participate in the mediation, we will:

    1) Arrange to meet the participants separately to understand the issues and to explain the process

    2) Bring the participants together to outline their concerns and engage in a facilitated discussion

    3) Encourage them to understand the issues from each other’s perspective

    4) Ensure neither participant feels disadvantaged, so that they can properly engage in fair and equal discussions and negotiations

    5) Encourage them to explore resolution.

  • The content of the mediation is confidential. With agreement from the participants, the agenda and written agreements will be shared with the employer.

  • Generally, a mediator will not provide recommendations to the employer. If this has been specifically requested from the employer and the participants have been informed ensuring full transparency the mediator may provide recommendations however it is not standard practice.

Blog Posts, Resources and Articles

This article was written by Bendigo Mediations director Janis Bull on the importance of Workplace Mediation

This article was written by Bendigo Mediations director Janis Bull on the importance of Workplace Mediation

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