The process of mediation has been used in HR for decades. It is particularly common in grievance and disciplinary situations as a way to resolve (or to control) employee conflict within the work place.
What is mediation?
Mediation is a completely voluntary, impartial and confidential process. It is important to note that as this is a voluntary process, the employee cannot be forced to commit to this, employees must agree to be a part of this process. Therefore any participant can discontinue mediation at any time and for any reasons.
The mediation process consists of an impartial mediator. Their role is to help both parties (employees) resolve their differences and to reach an amicable solution. The mediator does not make judgments or determine outcomes but to ask questions that help to uncover underlying problems. Mediation assists both parties to understand the impact of their actions and what effect it is having in the workplace. The procedure could be as little as a day or a week depending on how extreme the case is.
The overriding aim of workplace mediation is to restore and maintain the employment relationship wherever possible. The focus is on working together and not to pass blame on anyone. At the end of the process an agreement is produced. Mediation agreements are not intended to be legally binding or enforceable but binding in honour.
Mediation advantages
As you can see, there are a number of advantages in using this cost effective process. Mediation is an inexpensive way to achieve a positive outcome and resolve mattes effectively. It is a way to avoid tribunals by having an early conciliation with a mediator.
If mediation is the best course of action for you in dealing with a serious employee relations matter, this should be outsourced to a trained experienced mediator. Quest Cover have experienced mediator and can assist if required. Speak to us here.
