Calculate the cost of workplace conflict
It is rare to find an organisation where conflict has not arisen at some point between employer and staff, managers and teams or between colleagues. Workplace disputes can negatively effect staff morale and cause stress to all involved, which affects productivity.
Workplace Mediation offers an informal and rapid means to create a lasting resolution to workplace disputes.
It is rare to find an organisation where conflict has not arisen at some point between employer and staff, managers and teams or between colleagues. Workplace disputes can negatively effect on staff morale, cause stress to all involved, reduce productivity within the workplace and creates work and for the managers involved. There is also the risk to employers of being taken to a tribunal, which can potentially be avoided through early intervention.
Workplace Mediation offers an informal and rapid means to create a lasting resolution to workplace disputes. Depending on the availability of the parties, the process usually takes just three weeks from referral to agreement and can offer a low cost alternative to more formal disciplinary and grievance processes.
At Yorkshire Mediation Services, we have several years experience of using mediation to resolve such disputes in workplaces including offices, work sites and hospitals. In over 95% of the cases we have handled, mediation has been successful in reaching a lasting agreement.
Our other services include:
Our mediators can help with:
- Facilitating the return to work following longterm sickness
- Resolving accusations of bullying and discrimination
- Resolving conflict following a change in management structure
- Colleagues not getting on after a misunderstanding or falling out
- Re-building relationships following a grievance process
How and why it works
Workplace mediation uses an impartial third party (the Mediator) to help parties in dispute to resolve their differences. Mediation helps people to reach an agreement that will enable them to work together effectively again. The mediator’s role is not to judge, take sides or tell the parties what to do, rather they guide the process so that the people can make their own agreement.
Our mediators follow up after the mediation has concluded, to ensure that the agreement is still in place, and that both parties and the employer are satisfied that an effective way forward has been found.