A trained mediator’s role is to act as an impartial third party who facilitates a meeting between two or more consenting people in a dispute, to help them reach an agreement. Although the mediator oversees the process, any agreement comes from those in dispute.
At HR Proactive Inc., we use the “transformative mediation” approach which focuses on the relationship between the parties.
This process empowers each party to express herself/himself and to re-establish their connection with the other person. The premise is that, once the parties’ interests are clarified and the relationship is sorted out, the “issues” or “positions” tend to resolve themselves.
Mediation can be used at any stage of a disagreement or dispute. The process is flexible and voluntary, and aims to create a safe, confidential space for those involved (the ‘parties’) to find solutions that are acceptable to each side.
There are no hard and fast rules governing when and how mediation should be used, but some principles include.
Mediation can be used for conflict involving colleagues of a similar job or grade, or between those with different jobs and levels of seniority.
It aims to:
Mediation can be used to address a range of workplace issues including:
Note: Relationship breakdown is the issue most frequently cited by employers as suitable for mediation.
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