Conflict Management Services

MEDIATION

ForHR can provide Mediation, which is where an impartial third party, the mediator, helps two or more people (or groups) in dispute to attempt to reach an agreement. Any agreement comes from those in dispute, not from the mediator.

Using joint problem-solving approaches, the mediator asks questions to identify the interests and real issues of disagreement, and helps parties to identify and evaluate options for resolution and settlement. The mediator does not suggest solutions, although they may float ideas.

Mediation distinguishes itself from other approaches to conflict resolution, such as grievance procedures and the employment tribunal process, in a number of ways.

Mediation is:

  • less formal
  • flexible
  • voluntary
  • morally binding, but normally has no legal status
  • confidential
  • (generally) unaccompanied
  • owned by the parties.

What does mediation seek to achieve?

Mediation seeks to provide an informal and speedy solution to workplace conflict, and it can be used at any point in the conflict cycle. What the process offers is a safe and confidential space for participants to find their own answers. It does this in a number of ways, by:

  • exploring the issues, feelings and concerns of all participants and rebuilding relationships using joint problem-solving
  • allowing those involved to understand and empathise with the feelings of those they are in conflict with
  • giving participants insights into their own behaviour and that of others and opening up opportunities for change
  • helping participants develop the skills to resolve workplace difficulties for themselves in future
  • encouraging communication and helping the people involved to find a solution that both sides feel is fair and offers a solution that favours them
  • using energy generated by conflict in a positive way to move things on.

Confidentiality

Anything said during the mediation is confidential to the parties, and anything said that the parties would not otherwise have known cannot be used in any other context. They may choose to reveal some or all of what has occurred during the mediation to colleagues, or their managers, but only if all parties agree. The only non-voluntary exceptions are where, for example, a potentially unlawful act has been committed or there is a serious risk to health and safety.

TRAINING

ForHR also provide training and/or coaching for managers on Managing Conflict; holding difficult conversations; the importance of dealing with grievances as soon as they arise and so on.