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What does a mediator do in a workplace conflict?
Did you know that the average number of workplace conflicts in 2021 was significantly higher than before the COVID-19 crisis in 2019? It increased by approximately 17 percent, according to data from the Business Monitor by insurer Interpolis (Interpolis, 2021). Interestingly, the percentage of dismissals decreased by 20%. This shows that a conflict does not always result in an exit, or termination of employment. Especially when a mediator is involved. By engaging a mediator, you increase the chances of resolving the conflict successfully and preserving the relationship. In this article, we explore the role a mediator plays in resolving workplace conflicts.
28-8-2024
4 min. reading time
The role of an employment mediator
A mediator is a neutral facilitator who guides mediation sessions impartially and professionally. The mediator supports both parties, ensuring they have the opportunity to share their perspectives and feel heard. By actively listening, the mediator helps uncover the underlying issues of the conflict and creates movement in often stagnant situations. The mediator then assists the parties in exploring possible solutions, which may involve either restoring or ending the working relationship. Once an agreement is reached, constructive, forward-looking arrangements are made. These agreements are documented by the mediator, often in a Settlement Agreement (VSO).
The mediation process for a workplace conflict
Curious about how a workplace mediation process unfolds? Below is a common scenario to give you an idea of how it typically progresses:
The company doctor/confidential advisor identifies a workplace conflict (situational incapacity) and recommends mediation.
Mediation is requested by the company doctor or the case manager from the occupational health service at Result Mediation.
The mediation process coordinator at Result Mediation contacts the employer and sends a proposal.
After receiving approval from the employer, the mediation process coordinator contacts the employee.
The mediation process coordinator assigns a mediator to the parties.
Individual pre-meetings with the mediator are scheduled if desired.
No pre-meetings? Then an online intake is conducted using a questionnaire.
A first joint session with the mediator takes place at a neutral meeting location.
The mediation agreement is signed during the first session.
Additional sessions are held, if necessary, to discuss solutions to the conflict.
Agreements are documented; in the case of termination of employment, this is done through a Settlement Agreement signed by both parties.
The mediation concludes.
Outcome of employment mediation
Step 12 is: the conclusion of the mediation. Two scenarios are possible at this stage. Either sufficient trust has been rebuilt, leading to agreements for the sustainable restoration of the working relationship, or trust in the relationship's recovery is lacking, and clear agreements have been made regarding the termination of the employment relationship through a Settlement Agreement (VSO).
Employment mediation delivers quick and effective results: 91% of mediations conducted by Result Mediation are successful. Approximately half of these successful mediations result in the mutual termination of the employment contract, while the other half conclude with agreements on work resumption and reintegration. On average, our mediations take about 5 to 6 weeks.
Need help from a mediator?
A mediator is a neutral facilitator who impartially and professionally guides discussions between both parties. Struggling to find a resolution together? One of our mediators will gladly assist you in reaching a solution together.
Turn your conflict into an advantage
Result ADR has the tools and expertise to guide conflicts in the right direction. We’d love to connect with you, either online or offline. Call us or leave your details, and we’ll get back to you as soon as