Workplace mediation is a voluntary and confidential process where an impartial third party, called a mediator, helps parties to resolve disputes without involving the justice system. Mediators are trained to remain impartial and guide parties towards a solution. Success depends on the willingness of participants to cooperate, and mediation may not be appropriate in cases where one party feels threatened or legal action is necessary.
Workplace mediation is a process by which parties to a labor or work-related dispute attempt to resolve issues with the help of an impartial third party. The third is called a mediator. The mediation process is usually voluntary and confidential. Commonly, mediation is handled without the presence of lawyers and without the involvement of the justice system.
Complaints, grievances, and workplace disputes sometimes develop. An employee may feel that they have been treated unfairly or disagree with company policies, for example. An individual may feel harassed or bullied. Team efforts can fail and people can become less cooperative than normal. When conflicts do arise, a workplace mediator may be called in to assist the parties in resolving the issue and finding a way to continue working together productively.
Mediators are often trained to deal specifically with workplace disputes. These experts understand the importance of remaining impartial so neither party feels involved or ignored. They also understand the process and how to guide parties towards a solution without apportioning blame or imposing solutions. Because mediation is often voluntary, it is important that sessions remain emotionally neutral and productive to avoid disruption to the process.
Workplace mediation may seem like a process reserved for serious conflicts, but it can also prove useful in ending conflicts before they become serious. Workplace mediation can also be productive after a conflict has been resolved, helping mend strained workplace relationships.
The success of workplace mediation typically depends not only on the skill of the mediator, but also on the willingness of the participants to cooperate. For the process to work well, participants usually need to want a solution that allows them to continue working together. This often means discarding hopes of victory in favor of solving a problem quickly.
There are some workplace conflicts where mediation may be considered inappropriate. For example, mediation may not be appropriate if one party feels threatened by the other and fears for their physical safety. If the parties are forced into workplace mediation and are unwilling to cooperate, the process is likely to fail. If one of the parties deems a court judgment and legal action necessary, they are less likely to make efforts to find an acceptable solution in mediation. Since a mediator cannot force a settlement, his efforts may be frustrated in such cases.
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