This page contains a Flash digital edition of a book.
U K


MEDIATION JOURNAL


We give people information packs about what mediation is and what it hopes to achieve, because the parties involved have got to agree to it. But we find most people want to resolve their differences. When people actually realise the impact their actions are having, or hear what the person really intended, it’s


quite sobering, and


also empowering. As a result they can start to build a relationship together – that’s what it’s all about in the end.


What benefits have you seen from mediation?


It takes the heat out of the situation, it reduces management time and it reduces stress levels and absentee levels. It also saves money; if you don’t resolve it and one party goes off sick or leaves then you’re looking at several thousand pounds. If someone says it’s constructive dismissal as we haven’t helped them resolve it, then it doesn’t take long to ramp up to £5- 10k at a tribunal. It’s often valued employees who’ve got completely different perspectives on the way things should be done. Unresolved, we could end up losing both of them. That’s bad for business, it’s bad for our customer service, it’s down time and it’s lost opportunity time while we recruit and train someone else.


Employees value the fact that we have given them something that they haven’t expected.


I actually don’t


think we’ve had one that hasn’t ended in an agreement so far. They really do value an alternative way to resolve an issue. In a disciplinary or a grievance somebody has to lose and somebody has to win, and that’s not the situation in mediation. They can both come out understanding, they might not still agree, but they at least understand why the person is feeling the way they do.


Advocating mediation in bus iness


What were the difficulties you came across when implementing the scheme?


Logistics. If we have 2 or 3 cases running at the same time, it’s the logistics we struggle with. We’ve also trained an administrator; it’s important people feel secure and know what they’re going in to. We have to find mediators outside the business and find a venue. We also have to manage the venue set up – each party has to have a separate room, and then another for when we bring them together for the meeting. It’s logistically harder than we had thought but still well worth the effort.


What would you do differently?


We probably would have trained more people at the same time as the HR community. I wanted the HR community, myself included, to experience the mediation training because it wasn’t common place and was outside our normal repertoire of experiences. However, I would recommend training a cross section of the business rather than it sitting with one department, both geographically and functionally.


What advice would you give to other organisations?


I think you have to be realistic with what you can achieve with the resources. It depends on the size of the organisation. We personally couldn’t cope with doing one a day, for example. So we are selective about how we use it, but where we do use it, it gives us really good results. It’s a great process and I couldn’t recommend it highly enough.


cmp resolutions


If this is your t managing confli


If this is your to managing conflic


If this is your to for managing co at work...


cmp resolutio


cmp resolutions


Professional mediators


CMP RESOLU call in


call in cmp res


Mediators with over 20 years’ experience of workplace mediating


PROFESSIONAL MEDIATORS Professional mediators


Mediators with over 20 years’ experience of workplace mediating


Expert mediation training From a national certificate in mediation at work through to awareness raising and short courses


2020UK Mediation Journal | Issue 1 Sponsored by


Expert mediation training From a national certificate in mediation at work through to awareness raising and short courses


Mediators with over 20 years’ experience of workplace mediating


EXPERT MEDIATION TRAINING From a national certificate in mediation at work through to awareness raising and short courses


CMP RESOLU


Exper intern


Over 400 sector, n


Exper servic


Audit an


Expe inter


Over 4 sector,


Expe servi


Audit a


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52
Produced with Yudu - www.yudu.com