Solutions to conflicts through workplace mediation
Workplace mediation addresses various conflicts and disagreements related to work and interpersonal interactions. It’s best to involve a workplace mediator early, before issues escalate.
Workplace mediation involves resolving interpersonal conflicts and tensions. Typical issues addressed in mediation include disagreements over work distribution or rules, poor workplace atmosphere, inappropriate behavior, harassment, or experiences of bullying.
Workplace mediation is a learning process in which the work community and its supervisors develop skills in giving feedback and addressing matters constructively. In mediation, the parties themselves, together, resolve disputes and agree on how to handle challenging situations in the future.
The most common benefits of workplace mediation:
- Interaction culture improves
- Sense of community grows
- Stress tolerance increases
- Work well-being improves
- Sick leave decreases
- Need for substitute recruitment decreases
- Productivity increases
- Financial situation improves
How does the workplace mediation process proceed?
A high-quality and effective mediation process consists of four stages. Sovulla’s mediation process includes an initial orientation session, individual meetings with the parties, the mediation meeting(s), and follow-up, which supports the work community in sustaining the change.
Initial briefing
During the initial session, the mediator explains the mediation process, the principles of mediation, and the mediator’s role.
All parties involved in the mediation are present.
Individual meetings
In the individual meetings, each party shares their perspective on what has happened, the thoughts and feelings associated with the events, as well as their needs, wishes, and suggestions for resolving the conflict. The discussion with the mediator helps participants prepare to raise important issues in the mediation session and to listen to others.
Mediation session
In the mediation session, the mediator guides the discussion on issues that are significant to the conflict. Each party shares their perspective and listens to the thoughts and feelings of others.
The mediator directs the conversation toward a solution, which the parties collaboratively create through dialogue.
Mediation agreement
The mediator assists the parties in documenting the mediation agreement, focusing on concrete, action-based ways of collaborating.
Follow-up and change support
The follow-up phase is an important part of the mediation process. It focuses on maintaining positive progress, providing feedback, and continuing to address relevant issues. The purpose of the follow-up phase is to strengthen trust within the work community and support lasting change.
Follow-up meetings are usually held 2–5 times.
After the Mediation Process
During the mediation process, other development needs and ideas often become apparent that are not appropriate to address within the mediation itself. Once the conflict is resolved and workplace interactions improve, further development of work processes becomes possible.
After the mediation process, it can be valuable to continue collaboration through
professional supervision, training, or coaching.
Prices
| Initial consultation | free |
|---|---|
| Initial briefing | 350-400€ |
| Individual meetings | 240-270€ |
| Mediation session | 1370-1970€ |
| Follow-up meeting | 500-800€ |
| Overtime hour | 260€ |
The total mediation fee is based on the pricing outlined above and adapted to the client’s specific needs and scope. Each process is unique, considering factors such as the number of participants, meeting length, and scheduling requirements.
Free Workplace Mediation Needs Assessment
Workplace mediation can help address many types of workplace challenges. Book a free session with me to explore your organization’s mediation needs together.