Workplace mediation: when colleagues struggle to work together

A disagreement between colleagues can affect more than the people directly involved.

Managers may spend time carrying messages between them. Meetings become uncomfortable, work slows down and other employees feel caught in the middle.

Understanding what has happened is the starting point. In some situations, workplace mediation may help people find a way forward.

What is workplace mediation?

Mediation is a voluntary process facilitated by an impartial person.

It gives participants an opportunity to explain their perspectives, hear each other and explore an agreement about their future working relationship.

It does not determine who is telling the truth or whether an allegation is substantiated.

Participants should understand the process and agree how confidentiality will work, including any limits, before taking part.

When might it help?

Mediation may be useful where communication has broken down, misunderstandings persist or colleagues need support to agree how they will work together.

Both people need to be willing to participate freely. They do not have to become friends, but they need a workable professional relationship.

Possible agreements might cover communication, responsibilities, meeting arrangements or how future disagreements will be raised.

When is another approach needed?

Mediation should not automatically be offered whenever there is conflict.

Concerns about serious misconduct, discrimination, harassment or safety may require investigation or other action. Mediation should not be used to avoid establishing facts or addressing an employer’s responsibilities.

Consider any imbalance of power, whether someone feels pressured to participate and whether the process is suitable for the circumstances.

An employee’s decision not to mediate should not be treated as proof that their concern lacks merit.

Prepare properly

Explain the purpose, process and alternatives to everyone involved.

Choose an appropriately skilled, impartial mediator. Discuss any support or adjustments participants need and allow time for preparation.

Agree what information, if any, will be shared with management. Do not assume that the organisation will receive a detailed account of private discussions.

Support the agreement afterwards

Where participants reach an agreement, clarify what they have agreed to do and how progress will be reviewed.

Managers may need to address practical issues such as unclear responsibilities or workloads alongside the relationship difficulties.

Follow-up helps establish whether the arrangements are working and whether further support is needed.

How The HFactor can help

The HFactor can help employers assess a breakdown in working relationships, identify appropriate next steps and support managers with difficult conversations.

Where mediation is suitable, we can help arrange appropriate specialist support through our consortium of HR specialists.

If a workplace disagreement is affecting your team, start by understanding the concerns and choosing an appropriate response.

Visit https://www.the-hfactor.com and complete our enquiry form for a free initial consultation.