Professional mediator and lawyer, Philippe Patry, poses outside his office building

How Swift, Professional Mediation Streamlines Resolution

Conflicts are inevitable, whether your work environment is in-office, remote, or a hybrid. No matter the landscape of the workforce today, conflicts arise from seeming small issues all the way up to large systemic problems. There are plenty of ways employers and leadership can address and manage conflict at work, but the best solution for impartial, fair, and professional resolution is with mediation.

In this article, we will explain what mediation is, what context it is best suited for, the benefits of mediation, and why employers should consider it for workplace conflict resolution.

Read more: The Cost of Unresolved Conflict

Mediation explained

Workplace mediation works to enable all participants, including employees, managers, directors, and other roles within an organization to work with an impartial third-party to resolve challenges in the workplace. This voluntary process encourages discussion and empowers both parties to find a solution and move forward together.

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What issues can be mediated?

Employee grievances or complaints – These are grievances or complaints that are raised by one or more people towards an employer for any number of reasons.

Interpersonal conflict – This is a physical, mental, or emotional disagreement between two or more people that results in the interference of fulfilling one’s job function and general responsibilities.

Formal complaints – In some situations, complaints involving sexual harassment, bullying, or other violations may be mediated. However, this can only be the case once the issue has been thoroughly assessed and there is a consensus between both parties to move forward with mediation.

When mediation should be considered

Mediation is one of many conflict resolution interventions that should be considered as soon as a moderate or complex dispute arises in the workplace. Particularly if the problem is causing low morale among employees, lack of motivation and productivity, or other unsavoury symptoms.

These are some general prerequisites for mediation:

  • The conflict is moderate or slightly more significant
  • There is a clear issue with a tangible resolution
  • Participants are volunteering to participate
  • Participants are equally invested in conflict resolution
  • Participants understand mediation is a private process and agree to confidentiality
  • Participants can represent their position and express themselves freely
  • There are no major disparities between the participants’ bargaining power
  • The organization is willing and able to offer continued support to participants
  • The organization is willing and agrees to facilitate resolution

Benefits of mediation for workplace conflict resolution

Neutral, third-party

Impartiality plays a significant role in the mediation process. The mediator is required to collect, process, and analyze information from an objective point of view based solely on education, fact, and reality. Any decision made must be from the foundation of an unbiased opinion without emotion or subjectivity.

The perception of bias can also be avoided by removing the opportunity for a conflict of interest between the mediator and the individuals involved in the investigation, such as the complainant and the respondent.

Read more: Professionalism, Impartiality, and Empathy in Workplace Investigations


Mediators frequently listen to personal details and accounts from individuals across a broad range of topics. That’s why it is important for the integrity of the process to keep all accounts of personal details and acquired data confidential.

Typically, there is a confidentiality agreement, and all segments of mediation are not to be disclosed to any individual. This ensures both parties feel safe and trusting of the mediator and will therefore be completely honest about the issues being discussed.

Improve communication

A significant part of the mediator’s responsibility is to encourage and facilitate communication between two or more parties. By establishing open communication between these parties, each side is able to speak, listen, and better understand each other, thereby working towards problem resolution. This process also empowers parties to be able to solve potential future problems through clear, respectful communication.

Everyone has a voice

With mediation, each individual is given the opportunity to share their story, be heard, vent, or express their perspectives in a safe, unbiased space. It’s crucial that these conversations occur on the foundations of impartiality, confidentiality, professionalism, and trust.

Saves on internal resources (time, money, etc.)

Attempting to solve workplace conflict or interpersonal disputes without training, processes, or tools can often lead to wasted resources, time, costs, and even more aggravation between the parties.

Mediation ensures that the steps toward resolution are streamlined, methodical, thoughtful, and positively impactful for all participants. In some instances, mediations can be successfully completed in one or two sessions, saving significantly on cost and time for both parties.

Swiftly and professionally resolve workplace conflict

While there are plenty of resources available to leadership, HR, and employers today that highlight the steps and tips to successfully resolve workplace conflicts, what takes years of practice and experience to master cannot be downloaded and absorbed in a day.

Early intervention with a professional, skilled mediator ensures that there are no learning curves, trial and error, or compromise on the quality of the process. It is also a great way to address and resolve issues between parties before matters escalate into a more significant problem.

The Takeaway

Conflict can be a healthy way to debate and learn from each other’s differences in a dynamic, interactive workplace. However, some conflicts can be damaging, costly, and harmful to the physical, emotional, and mental state of both parties and the organization, resulting in low morale, loss of productivity, and increased costs in legal issues.

If your organization is experiencing conflict, consulting with a neutral mediator will resolve distracting, challenging situations and empower all participants involved to settle on an agreeable solution and continue being productive within the organization.

At Global Mindful Solutions, we have established a process that aims to provide insightful, comprehensive solutions with a compassionate and unbiased approach. This allows all participants to focus on getting back to work and continue making a positive contribution to their organization while leading a fulfilling role in their careers.

Contact Global Mindful Solutions to get started with neutral, knowledgeable, and effective investigation, mediation, and facilitation services.


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