Workplace mediation

Our mediation services

At 11 Recruitment, we provide tailored workplace mediation for our clients in Perth and Brisbane to help them manage conflict. 

We cover three key categories of conflict.

  • Interpersonal conflict between two or more people.
  • Intragroup conflict between two or more members of a group.
  • Intergroup conflict between two or more groups and their members. 

Within these categories, we provide mediation for a range of conflicts including:

  • Accusations of bullying.
  • Performance management.
  • Issues following performance management, such as accusations of victimisation, greivance, or long-term absence.
  • Accusations of victimisation following an absence.
  • Interpersonal disputes between senior management or colleagues.

We also provide guidance and advice within the following related areas:

  • Workplace culture.
  • Restoration of working relationships post-conflict.
  • Workplace harassment, bullying and conflict.
  • Maintaining a healthy working environment.
  • Resolution and management where a difference of opinion is present.
  • Conflict coaching for management and employees.
Workplace mediation | Our mediation services

Stage 1: Engagement

Our mediation process begins with a one-hour consultation with the employer. This initial consultation covers, but is not limited to:

  • The details surrounding the conflict - including how long the conflict has existed and who is involved - and a timeline of events.
  • Expectations and desired outcomes.
  • How we plan to approach the mediation, what techniques we will use, what we will report on, and possible outcomes.

Following this, the participants will be sent an email detailing the upcoming mediation and their involvement. We will schedule an individual meeting with each participant for pre-mediation.

Workplace mediation | Stage 1: Engagement

Stage 2: Pre-mediation

Before the mediation itself, we have an individual ninty-minute session with each participant to address the following.

  • The willingness of each participant. Attending mediation should not be compulsory, as all parties need to be willing and motivated to resolve the conflict. If any of the participants do not want to attend the mediation, we are unable to move forward.
  • How the process works. We explain the mediation process and what to expect. We ask the participants how they feel about the upcoming mediation, and respond to any questions or concerns.
  • Ground rules. We establish rules for the upcoming mediation, such as listening with an open mind and not interrupting. We also ask the participants if there are any additional rules they would like implemented.
  • Each participant's perspective. We develop an in-depth understanding of what has occurred by asking each participant for their perspective on the conflict. We use active listening and open-ended questions to get to the root of the problem. We also reflect upon and paraphrase what each participant has told us to confirm that we have understood them correctly.
  • Goal of the mediation. We emphasise to each participant that the goal of mediation is not to win, but to find a practical resolution that suits everyone involved.

Throughout pre-mediation, we carefully observe the behaviour and non-verbal cues of participants. This enables us to get a better understanding of their state of mind.

Once pre-mediation has been completed for all participants, we schedule the mediation session.

Workplace mediation | Stage 2: Pre-mediation

Stage 3: Mediation

Our workplace mediation sessions typically run for between three and six hours. During the mediation, the following will take place.

  • Introduction. We start on a positive note, by thanking the participants for being there, and for being open to resolving the conflict. We then remind them of the ground rules established during pre-mediation, provide a summary of the situation, and set out the main areas of agreement and disagreement.
  • Discussion. We explore every issue in turn, encouraging the participants to empathise with one another and to improve their understanding by asking questions. Every participant has equal time to talk, and is allowed to express themselves fully without interruption. If a participant becomes defensive or aggressive, we steer the conversation back to the main problem at hand.
  • Resolution. Once all participants have given their views, we shift the focus of the session from the past to the future. We brainstorm possible solutions and encourage participants to negotiate and compromise until we find a solution that satisfies all parties.
  • Contract. At the end of the mediation, the participants will be asked to create and agree to a verbal or written contract, outlining how they will behave moving forward. The agreement needs to be easy to understand, use neutral language, and contain actions that are SMART (specific, measurable, achievable, relevant and time-bound). 
  • Closing. Before the participants leave, we thank them for their help and cooperation. We let them know that we will be in touch within the next couple of months to follow-up.

A workplace mediation of low complexity can often be completed in one day, while a high-complexity mediation may run over multiple days.

Workplace mediation | Stage 3: Mediation

Stage 4: Follow-up

Immediately after the mediation, we will confirm with the employer that it has taken place. The employer will not receive any specific details regarding what occurred, as our mediation sessions are confidental. This privacy allows the participants to be more honest in what they say, as there is less fear of being reprimanded.

Within two months of the mediation, we will follow up with each participant to see if the agreement is being followed. This follow-up typically occurs over the phone, and takes about thirty minutes.

Additional sessions can be organised upon request.

Workplace mediation | Stage 4: Follow-up

Why choose 11 Recruitment

Our workplace mediation provides a comfortable, safe and confidential environment that encourages people to speak openly with one another, with the mutual goal of improving their working relationship.

Some other benefits of our workplace mediation services are as follows.

  • As we are a third-party and do not have a stake in the outcome, there is no conflict of interest. This helps to maintain objectivity in the process and facilitates openness of participants.
  • Mediation is a shorter and less expensive process than litigation.
  • Mediation usually result in a significantly higher level of compliance. This is due to all parties having been included in the resolution process and having had the opportunity to provide input.
  • We encourage participants to see the scenario from the other party’s perspective, so the likelihood of future misunderstanding or conflict is reduced.
Workplace mediation | Why choose 11 Recruitment

Interested in workplace mediation?

Interested in mediation?