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Mediation in the Workplace: a case study. Andrea Pattico, HR Manager 12 June 2009. Agenda. Background Why mediation? Process Preparing for the meeting The outcome What have we learned?. Background. Ongoing disagreement

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Mediation in the Workplace: a case study

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Mediation in the workplace a case study
Mediation in the Workplace: a case study

Andrea Pattico, HR Manager

12 June 2009


Agenda
Agenda

  • Background

  • Why mediation?

  • Process

  • Preparing for the meeting

  • The outcome

  • What have we learned?


Background
Background

  • Ongoing disagreement

  • Employee felt bullied by Manager who raised poor performance issues

  • Manager felt bullied by Employee and forced to ignore poor performance issues

  • Unrealistic expectations by both parties

  • Parties not communicating clearly with each other


Why mediation
Why mediation?

  • A judgement call – mediation looked unlikely

    • Deadlock conflict

    • Working relationship on decline

    • Unable to resolve between themselves or with manager intervention

      BUT

  • Both parties wanted resolution

  • Internal ‘mediator’ trusted by both individuals



Preparing for the meeting
Preparing for the meeting

  • Separate meetings initially

  • Open and honest discussion

    • Outlined problem

    • Summarised main events

    • Defined ideal outcome

    • Ground rules

  • Agreed representative for support

  • Agreed attendance of senior business leader


The outcome
The outcome

  • Joint meeting

  • Continue to use ground rules

  • Contracted on;

    • Behaviour and conduct

    • Performance

    • Providing feedback

    • Next steps

  • Follow up every 3 months

  • Restored working relationship


What have we learned
What have we learned?

  • Requires accurate judgement of situation

    • Is Mediation the right process or is the situation beyond that?

  • Commitment from Senior Leaders to the process is key

  • Telephone support is adequate for HR professionals for less tenuous issues

  • Success is not achieved overnight

  • Mediation is not a guarantee to permanent resolution

  • Follow up is necessary and important


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