Mediation and conflict resolution service - case study
A team manager needed to resolve a dispute they had with a team member, and to do so while avoiding going through a grievence procedure.
What we did:
Our response to the team manager was to encourage her to speak with her team member to explain the process and to see if they were willing to consider mediation. Our mediator then met with the team manager and team member separately on two occassions to allow each to explore their perspective of the issue and to consider how others may interpret their behaviour. This was done within the context of Slam Partner’s standard for confidentiality. It was also made clear that the mediator would not be giving any evidence in or be involved with any grievance process should the mediation not achieve a satisfactory outcome.
Following the separate meetings the two parties met together with the mediator faciltiating a conversation. They listened to each other’s perspectives, gained a greater understanding of the cause of the conflict, accepted their contribution to the conflict and resolved to work differently so that their work relationship was more productive.
Results:
The result was that differences which had escalated because of misunderstandings were resolved within six weeks. They developed and sustained a more productive work relationship. This saved the service the cost of the grievance process, avoided a reduction in service during the time the two parties were not able to work together and the cost of a possible redeployment should there have been no resolution to their differences.
Quote:
“Mediation helped us improve our working relationship through acknowledging and resolving our differences.”
