The solution to almost every single complaint, quarrel, disagreement and feud.
Every dispute that you could imagine, and even those that you couldn’t, are suitable for workplace mediation. Since 2001, we’ve been successfully resolving workplace conflicts with a success rate of over 93%. That’s a lot of happy, healthy and harmonious bonds restored.
The process works for a range of disputes, including but not limited to:
- Conflicts and disagreements between employees and within teams.
- Conflicts between managers and employees or between senior managers.
- Allegations of bullying, harassment or discrimination.
- Boardroom and executive level disputes.
- Disputes between business partners.
- Disputes with customers or along the supply chain.
- Issues arising from mergers and acquisitions.
“Mediation is a non-adversarial way of resolving difficult situations. It is used as an alternative to formal or legal processes. At TCM, we describe mediation as a mind-set; a framework; and a competence.
The mediator is an impartial third party. They help the two or more disputing parties to have an open and honest dialogue so that they can secure a mutually acceptable outcome. A win/win outcome. Mediation is different because it is about collaborating rather than blaming.
Any agreement in mediation comes from those in dispute, not from the mediator. The mediator is not there to judge, to say one person is right and the other wrong, or to tell those involved in the mediation what they should do. Mediation is both voluntary and confidential.”
How the workplace mediation process works
Resolve even the most complex and challenging disputes in just one day.
- Both parties meet with the mediator individually.
- This meeting provides an opportunity for both parties to identify the root cause of the conflict.
- This meeting is also held individually.
- Both parties understand and decide how they want to explain their situation within the joint meeting.
- Both parties are together in a room with the mediator.
- They both have uninterrupted speaking time and are encouraged to listen and understand each other’s perspectives.
- This part of the process can completely change the dynamic and is hugely powerful.
- The exchange takes place, after which mutual agreement is made for resolution.
- Parties are invited to reflect on the process and the outcome.
- They decide on future action to be taken if a further conflict arises.
- The mediator remains in contact with the parties involved for a year after mediation.
The FAIR Mediation Model™
A unique route to address the underlying root of an issue.
TCM’s FAIR Mediation Model™ has been designed specifically for use in resolving workplace and employment disputes. It is a highly effective and well-regarded model used by some of the UK’s biggest names including: Royal Mail, HSBC, Aviva, Network Rail, BA, London Ambulance Service, Lloyds Banking Group, The Metropolitan Police, BT, The DWP along with numerous universities, hospitals, councils and police forces.
The FAIR Mediation Model™ is unique because it addresses the underlying root cause of a conflict whilst bringing a pragmatic and highly effective problem-solving approach. It also includes a substantial amount of post-mediation support for the parties for a full year after mediation concludes. Our way works.
The benefits of workplace mediation
Imagine if you could save your business valuable time, money and stress.
Restorative resolution starts from the minute you contact us and continues way beyond the mutual agreement – skills can be learned for life.
- It places responsibility for the resolution directly with the parties.
- It creates a safe place for all sides to have their say and be heard, with uninterrupted speaking time.
- Disputes are halted before they escalate out of control.
- Mediation reduces the stress and anxiety associated with conflict.
- It reduces the risk of litigation and costs of conflict.
- Mediation helps to cultivate a happier, healthier and more harmonious working environment.
Flexible for the virtual world; digital for the modern worker.
We’re living in a modern and changing world, and our workplaces are no different. So why wouldn’t our services reflect this? In the digital age, all our mediation services can be delivered online. It’s a sustainable, cost-effective, time-saving option. We’re flexible to suit your needs.
In an increasingly global business climate, teams are frequently dispersed across continents. Managers may be leading people they only get to meet once or twice a year – and team members may never have met each other at all.
Virtual project teams, which bring together specialists from around the world to develop new products or services or tackle a business challenge, are also increasingly becoming a feature of working life. Of course, it may just be that a workplace dispute involves extremely busy people who are finding it difficult to co-ordinate diaries or free themselves up for mediation during normal working hours.
Online mediation can also be helpful in highly charged, emotional situations. If an allegation of sexual harassment has been made, for example, the victim may feel intimidated by the perpetrator and reluctant to sit in the same room. The same situation can apply in cases of bullying, particularly if the perpetrator is more senior and there is a power dynamic at play.
Put simply, conflict is complex. We understand that and we’re here to help you resolve it, no matter the situation.
A Practical Guide to Resolution in the Workplace
David Liddle’s first book, Managing Conflict (CIPD/Kogan Page), provides a detailed overview of the mediation process. It includes numerous toolkits and checklists to help you embed mediation into your organisation. It also includes case studies from Tesco, Arcadia Group, The Metropolitan Police, Capgemini and many, many others.
“Managing Conflict is a well-structured and hugely practical insight into understanding, preventing and resolving workplace issues. From understanding mediation to positive psychology, David covers relevant topics in a thorough and accessible style, completing the book with an invaluable resource section.” -David D’Souza, Head of Engagement and London for CIPD & experienced HR/OD/Change Leader