If you haven’t made much use of mediation at work, it can be confusing to know when a conflict is suitable for mediation. And there are valid reasons for using – and for not using – mediation, even when it is firmly established within your organisation.
An employer who understands the subtleties of when and when not to use mediation will save money and get better results from the conflicts they do send to mediation, whether your mediators are internal or external.
But there are some employers who don’t use mediation at all – but should! Others are using mediation but for the wrong reasons or in inappropriate situations. These organisations often have broader issues that need to be addressed.
In this paper we outline some of the different reasons for when to use mediation – and when not to.