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CONFIDENTIAL Workplace Mediation Referral Form Please send or email this form to with mediation referral in the subject to your HR representative or the Mediation Scheme coordinator on Mediation Passport.NHS.UK.
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Allocated FAQ
When HR should mediate conflict: HR can be a helpful resource in conflict. For example, if a manager isn't sure what to do or an employee is having problems with their manager, HR can be a neutral third-party that helps find a solution.
Begin mediation by listening to each person's story separately. Next, bring them together to meet face-to-face. Allow them an equal chance to speak and explain their perspective. Brainstorm mutually beneficial solutions and, once both parties settle on one, summarize the agreement.
Each of the conflicting individuals should be encouraged to tell their side calmly. As a mediator, you'll need to listen closely, take notes and avoid choosing sides. Don't rush into drawing conclusions. Remain objective as you gather all the facts and repeat back to them what you are hearing from them both.
To build a workplace that resolves conflict, HR needs to: When conflicts do flare up, help mediate between employees so they can come to a compromise and work towards improving their relationship. Provide training on how to communicate respectfully and how to build a positive work culture for both employees and ...
Particularly if the problem is causing low morale among employees, lack of motivation and productivity, or other unsavoury symptoms. These are some general prerequisites for mediation: The conflict is moderate or slightly more significant. There is a clear issue with a tangible resolution.
Provide A Safe Space For Free Expression. ... Always Be Candid With Employees. ... Be A Neutral Third Party. ... Work With Employees To Reset Expectations. ... Treat Both Parties With Respect. ... Suggest Employees Try To Solve The Problem First. ... Mediate Problems, Don't Solve Them. ... Provide Tools For Conflict Management.
Use The Imago Technique. At my company, we use the Imago technique for conflict resolution. ... Be Direct. ... Define What 'Winning' Looks Like For Both Parties. ... Encourage An Open Feedback Culture. ... Intervene Before The Situation Escalates Further. ... Listen To Both Sides. ... Maintain Professionalism. ... Respect And Disagree.
HR must act as a mediator and facilitate communication between the conflicting parties. This includes creating an open dialogue where both parties feel comfortable expressing their perspectives, feelings, and needs.
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