It was agreed that impartial mediation support would be the most appropriate course of action and the employees concerned agreed to take part in the process. The overall aim being to assist the employees create and sustain a more constructive and healthy professional relationship.
Our consultant met with the employees individually as an introductory session to explain the process in full, answer any questions and address any concerns before exploring with each party their key issues in relation to the conflict.
A facilitated meeting took place between them both and the key principles of mediation were explained as well as some ground rules to enhance the quality of the conversation. The issues were discussed, explored and constructive solutions encouraged.
Designing an agreement
Following on from the facilitated meeting a document was produced containing a summary of the important issues discussed and agreed on, using their own words about how they decided to move forward. The agreement was not in any way legally binding, merely to assist with setting out clearly the agreement made.
Closing the mediation
Once the agreement had been reached those involved were given responsibility for its implementation.
Follow up with the client indicated that some of the challenges appeared to have been resolved relatively quickly and they were optimistic that this would improve further moving forward.
Coaching for the line manager
In addition to the mediation support, we also provided the line manager with coaching sessions to enable him to feel more confident about how to handle difficult employee situations in the future.
Our qualified consultants are always available to speak to you. We can help give you peace of mind that allows you to deal confidently and effectively with any people issues you may have.