How do you know that a particular independent mediator is right for your situation?
As an HR professional you will have some intuition and more experience as to whether a conflict or dispute can be resolved by you or your team. As important, is whether you feel reassured that the parties involved trust your independence and neutrality. Will it look like ‘bringing in the cavalry’, or genuinely as an opportunity to introduce fresh perspectives and fairness? If you need help in presenting the process to the other parties, meet with your independent mediator and talk the situation through.
Get to know your mediator. Do they understand what you are presenting? Can they relate successes in a way that gives you confidence? Does the way they work seem right for your situation?
We hope that we shall never be regular visitors. If we are, then more needs to be looked at. But if our experience and training gives you an edge, you can get back to ensuring disputes do not arise. You can depend on us to find the best outcome for the few occasions we are needed. Disputes are also learning opportunities, and an external perspective may help you ensure these incidents are identified and avoided.
Every time mediation avoids a tribunal, you will have saved both time and money, and perhaps also one or more valued employees.
Mediation is not prejudicial if it does not succeed, and formal grievances are pressed, or disciplinary action becomes indicated.