Employee Mediation
Regular mediation sessions help: ​
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Empower employees with strong communication and problem-solving skills
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Support your employees with effective strategies to overcome challenges, when they need them
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Reduce overall conflict and stress
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Increase creativity, empathy and job satisfaction
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Promote happier, more diverse teams
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Save time and mitigate legal risks
Note: Mediation is focused on future actions. It does not involve fact-finding or assigning responsibility for alleged misconduct, for which a Workplace Investigation may be more appropriate.
Conflict is a natural, helpful, and inherent part of working with other people, but it can also be uncomfortable. A common tendency is for employers to avoid the conflict until it is interfering with the smooth operation of the organization. At this point, they often feel their only option is to quietly sweep it under the rug, which can involve a costly payout to one or both parties or an even costlier and public legal dispute.
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Offering mediation services is a way to support your employees with one of biggest stressors in the workplace - conflict with other people. My objective is to create real value for your organization and employees, far beyond holding back the floodgates of litigation.
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Not only does mediation offer a confidential process to resolve internal conflicts out of court, but participants also build skills in assertiveness, communicating their needs, listening to other perspectives and creative problem-solving. They will have opportunities to apply the skills they gain again and again.
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The goal is to find a path forward in which every person involved feels their needs are met and is willing to commit to the success of an agreement. Participants work to identify and resolve personal and organizational issues and take personal responsibility for their own success.
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Your employees need support
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2022 Mental Health Index Survey by LifeWorks:​
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Workplace relationships have "deteriorated" since the pandemic began. 11% of Canadians reported that their experiences with their managers have not been positive, an increase of two percent since before the pandemic. 10% of Canadians admitting that their experiences with work peers have not been positive since the pandemic began, a four percent increase since the start of the global health crisis.
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20% of Canadians have experienced increased conflict and/or aggression when dealing with public or clients.
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​CIPD’s 2019 UK Working Lives survey (UKWL):
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3 in 10 workers report having experienced at least one form of bullying or harassment in the workplace in the last 12 months.
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More than one in four workers who report having experienced a conflict at work in the last 12 months state that it is likely or very likely that they will quit their job in the next year, compared with only one in seven who report having experienced no conflict.
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​Gallup's 2021 State of the Global Workforce Report:
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U.S. and Canadian workers, whose survey data are combined, ranked highest for daily stress levels of all groups surveyed. Some 57% of U.S. and Canadian workers reported feeling stress on a daily basis, up by eight percentage points from the year prior and compared with 43% of people who feel that way globally.
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Compsych Stress Pulse Report 2013:
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Causes of stress at work: 41% cite workload, 32% cite people issues, 18% cite juggling work and personal life, 9% cite lack of job security
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​CPP Inc., OPP, Fellipelli 2008 research in nine countries around Europe and the Americas found:
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The average employee spends 2.1 hours a week dealing with conflict.
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27% of employees have witnessed conflict morph into a personal attack
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25% say that the avoidance of conflict resulted in sickness or absence from work.
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The primary causes of workplace conflict are seen as personality clashes and warring egos (49%), followed by stress (34%) and heavy workloads (33%)​​