CRISES OR
CONFLICTS
Workplace Mediation
– Resolving Conflicts that Hinder Collaboration
An organization is healthy, when differing opinions are part of normal work. However, if disagreements are not properly managed, they can escalate into conflicts. Workplace mediation is one possible solution in these situations. Conflicts heavily drain the psychological and eventually physical resources of employees. It is in the entire organization’s interest to resolve conflicts so they do not affect employee well-being, collaboration, and ultimately the company’s performance.
It is clear that disagreements arise among people in some form almost daily, and often these situations can be resolved without external support. However, sometimes situations persist, and it may be necessary to examine the situation with an external expert. We offer organizations the opportunity to assess the situation and seek solutions together with the help of an impartial mediator.
Workplace Mediation or Team Therapy
- Towards a Shared Vision of the Future
We help groups of employees in challenging situations or conflicts understand each other’s perspectives and find new, more effective solutions for working together. Through discussions, issues can be resolved constructively, often restoring or even improving mutual understanding and willingness to collaborate in the future. This work can be done formally as workplace mediation, team therapy, or more generally as a collaborative development process utilizing mediation elements. Ultimately, the goal is to find and document a shared vision of how the parties will work together after the discussions. Bravers’ Sanna Fäldt is qualified as both a mediator and a solution-focused brief therapist.
The steps of workplace mediation:
1. Ordering and starting the mediation process
2. Informing participants of the mediation
3. A joint information meeting for all process participants
4. Confidential 1:1 interviews with all participants
5. A joint mediation discussion (or several) for all participants
6. Writing the mediation agreement
7. A follow-up discussion in a few months
Pricing
Workplace mediations can be conducted entirely online, face-to-face, or in a hybrid format. If there are multiple parties involved, two mediators can be used, although one mediator is often sufficient. Bravers’ lead mediator is Sanna Fäldt, who has been trained as a workplace mediator and has been leading mediation processes since 2021.
We charge €200/hour + VAT 24% for workplace mediation. For example, the process of mediating a conflict between two people takes an average of 8-10 hours based on our experience, but each mediation situation is unique.
Workplace Mediation Case 1
ORGANIZATION
An international company of knowledge workers
Team size: 10 people
CHALLENGE
Some dissatisfaction had surfaced in a long-term development project. Motivation had started to decrease inside the team, as the work did not advance as hoped, There was dissatisfaction and distrust inside the team.
APPROACH
The director of the team and their HR-responsible decided to order a mediation process from Bravers. The mediation lasted a little over two weeks, during which both individual interviews and mediation discussions were held.
OUTCOME
The discussions helped everyone understand each others’ viewpoints and the root causes of the situations were found and resolved.
Workplace Mediation Case 2
ORGANIZATION
International Software Development Company
Team Size 15 people
CHALLENGE
One of the organization’s core teams was struggling. They informed management that internal collaboration was not functioning well. The situation had been ongoing for some time, and previous measures had not helped.
APPROACH
The HR manager contacted Bravers to conduct a confidential and respectful external assessment of the situation. We decided to conduct a restorative interview round, where each team member was deeply heard about their perspectives on collaboration.
OUTCOME
It was revealed that team members almost unanimously found the team leader’s management style to be inconsistent with the organization’s values. Once a comprehensive understanding of the situation was obtained, it was easier for management to initiate the necessary development actions.
