Mediation in the workplace - A recent Calma Partnership Mediator example

Issue

Steve and Tom had worked together for about 3 years. Steve had been off work for about 2 months due to stress both at work and home - due in part to his raising a grievance against Tom for allegedly contributing to his stress. Steve wanted to return to work but was concerned about his relationship with Tom. The Human Resources Manager proposed mediation.

Response

The Mediator contacted Steve and Tom and arranged separate meetings with them to hear what had happened and what they sought from their future working relationship. Steve explained that they had been very good friends and had always got along. He said that Tom at times had a very aggressive way of dealing with things when he was stressed. Usually this wasn't a problem for him because he wasn't afraid of him and could always talk to him. When he talked to him he usually apologised and agreed he had a problem.

But on one occasion when they were working together he just went too far. At this time, Steve was having personal difficulties and just felt he had had enough of Tom's abrasive behaviour. He decided to take out a grievance against him. He didn't feel very happy doing this and was worried about the consequences but felt it was the only way to formally deal with his behaviour. He didn't like that they weren't talking to each other but wanted to be treated respectfully at work.

He wanted him to know he wouldn't tolerate his behaviour anymore and wanted him to get help managing his emotions. Steve was also concerned that Tom would hold a grudge against him and that this would make working with him very difficult. He was willing to meet him face to face and discuss these concerns and issues with him.

Tom was very annoyed with Steve for reporting him. Following an investigation through the grievance procedure he had been told he would be dismissed if there was a repeat of this behaviour. Tom did acknowledge that he had a problem with managing his anger at times. He also understood that Steve was within his rights to make a complaint. He said that he recognised the serious nature of the situation and had sought counselling. He was willing to meet with Steve.

Process

The face to face meeting was conducted in a neutral venue. The meeting lasted for an hour. During this time they discussed what had happened, how they both felt and what had been going on at the time of the incident. Steve said what he wanted. Tom apologised, said that he had already gone for help and had been referred for counselling. They discussed workloads and Tom acknowledged that at times he struggled at work because of difficulties at home. Tom told Steve that he didn't hold grudges and wouldn't have a problem working with him again. During the course of the meeting they acknowledged what good friends they had been but that they would both be cautious in the future with each other.

Outcome

With the help of the Mediator they drew up an agreement about the things they had discussed and signed this. They agreed to meet with the Mediator again in 3 months to review how things were going. After 3 months both Steve and Tom said that relations between them had been good and there had been no further 'incidents'.

If you have a 'conflict' at work - we may be able to help. Contact Calma Partnership to arrange for swift Mediation intervention and support.