Workplace mediation

Great way of restoring respect, clarifying what needs to change, and agreeing workable next steps so people can collaborate again.

Mediation is especially effective where people want to stay in relationship (team members, manager–direct report, cross-department colleagues) and are willing to engage in a conversation about the future. It is less likely to be appropriate where there are criminal allegations, where immediate safety is a concern, or where one party refuses to engage at all — in such cases, alternative HR or legal routes may be needed

How we’ll work

Workplace mediation is a confidential, voluntary process in which a neutral third party helps colleagues talk through a dispute and reach a mutually acceptable way forward. It’s flexible by design, puts the people involved in control of the outcome, and focuses on restoring working relationships as well as resolving practical issues. cedr.com+1

I bring a calm, structured approach: I listen, help each person be heard, reframe the problem into shared facts and needs, and support the creation of realistic agreements that the organisation and the people involved can live with.

Who this is for

  • Teams or line managers dealing with ongoing conflict, misunderstanding or poor working relationships.

  • HR teams looking for an independent, confidential route to resolve employee disputes without escalation.

  • Organisations that want to reduce the reputational, emotional and financial cost of workplace conflict and keep people working productively. cedr.com

Why mediation (short version)

  • Quicker and less costly than formal grievance or legal routes. cedr.com

  • Confidential and voluntary — the parties control whether and how matters are resolved. cedr.com

  • Focuses on relationships and future working arrangements, not just blame. cedr.com

How I run a workplace mediation (what to expect)

  1. Initial enquiry & suitability check — a short, confidential conversation with HR or the parties to confirm that mediation is appropriate.

  2. Agreement to mediate — written confirmation of voluntary participation, confidentiality and practical arrangements. cedr.com

  3. Pre-mediation meetings — private pre-meetings with each participant so they can tell their story, set boundaries and consider desired outcomes.

  4. Joint mediation session(s) — a managed conversation where each side is heard, interests are explored, options are generated, and any agreement is drafted. Sessions can be in person or online (online/telephone mediation is available where helpful). cedr.com+1

  5. Written summary & follow-up — a clear, practical record of any agreements and, if needed, a short follow-up to check how things are settling.

Typical mediations are resolved in one to a small number of sessions; however, the process is adaptable to the needs and complexity of the dispute. cedr.com

My approach — practical, compassionate, straight-talking

I work in plain language and hold a safe, neutral space where people can speak honestly without fear of escalation. I help redirect energy from recrimination to constructive solutions: clearer boundaries, agreed behaviours, changes to reporting or workload, coaching, or other tangible actions that reduce the risk of the same problem repeating.

Tone and style are informed by best practice in workplace mediation and the idea that dispute resolution should be humane, efficient and outcome-focused. cedr.com+1