Where there is work, there is tension. This can have many causes. Work pressure, miscommunication, a tough performance appraisal, a reorganisation, new  responsibilities, financial pressure at home or at the company, poor health and  inappropriate behavior.
If you  have a dispute with somebody, finding the right tone to  restart a dialogue can be difficult.

Future-oriented
How do we proceed after conflict? Is there still a job for me? What possibilities are there to grow within the company? How do we find a balance between work and private life to secure future (mental and physical) health?

A little help
Cooperation demands good  collaboration and communication. When  communication breaks down, the HR department, the company doctor or  a member of staff might recommend mediation. Mediation can help to re-enter  the dialogue about the professional future of your relationship with the aid of an  impartial, professional mediator. If the working relation is deemed beyond repair, mediation can sometimes also help avoid ending a working relationship on bad terms. A mediator helps to defuse the conflict and to clarify which opportunties and (im)possibilities exist in terms of solutions. The mediator does not take decisions and does not advise, but facilitates the communicative and decision-making process.

Our people
Our mediators are specialised in labour matters. They are familiar with the  legalities and dynamics on the work floor.  They operate discreetly, carefully and  take a solution-oriented approach which respects and understands the emotions and mutual relationships that may be involved.

Our method
In a first intake, we make each other’s acquaintance and hear from each party what the mediation should be about. We determine who needs to be at the table to solve the conflict. Sometimes advisors, such as the HR-advisor or (corporate) lawyer also take part in the group sessions. This always happens with the mutual consent of both sides.

After establishing an agenda, we begin the group conversations. You  can expect from us that we, as  neutral and impartial mediators, lead the group into well-balanced and effective  discussions.

In general, three or four two-hour group sessions are necessary to come to an enduring agreement that you both support. The result is usually set down in  writing, in a list of agreements or in a settlement agreement.

Time-span
Labour mediation can take between four to six weeks, depending on the complexity of the case and the availability of clients and their advisors (if any). If apart from conflict there are also health issues, the mediation may, on the company doctor’s orders, take longer.  This could lead to a chicken-and-egg situation i.e. can you begin to focus on recovery and/or reintegration only once the conflict is resolved, or should you first get well before being able to face the conversation about the conflict? We are not medical experts and recommend that participants  follow their doctor’s advice in these kinds of situations.

Contact us non-bindingly
 If you would like to to discuss a pressing issue at work, discreetly and without obligation, please feel free to contact us.

 Other options:

• • Is mediation too big a step, but is there a definite need for expert guidance in a dialogue aboutthe mutual division of tasks, (un)desired behaviour & behavioural norms and/or your cooperation etc.?  Dialogue guidance  might be an option. It is sometimes too early for everyone to come to the table, but if you do have a personal professional question, you might like to consider personal coaching.

• For more information about our mediators, please visit our people’s profile pages:
  • Tabitha van den Berg
  • Eline van Tijn
  • Roderic van Voorst tot Voorst