If you stand against one another, it can be difficult to find the right tone and re-initiate conversation.

What is labour mediation?

Where there is work, there is tension. This can have many causes. Work pressure, miscommunication, a tough performance appraisal, a reorganisation, new tasks, financial pressure at home or at the company, poor health and unwanted behavior.
If you stand completely against one another, finding the right tone to re-initiate conversation can be difficult.

How do we proceed after conflict? Is there still a place for me? What possibilities are there to grow within the company? How do we find a balance between work and private life so that we don’t burn each other out again?

A little help
Cooperation demands good calibration and communication. When that communication is disturbed, the department of human resources, the company doctor or one of yourselves can advise mediation. To re-enter conversations about the professional future of your relationship with aid of a neutral, professional mediator. And sometimes in the wish to part with no hard feelings. A mediator helps you to take the sting-hook out of the conflict and to clarify where for each of you the chances and (im)possibilities lie in terms of solutions. The mediator does not take decisions and does not advise, but supports the communicative and decision-making process. 

Our people
Our mediators have specialized in labour matters after their primary training. They are well at home in the lawful rules and dynamics on the work floor. We operate discreetly, carefully and solution-oriented, with respect and understanding for the emotions and mutual relationships that may be involved.

Our method
In a first intake we make each others 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 will always happen in counsel and with permission of both sides.

After the table-setting and agenda have been determined, we begin the group conversations. You may expect from us that we as a neutral and impartial mediator will lead the group into well-balanced and effective conversations.

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

An average labour mediation takes 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, it may be that, on the company doctor’s orders, the mediation may stretch to a slightly longer time period. Therein may be a chicken-and-the-egg situation: can you begin to focus on recovery and/or reintegration only once the confict is resolved, or should you first get well before being able to face the conversation about the conflict? We are not medical experts, and advise participants in these kinds of situations to follow their doctor’s advice.

Contact us non-bindingly
Do you want to contact us, discreetly and without obligation, to brainstorm about a gestating issue at work? Please feel free to contact us.

What might also be of interest:

  • Is mediation too big of a step, but is there a definite need for expert guidance in a dialogue about, for instance, the mutual division of tasks, (un)desired behaviour & behavioural norms and/or your cooperation? Perhaps dialogue guidance may interest you.
  • Sometimes it is too early for everyone to come to the table, but you do have a personal professional question. In such cases, you might consider personal coaching.
  • More about our mediators, visit our people’s profile pages: