EXAMPLE - INFORMAL MEDIATION

Workplace Informal Mediation: A Brief Guide for Participants

What is informal mediation?

Informal mediation is a voluntary, confidential process designed to help colleagues improve their working relationship by having a constructive conversation with the support of an impartial mediator. It is not about deciding who is right or wrong, assigning blame, or investigating complaints. Instead, it provides a safe space to explore concerns, improve understanding, and identify practical ways of working together more effectively.

The aim is to help create a more positive, respectful, and productive working environment for everyone involved.

What are the aims of the process?

The objectives of informal mediation are to:

  • Provide an opportunity for each person to be heard.

  • Improve understanding of each other's perspectives.

  • Identify any misunderstandings or barriers to effective working.

  • Explore practical solutions and agreed ways of working together.

  • Rebuild trust and communication where possible.

  • Support a healthier and more productive working relationship.

The mediator will not make decisions, determine fault, or impose outcomes. Any agreements reached are developed jointly by the participants.

How will the process work?

The mediation will take place over two stages:

Individual meetings

Each participant will first meet separately with the mediator. These meetings provide an opportunity to:

  • Explain your perspective and any concerns.

  • Discuss what you would like to achieve from mediation.

  • Raise any questions about the process.

  • Consider what outcomes would help improve the working relationship.

These conversations are confidential. The mediator will not share information from these meetings without your agreement, except where there is a legal or safeguarding obligation to do so.

 

Joint mediation meeting

The following day, both participants will meet together with the mediator. The mediator will guide the discussion to ensure each person has an equal opportunity to speak and be listened to respectfully.

Together, you will explore practical ways of working that could improve communication, reduce difficulties, and support a more positive working relationship going forward.

 

Fairness and impartiality

It is natural to wonder whether the process will be fair.

The mediator's role is to remain neutral and impartial throughout. They do not take sides, advocate for either person, or decide who is correct. Their responsibility is to manage the conversation fairly, ensure both participants have equal opportunity to contribute, and help identify mutually acceptable ways forward.

If at any point you have concerns about the process, you are encouraged to raise these with the mediator.

In many cases of ‘virtual’ meetings, a recording is made to help the mediator prepare for subsequent meetings. Any recording would be destroyed at the end of the process and not seen by any part other than the mediator.

 

How can you prepare?

You may find it helpful to reflect on the following questions before your individual meeting:

  • What are the main issues from your perspective?

  • How have these issues affected your work?

  • What would you like the other person to understand?

  • What has worked well in the relationship previously?

  • What practical changes could help improve the working relationship?

  • What are you willing to do differently to support a positive outcome?

Approaching the meeting with an open mind, a willingness to listen, and a focus on future solutions rather than past disagreements will give the process the best opportunity to succeed.

Should you wish to write down your thoughts to help you in advance – or send to the mediator in advance, that is perfectly acceptable. Those notes would not be shared with anyone else. If you wish to have another party with you as part of the process, that is acceptable on the understanding that they are not expected to contribute to the meeting.

 

A shared commitment

Successful mediation depends on the willingness of everyone involved to participate respectfully and honestly. While mediation cannot guarantee that every issue will be resolved, it often helps improve communication, increase understanding, and establish practical agreements that support a healthier and more effective working relationship.

The focus throughout will be on finding constructive ways of working together in the future, rather than revisiting past events or assigning blame.