Move beyond blame and create a practical way forward

Workplace conflict can quickly become personal.

Different versions of events emerge. Communication becomes strained. People can become focused on proving who was right or wrong, while trust, working relationships and sometimes the wider team begin to suffer.

Alignment Group provides independent workplace mediation and conflict resolution that moves beyond blame.

We help people understand what has happened, explore what may be sitting beneath the presenting conflict and agree practical ways of working together going forward.

Talk to us about workplace mediation

When workplace conflict needs a different approach

Not every disagreement needs mediation. Many workplace issues can and should be resolved through good management and an honest conversation.

Mediation can become valuable when the usual approaches aren't working.

You might be dealing with:

• ongoing tension between colleagues

• communication that has broken down

• repeated disagreements that never seem to resolve

• damaged trust between an employee and manager

• conflict affecting the wider team

• different expectations about roles, responsibilities or ways of working

• a grievance where the working relationship still needs to continue

• people who feel stuck in very different versions of what has happened.

Sometimes the presenting issue is only part of the story.

A disagreement about communication might reveal unclear expectations. A conflict between two people might be influenced by roles, workload, leadership or team dynamics. A grievance might expose an issue that has been building for much longer.

Understanding that wider context can change the conversation.

Mediation without blame

Mediation isn't about deciding who is the problem.

Our approach creates space for people to talk honestly about what has happened, understand different perspectives and consider what needs to change.

That doesn't mean avoiding accountability.

People can still acknowledge the impact of their behaviour, identify what they could have done differently and take responsibility for what happens next.

The difference is that the conversation isn't organised around finding a winner and a loser.

The focus is on understanding what's happening and creating a workable way forward.

What does workplace mediation involve?

Every situation is different, but our mediation process usually moves through several stages.

1. Understanding the situation

We begin by speaking with the organisation to understand the background, the presenting concerns and what has led to mediation being considered.

We also clarify the purpose of the mediation and whether mediation is the appropriate process.

2. Individual conversations

Each participant meets privately with the mediator before any joint conversation.

This provides an opportunity to explain what has happened from their perspective, identify the issues that matter to them and consider what they would like to be different.

It also gives participants an opportunity to understand the mediation process and ask questions before proceeding.

3. Identifying the key themes

The mediator brings together the key themes and issues emerging from the individual conversations.

Before the joint mediation, participants are briefed on the areas that are proposed for discussion so there is clarity about what the conversation will cover.

Where possible, we begin building agreement before people even enter the room together.

4. Joint mediation

The mediator facilitates a structured conversation between participants.

People have an opportunity to explain their perspective, hear how the situation has been experienced by others and explore where assumptions, misunderstandings or different expectations may be contributing to the conflict.

The mediator helps keep the conversation constructive and focused on the issues that need to be addressed.

5. Agreeing how to work together

The aim isn't simply to have a good conversation.

We work towards clear, practical agreements about what happens next.

Depending on the situation, this might include agreements about:

• communication

• roles and responsibilities

• boundaries

• expectations

• behaviours

• decision making

• how disagreements will be raised

• what each person needs from the other

• how progress will be reviewed.

The outcome should be something participants can actually use when they return to work.

Mediation or investigation?

Mediation and workplace investigations serve different purposes.

An investigation is generally used when an organisation needs to establish facts and make findings about allegations, conduct or potential breaches of workplace requirements.

Mediation is focused on helping people understand the conflict, communicate differently and reach agreements about how they will work together going forward.

Sometimes an investigation needs to happen before mediation. In other situations, mediation may prevent a workplace disagreement from escalating into a more formal process.

We can help you think through which approach is appropriate before proceeding.

Looking beyond the immediate conflict

One of the advantages of independent mediation is the opportunity to notice what might otherwise be missed.

Sometimes conflict is primarily between two people.

Sometimes it is telling the organisation something else.

Repeated disagreements may point to unclear responsibilities. Tension between a manager and employee may reveal different expectations about authority or communication. Several seemingly unrelated grievances may indicate a broader issue with workload, structure, leadership or culture.

Where appropriate, we can identify these broader themes without losing sight of the confidentiality and purpose of the mediation itself.

This allows organisations to respond not only to the immediate conflict, but also to the conditions that may be contributing to it.

Independent, experienced workplace mediation

Alignment Group's mediation work is led by James Hare, an experienced HR and people specialist, mediator and facilitator with more than two decades of experience working with workplace relationships, organisational change, conflict and complex people matters.

James brings a calm, structured and human approach to mediation.

The aim isn't to impose a predetermined solution. It is to create the conditions for a different conversation, help people see more of what is happening and support them to make clear agreements about what comes next.

Mediation can be provided online or in person for organisations across Australia.

Workplace conflict doesn't have to keep escalating

You don't need to have the situation completely diagnosed before contacting us.

If a workplace relationship has become difficult, a grievance is escalating or you're unsure whether mediation is the right next step, we can start by talking through what's happening.

Workplace conflict: when is it time to bring in a mediator?