Employee V EmployeeThe Power of People: The Power of Planning

The Problems

Marcia Mediation in business believes that every employee wants to feel part of a team, each participating, fairly, to the overall benefit of the business. She wants to be happy at work.

And no employee wants to feel isolated, victimised, bullied, or undermined.

And yet. One of your best chefs storms out of the kitchen because his sous chef has accused him of stealing his ideas for a dish. The sous chef is a rising star in the business.

Your receptionist shouts at your sales manager for failing to take a call. He is underperforming. She is unreplaceable. And yet he has been a great performer in the past. She refuses to put any more calls through to him until he “mends” his ways.

The solution

But Marcia Mediation in Business knows that HR Managers do not want to become embroiled in disputes between employees. Not only is this massively time consuming and unwelcome, it is limiting in terms of available solutions, involving negative, destructive terms such as grievancedisciplinary and the outcome can be the resignation or dismissal of a valuable employee: not to mention potential claim to the industrial tribunal.

And an employee will not always want to share the real reason for the dispute with the employer because she feels it is deeply personal, confidential, and prejudicial.

Marcia Mediation in Business believes that, separating “the people from the problem”. Work Place Mediation is a proven welcome, positive constructive alternative to intervention from HR as it solves the dispute by alignment of mutual interests, rather than seeking to impose a solution by power or assertion of rights.

Marcia Mediation in Business

Marcia Mediation in Business will work with the individuals affected so that they in turn can work together so that each returns his or her alignment to the overall demands of Company life.

These examples lead to anxiety and the spread of negativity throughout the organisation.

Our mediation will facilitate a day for each of those affected to have his say, speaking to the mediator before any communication with the other side so that non confrontation can be first agreed as the best approach and then rehearsed.

It is not impossible for our mediator to help each participant identify what they like about working in the company, and indeed what they may have enjoyed about working with the other person in the past.

A “modus operandi” can be agreed and recorded, informally or formally, for the benefit of future communications and the stresses and anxieties that might have underpinned the dispute put firmly in the past.

Meet Marcia

A pioneer for mediation since commencing legal practice as a family solicitor some seventeen years ago Marcia has worked exclusively as an independent mediator since 2004, focusing initially on family mediation, and latterly on work place mediation.

Marcia’s accreditations include both Work Place and Family Mediation and she is a qualified child consultant practitioner. Her associations include the Professional Mediators Association and Resolution.

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