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Answering this question depends a bit on the nature of the conflict and the relationship between the parties. For example, a conflict in the work relationship between two business partners is completely different compared to for example a conflict between an employee and an employer. However, reaching agreements on how to move on in a disturbed work relation is usually quite difficult due to the many different consequences and the emotional involvement. Questions such as:
need answering, but can be difficult to be answered if the work relationship is disturbed. This disturbed relationship, in whatever occurrence, deserves customization of a well-informed mediator in order to reach peace and space, and going through the process step by step. Furthermore, this requisition enables one to make well-balanced and well-informed decisions to eventually start a new narrative. Below the labor mediation guidebook from AVANT Mediation, presented in 6 steps, is to be found.
The biggest advantage of employment mediation to resolve a disturbed work relationship is that there is space for the individual’s narrative. This goes without moving immediately towards exit-mediation. At the same time this is the main difference with taking it up in court. In court, a judge shall presumable rule to not extend the employment and will only come to a verdict in terms of any compensation. In any case, the process is usually very costly and time consuming. Furthermore, the room for self-determination is rather non-existent. Whereas a mediation on the other hand, builds around self-determination as a core: parties determine the pace, the topics of discussion, and the agreements. The mediator facilitates this process. Being conscious that the mediator has the knowledge and skills at hand in order to keep an overview of all the financial and legal possibilities, provides the parties usually with enough space to converse.