While mediation has particular advantages in addressing interpersonal conflicts, employers must be careful not to send mixed signals concerning the status of problems in the workplace. When this happens, it allows supervisors or managers to opt out of addressing the very problem that an employer may want to correct or avoid. ADR is not a substitute for good supervision, but it is important to remember that ADR is an alternative to the regular process of handling a complaint. The fact that an employer has a process and uses it can be a benefit should litigation occurs. Individual meetings with each of the participants directly involved in the dispute.
Mediation is explained and the mediator options are provided.
The actual mediation session. This is the part of the process that brings the parties together in such a way that creating options and solutions becomes a possibility. Sufficient time is allowed for issues to be identified, options explored and developed, and a final resolution created. The length of sessions and number of sessions vary depending on the complexity of the mediation. Follow up to check the status of the agreements reached in the mediation.