Specialized in Workplace Mediation
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The longer the conflict lasts, the more entrenched the positions of both parties become. The will and/or ability to resolve it themselves becomes more difficult as time passes and eventually forms a barrier between the parties. Such escalation calls for intervention by a neutral third party—the sooner, the better.
- Trix Sillen
Let's stop communicating and start having a conversation.
Dismissal, absenteeism due to illness, board conflicts, team conflicts, employment conditions, reorganizations: Mediation is also an excellent tool to use in the event of (impending) workplace conflicts.
Online mediation
Of course, nothing beats personal contact. However, are you in a situation where personal meetings are difficult due to distance, lack of time, or other limitations? Then consider online mediation. We are happy to help you.
A conflict can cause a lot of tension.
When parties cannot reach an agreement together, mediation is a good, powerful way to arrive at a mutually supported solution. Without unnecessary legal costs. The Mediator is a neutral mediation expert who guides the communication and negotiations between clients. The Mediator ensures proper monitoring of the process.
Advantages of mediation are:
• Preservation of the business and/or personal relationship;
• Clients retain full influence regarding the solution;
• Confidentiality is guaranteed;
• Cost efficient.
Because clients themselves work towards a mutually supported solution during mediation, a dispute can often be resolved in such a way that a win-win situation is created for both parties.
Why an external confidential advisor?
It is a matter of good employment practices and good governance to take measures to prevent undesirable behavior. Undesirable behavior can cause a lot of suffering.
It is also useful, given the high costs if an employee is absent due to bullying or aggression.
Moreover, employers run the risk of being convicted by the court if insufficient effort has been made to prevent worse.
In many cases, employers, in consultation with the works council, establish a complaints procedure, set up a complaints committee, and appoint a confidential advisor.
Employees can turn to this confidential advisor if they cannot resolve an issue on their own and believe that their problem cannot initially be solved with their supervisor or colleagues.
Employees can also safely express their suspicions if they notice any wrongdoing within the organization.
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