The Conflict Resolution Pathway

Helping you through the resolution of conflict

Supporting your organisation in the resolution of conflict.

All work environments will experience interpersonal disputes from time to time, and employers need processes to address such conflict effectively and consistently. Conventionally, this has meant having a grievance process to raise and investigate complaints.

UK Mediation’s Conflict Resolution Pathway is based on our 25 years’ experience of leading the way in the use of mediation and dialogue-building as a way to resolve interpersonal conflict.

It aims to:

  • Provide a mechanism for the early and informal resolution of interpersonal conflict

  • Identify when and how leaders and managers can support and empower staff in conflict resolution

  • Support a cultural change away from conflict resolution being a win/lose, blame-focussed process

The Conflict Resolution Pathway

Why adopt our Conflict Resolution Pathway?

Recognises that resolution works best at an early and informal stage, before things begin to spiral out of control

Employees are given the freedom and responsibility to manage their own working relationships

Encouraging people in dispute to collaborate, as opposed to taking up opposite sides and trying ‘to win’

Cuts down on the amount of time that HR professionals and managers have to spend on outdated procedures

Looks at how conflict is addressed: by seeking resolution rather than attributing blame

Those in dispute, HR professionals, leaders, and managers all pick up a greater level of conflict competence

How can we help?

UK Mediation CEO, Dr Mike Talbot, introduces our Conflict Resolution Pathway…

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Tried, tested, and refined...

It provides a route map for those involved in conflict, or for those supporting individuals in dispute.

Conflicts could include:

  • Allegations of low-level bullying and harassment

  • Perceptions of unfair or unreasonable treatment by another

  • Breakdowns in communication

  • Situations where interpersonal trust and confidence have eroded

  • Classic personality clashes

  • Allegations of serious misconduct

  • Suspicion of criminal acts

  • Serious concerns around Health and Safety

  • Allegations of more harmful workplace bullying, harassment, or discrimination

  • Contractual issues requiring adjudication or legal input

Fully incorporates UK Mediation’s own relational model of mediation:

Just some of the organisations we’ve worked with…