Mediation Outcomes

Sometimes people believe that mediation is always a case of arriving at a ‘win-win’ outcome. This can be distressing to one or more parties as they are of the view that someone needs to ‘take the blame’ or accept responsibility for what has occurred.

Others may feel that they have unjustly been asked to ‘take the blame’ for one thing or another and are therefore concerned that this will be repeated during the mediation process.

Employees are very often right to feel this way and it is important to understand that mediation is not about glossing over the facts or the truth and that invariably one or more of the parties does need to accept responsibility for some aspect of their behaviour or the problem.

However, no one can predict what each person (if anyone) will end up taking responsibility for until the process takes place as again it is stressed that the outcomes are in the hands of the parties to the dispute.

Employees also need to understand that there is no expectation or requirement on them to have to arrive at a resolution if they genuinely do not feel that this is possible and that they can come to this conclusion at any stage of the process without incurring any subsequent reprisals or sanctions by management.

What is key is that there are no preconceived ideas about the outcomes by the mediators or management and that the mediators are impartial at all times.

The mediators do not investigate any alleged conduct and do not arrive at findings or conclusions about anyone’s conduct; it is rather very much about respecting the dignity and experience of everyone involved and attempting to find a way forward for all concerned if this is at all possible.

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