4 Myths About Workplace Mediation That Leaders Need to Stop Believing

Workplace conflict happens in every organization. With different personalities, viewpoints, and priorities, it’s natural for tensions to arise and sometimes affect productivity. But these challenges don’t have to disrupt your entire team. Mediation offers a practical way to address conflict, although many organizations overlook this valuable tool due to common misunderstandings.

In this article, we’ll explore the benefits of workplace mediation, clear up some myths and show how it can help create a healthier, more connected workplace. Our People and Culture Consultant, Anthony Bone, will also share his insights and tips to help you see how mediation can make a difference for your team.

What Is Workplace Mediation?

Workplace mediation is a structured, confidential process where a neutral third party helps employees resolve conflicts and disputes. The mediator facilitates open dialogue, allowing everyone involved to share their concerns, find common ground and work together to develop solutions.

With workplace conflict causing an average loss of 55 workdays per employee each year, as highlighted by the TELUS Mental Health Index, mediation offers a proactive way to reduce productivity losses and help create a more cohesive work environment.

Unlike disciplinary action or legal measures, mediation focuses on collaboration rather than punitive action, paving the way for understanding, reconciliation, and stronger team dynamics. 

The Benefits of Workplace Mediation

When done effectively, workplace mediation offers several benefits:

Improved communication

Workplace mediation encourages open dialogue, providing a safe space for employees to share their concerns and better understand each other’s perspectives. It helps identify the root causes of conflict - like misaligned expectations or communication challenges - and builds empathy through active listening and mutual respect.
By building understanding and trust, mediation goes beyond resolving immediate issues. It equips employees with valuable communication skills they can use in future interactions, strengthening relationships and teamwork across the organization.

Healthier workplaces

The Lifeworks Mental Health Index reveals a concerning connection between workplace conflict and mental health: Canadians who’ve faced increased conflict or aggression at work have mental health scores more than 10 points below the national average. This highlights the serious toll unresolved conflict can take on employee well-being and engagement.

By using mediation to resolve workplace disputes, organizations can create a more supportive environment where employees feel motivated and committed to their work.

Skill development

Employees who participate in mediation gain essential conflict resolution skills, including active listening, effective problem-solving, and managing difficult conversations. This skill development enables them to tackle challenges constructively, lowering the likelihood of future conflicts.

Addressing Four Common Myths About Workplace Mediation

Despite its benefits, workplace mediation is often misunderstood due to myths. Let’s debunk these misconceptions.

Myth 1: Workplace mediation is expensive.

Myth 2: Workplace mediation can be used against me.

Myth 3: Workplace mediation guarantees a solution.

Myth 4: Using meditation is a sign of weakness.

Myth 1: Workplace mediation is expensive

Some organizations assume that mediation is costly and avoid it to save money. However, the reality is quite the opposite.

Anthony Bone, our People and Culture Consultant, explains it well:

“Mediation will cost money, depending on if you bring an outside person or have internal people, but at the end of the day, it’s far cheaper than starting from scratch each time you have a conflict in the workplace. When we compare it to workplace investigations, discipline, termination, new hires, training, and mentorship, mediation is less expensive than all of that put together. And at the end of the day, we hope the parties can grow together, can develop, and actually be better coworkers going forward.”

While mediation does involve an upfront cost, the long-term savings and benefits far outweigh the expense.

Myth 2: Workplace mediation can be used against me

Another common fear is that participating in mediation may result in personal or professional repercussions. Employees might worry that airing grievances could lead to retaliation or damage their reputation. In reality, mediation is a confidential process designed to protect all participants. Professional mediators ensure that discussions remain private and are not shared without consent. As Anthony explains:

“One of the big fears people have is, ‘If I say anything to you, will anybody else hear about it?’ Well, the answer is yes and no. Yes, if the individual says, ‘I want this shared, and this is how I’d like it shared,’ we can work together to ensure it’s communicated with the best intentions. But otherwise, what is shared in mediation stays in mediation. For example, if someone says, ‘I don’t like so-and-so, and this is why,’ that stays confidential. And if someone is worried that mediation means their concerns will go straight to a supervisor and result in termination, that’s simply not how professional mediators operate.”

While mediators are required to disclose illegal activities if mentioned during mediation, general complaints and concerns should remain private unless the participant explicitly consents to sharing them. This confidentiality creates a safe space for employees to express their concerns openly. Employees retain control over what they share and how it’s communicated, making mediation a supportive and secure process for everyone involved.

Myth 3: Workplace mediation guarantees a solution

While mediation is a powerful tool for resolving conflict, it doesn’t guarantee a resolution in every situation. Its success depends largely on the willingness of all parties to engage honestly and commit to finding a solution.  As Anthony explains:

“I’d like to say yes [mediation guarantees a solution], but I can’t. What I will guarantee is that parties will come together. Parties will have a discussion. Parties will be in a space where they can talk about what’s going on for them, what’s important for them, why something happened from their perspective, that’s what I’ll guarantee. I would love to tell somebody, yes, I guarantee a final resolution. Everyone’s going to be friends at the end of this. We’re all going to go out for dinner later. That’s not going to happen. Now, if it does, hey, I’ll take that as a win as well. But for the most part, we’re here to resolve the issues, whatever it looks like, and get people back to work so they can work together. That’s the concept.”

It’s important to approach mediation with realistic expectations. While a full resolution isn’t guaranteed, mediation often creates a foundation for better understanding and future collaboration. Even if all issues aren’t resolved, the process can de-escalate tensions, create open communication, and pave the way for practical solutions. Ultimately, mediation is about building a working relationship that helps individuals move forward effectively, together.

Myth 4: Using mediation is a sign of weakness

In some workplace cultures, seeking mediation is seen as a sign of weakness or an inability to resolve conflict independently. This stigma can discourage employees and leaders from considering mediation, leaving disputes unresolved and tensions unaddressed. In reality, mediation is anything but a weakness - it’s a proactive and strategic choice that takes both courage and vulnerability. As Anthony puts it:

“A lot of people are very hesitant to come in to do mediation because they think it’s a weakness. And yet, when they’re in, those individuals often surprise me by how open they are, how many communication skills they have, and how easy it is for them to come to that resolution with the other party. Mediation is hard work. As Brené Brown says, it’s about removing your armour, about being vulnerable. If that’s a sign of weakness, I’m all for it, but from my perspective, it’s a sign of strength because you’re willing to try something new.”

Strong leaders understand that conflict is a natural part of any workplace and see mediation as a constructive way to address it. 

Summary

Workplace mediation is a practical and effective tool for resolving conflicts and fostering a healthier organizational culture. By dispelling common myths - such as mediation being costly, risky for employees, a guaranteed fix, or a sign of weakness - organizations can overcome barriers and fully leverage this valuable process.

Incorporating mediation into your workplace isn’t just about resolving disputes - it shows a commitment to collaboration, mutual respect and proactive problem-solving. Mediation helps create an environment where employees can communicate openly, and work together toward shared success.

Our People and Culture Consultant, Anthony Bone, brings years of experience facilitating mediation sessions that lead to meaningful, lasting outcomes. Get in touch with us today to learn more about how we can support your organization. 

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