workplace mediation 

It can be a confusing time. A difficult situation has arisen at work. As a manager or HR professional you may have tried to discuss it with the line manager or other individuals involved.


Maybe there has been an investigation, grievance or disciplinary process. Perhaps members of staff have taken sides and the issue has become entrenched.


Maybe there have been absences from work, time off with stress and/or a loss in productivity as people may refuse to work together.


Maybe other members of staff in the organisation are negatively affected. Maybe there is a long term relationship breakdown which just won't resolve itself? 


Maybe you feel frustrated that the people involved just can't get along and sort things out. 


Does this sound like your situation?


Let me take the weight off your shoulders with that challenging workplace issue with staff at your organisation. We can discuss different options: facilitated discussions, a workplace mediation or working with each of the employees through coaching. I offer FREE advice about what might be the most appropriate way forward for you considering your current situation.


My services include a facilitated discussion or workplace mediation i.e. obtaining agreements between staff of how to work productively together in the future.


I take a person-centred approach where everyone has a chance to feel truly heard. In order for mediation to be effective, I work closely with the participants by spending time before and after the mediation talking to them about their perceptions, to ensure that they are comfortable and that the agreement is sustained and working.


They draw up and own their action plan and so are in control of the content of their future working arrangements. By valuing their opinions and giving them control, this gives an excellent likelihood of success. I currently have a 100% success rate in resolving workplace issues.


Some of the benefits of addressing conflict management include:

  • Increased morale

  • A better understanding between employees 

  • Increased productivity

  • Less sickness absence

  • Reduced risk of employment tribunals

  • All stakeholders are able to spend more time on the day job rather than the dispute

  • A less divisive/toxic working environment

  • Staff retention

  • The breaking of old patterns of behaviour

  • Personal insight

Please see webpage for my qualifications.


I also presented on workplace mediation for the CIPD Gloucestershire branch at The University of Gloucestershire in February 2019.


For further information and advice about mediation from the CIPD/ACAS please see their useful guide.

the process

Initial Conversation

I start by talking to the employer - usually HR. This could be over the phone or face-to-face. We decide if mediation is a suitable possible next step. The employer then introduces the employees to me usually via email.



I read relevant paperwork and ensure I am fully briefed. I then contact both employees separately to discuss the matter. These meetings can last up to an hour and are undertaken face-to-face or via Skype/MS Teams/Zoom/Telephone. I ensure that all participants are willing to engage in a mediation process.


At this point, I focus on their perspectives and issues and answer any questions they may have. I use coaching techniques to work with the participants so that they feel at ease about the process and so that I am briefed.


Mediation Meeting

The mediation is usually face-to-face and  held off-site so that they can be in an environment where they will not be disturbed by being in the work context. I ensure that participants are able to talk freely within the context of mutually agreed ground rules. During the COVID-19 pandemic, these sessions have been run via online technology making use of the 'breakout rooms' facilities.


I am present as a neutral guide and aim to facilitate the creation of an Action Plan. The mediation usually lasts no longer than a day. The participants are fully in control of the content of the Action Plan and agree their own action points and decide how best to work together in the future.



The Action Plan the participants create will address the concerns of both employees. It can be an eye opening, helpful experience for employees to hear another person’s perspective.


Truly understanding one another can be a breakthrough in moving disputes forward and good communication leads to positive outcomes.The Action Plan is usually shared with HR (with the participants permission) but the content of the mediation is kept confidential.

Follow-up Service

I contact HR and the participants approximately six weeks later, to check the success of the mediation and to ensure that sustainable success is achieved. This allows me to check in with everyone and see how the action plan is being implemented.


I can also provide psychometric testing and coaching if required to support the participants after the mediation has concluded.


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Allegra Stone Mediation

Nailsworth, Gloucestershire


Tel: 07854 394427

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