Workplace mediation services
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Mediation is the answer to your staff disputes
A dispute between staff is toxic for your workplace.
To resolve workplace disputes, a mediation process helps feuding employees reach a resolution and move past their personal grievances.
A impartial, trained expert leads the process, by asking questions and suggesting practical next steps to overcome a disagreement.
By proposing an action plan that both workers agree to, it's an effective way to put an end to any disruptive disagreement.
Mediation is a faster and friendlier method than formal disciplinary options - saving you time, energy, and money. And with Peninsula's workplace mediation services, an accredited mediator will do it all for you.
Let a trained mediator resolve your workplace conflicts
Peninsula's trained mediators resolve 95% of workplace conflicts within one day.
So instead of letting a staff dispute drag on, get an effective resolution straight away.
A qualified expert will visit your workplace and use their experience to ask all the right questions, in the right way. This helps all parties agree on a positive outcome, preventing the need to start a formal HR procedure later on.
It's a faster, safer, and easier way to resolve a damaging workplace conflict.
Download your step-by-step guide to mediation at work
To learn more about the mediation process, and how it works, download your free guide
Read more about workplace mediation
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Mediation in the workplace, delivered by experts
Dispute resolution isn't easy. You need to be aware of how to steer sensitive conversations, and give employees chance to air their concerns in an effective way. While you might consider doing it yourself, mediation training costs thousands... so it's often more affordable to bring in an external expert. With Peninsula's workplace mediation services, an accredited HR expert can resolve your tricky dispute resolution in one day. It's here to save you time, stress, and money. And if you'd like to learn more about mediation, watch this short video...
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