We understand that conflict, if addressed proactively and strategically, can be an opportunity for growth and improved workplace dynamics. The key lies in early intervention and effective conflict management strategies. Ignoring or delaying action often leads to more serious disputes and deeper issues that can cause further damage to your workplace culture and operational success.

“When conflict festers, it can erode trust, respect, and collaboration.”

Our team of experienced consultants specialises in understanding the complexities of workplace dynamics. We take a holistic approach, carefully analysing each conflict on a case-by-case basis, before developing customised strategies designed to resolve disputes and prevent future issues.

Unmanaged conflict can affect every part of an organisation, from day-to-day operations to long-term strategic objectives.

• Protecting productivity: Disputes left unaddressed often lead to distractions, absenteeism, and reduced performance.
• Reducing legal risks: Escalated conflicts can lead to formal grievances, legal disputes, or Fair Work claims, which can be costly and time-consuming.

Minimising turnover: Employees who are caught in ongoing conflicts or feel unsupported by management may seek opportunities elsewhere, resulting in higher turnover and recruitment costs.

We believe in addressing conflicts in a structured, respectful, and solution-focused manner. Mapien offers a comprehensive suite of conflict resolution advisory services that seek to restore harmony and improve communication within your workplace:

Independent Investigations

When conflict escalates, an independent, impartial investigation can provide an unbiased assessment of the situation, gathering the facts and delivering clear, actionable recommendations.

Cultural Reviews

Often, recurring conflicts can be symptoms of deeper cultural issues within the organisation. We conduct cultural reviews to identify systemic factors contributing to workplace tension, offering solutions to realign your culture with your business values and goals.

Mediation and Facilitated Discussions

Our professional mediators facilitate discussions between parties to reach a mutually beneficial resolution. Mediation encourages open dialogue and empowers individuals to take responsibility for resolving their own disputes, fostering long-term collaboration and understanding.

Multi-party Facilitation and Group Conflict Resolution

In complex situations involving multiple stakeholders, our facilitators guide discussions towards finding consensus. This approach is particularly useful for team conflicts or cross-departmental disputes, where collaboration is essential to success.

Conflict Coaching

We provide one-on-one coaching for leaders and employees to help them build conflict resolution skills, improve communication, and develop strategies for managing difficult conversations. This empowers individuals to handle future conflicts with confidence and clarity.

Employee Support Services

Conflict can take a significant toll on mental health and wellbeing. Our support services include counselling and wellbeing programs designed to help employees cope with the emotional impact of workplace disputes, ensuring they feel valued and supported throughout the process.

Tailored Training Initiatives

Prevention is the best approach to managing workplace conflict. We offer customised training programs designed to enhance communication, build emotional intelligence, and develop conflict resolution skills across your organisation. This empowers employees to address issues early, reducing the likelihood of escalation.

The primary goal is not just to resolve the conflict at hand, but to strengthen your workplace for the future. By combining deep expertise with a tailored approach, you can be confident that the strategies being implemented are aligned with your business goals and workplace culture.

Our workplace strategy consultants are skilled at facilitating difficult conversations and helping organisations navigate sensitive situations with professionalism and empathy.

What is workplace mediation?

Workplace mediation is a confidential, voluntary process in which an impartial mediator helps individuals involved in a conflict reach a mutually agreed-upon resolution. The mediator facilitates communication between the parties to resolve disputes and improve relationships.

When should I consider mediation for workplace conflict?

Mediation is most effective when conflict is identified early, before it escalates to formal grievances or legal disputes. It can be used to resolve interpersonal disputes, team conflicts, or misunderstandings between employees and management.

Who should attend mediation sessions?

Typically, mediation involves the individuals directly involved in the conflict, but in some cases, it may also include a manager or HR representative, depending on the situation and the parties’ preferences. The mediator works with the parties to determine the best approach.

How long does the mediation process take?

The length of mediation depends on the complexity of the conflict and the willingness of the parties involved to work toward a resolution. It can take a few hours for minor disputes, or multiple sessions for more complex issues.

What happens if mediation doesn’t result in a resolution?

If mediation does not lead to a resolution, other conflict resolution options may be considered, such as further facilitated discussions, independent investigations, or formal grievance procedures. Mediation can still be beneficial by clarifying the issues and narrowing the scope of the dispute.

Is workplace mediation confidential?

Yes, workplace mediation is a confidential process. Information shared during mediation sessions is not disclosed outside of the process, unless all parties agree. This confidentiality helps create a safe environment for open communication.

How does mediation differ from other forms of conflict resolution?

Mediation focuses on a collaborative approach to finding a mutually beneficial solution, where other forms of conflict resolution, such as independent investigations, may involve a third party determining the outcome.