Expectations
• It can take a long while to embed – be patient• Don’t expect cases to be like the ones used in training. Some
people just want to talk/offload and even reposition themselves in relation to a team member!!
• Not always a full mediation
• Teams sometimes request mediation – be prepared.
• Issues of disability and absence are sometimes involved.
• Be flexible and creative regarding mediating
Publicise
Get slots at faculty plus meetings to explain service
Staff development sessions with role plays Colourful and original recoil screens and plasma displays. Don’t
go for the obvious. Avoid pictures of people shaking hands!!!!
Leaflets
Wellbeing events
Student/staff fairs
Staff/student inductions
Residential officers’ training
Policies
Get mediation into early stages of Grievance policies etc. Ensure HR are aware of this. Train them.
Ensure it is embedded in governance structure. For instance, get mediation reports into governors and staffing committee etc.
Weak managers
• Sometimes it’s hard for managers to accept ‘outside’ help as
they see it as a sign of weakness.
Students??
• Halls
• Social media issues – strong policy and/or student charter,
ground rules etc.
• Residential officers and awareness of service. Mediation skills
training
Sustaining service
Get manager commitment in terms of mediator deployment
Check confidence issues with mediators – regular meetings
Pairing of novice and experienced mediators
Routinely update and train.
Plan for haemorrhaging