Mediation in the Organization
Conflict in the organization? We help you find the right solution.
Workplace conflicts are a natural part of every organization. The problem isn’t the presence of conflict, but the lack of an appropriate response. EAP24 helps you assess the sources and escalation of the dispute, and select the appropriate form of support—from managerial consultations, through training, psychological moderation, or mediation.
voluntary and confidential process
neutral mediator
online or in-person throughout Poland
In what situations can we help?
Unresolved conflict can quickly shift from being a problem between two individuals to affecting the entire team.
We support organizations in situations such as:
Employee conflict
Interdepartmental conflict
Mobbing
Discrimination
Stigmatization
Change
We tailor the solution to the organization
Not every conflict or difficult situation requires mediation, so at EAP24 we don’t offer a one-size-fits-all solution. We first help assess the challenges your organization is facing, and then select the appropriate form of support.
Manager/HR Support
It helps team members assess the level of escalation, the source of conflict, and analyze available resolution options. We help plan actions, facilitate difficult conversations, and support continued collaboration after a conflict situation.
Psychological moderation
This involves systemic support for the organization through individual consultations with the parties involved in the conflict and a moderated meeting to determine solutions. Following the meeting, a report is presented with recommendations for action.
Conflict Psychology Training
It supports managers and employees in gaining essential knowledge about conflict mechanisms, response styles, common mistakes, and best practices for resolving disputes. Recommended as a preventative measure.
Mediation
When a situation requires legal consultation due to its nature, escalation, or organizational procedures, we offer mediation support.
Dobieramy kompetencje do charakteru sprawy
Nie każdy konflikt ma takie same źródła i wymaga takiego samego rodzaju wsparcia. Dlatego dobieramy specjalistę do charakteru sytuacji i potrzeb organizacji. Mediator pozostaje neutralny – nie reprezentuje interesów pracodawcy ani pracownika i prowadzi proces z poszanowaniem zasad poufności oraz obowiązujących przepisów.
Psycholog
Psycholog w roli mediatora pomaga odbudować dialog oraz stworzyć warunki do dalszej współpracy.
Prawnik
Prawnik w roli mediatora pomaga, gdy konflikt wymaga uwzględnienia przepisów prawa pracy lub procedur obowiązujących w organizacji
Don't wait until conflict affects the entire team.
The sooner an organization responds, the greater the chance of preserving professional relationships and limiting the consequences of conflict.
What does the process look like?
Mediation is a structured process that helps parties move from identifying the source of the conflict to developing an acceptable solution. We tailor each process to the nature of the case and the needs of the participants.
Conflict Analysis
We understand the situation, the parties' expectations, and the key areas requiring resolution.
Working on Solutions
We structure communication and jointly seek possible solutions and arrangements.
Agreement and Plan for Further Cooperation
We summarize the findings and define the principles and further actions of the parties.
Report for the Organization
We summarize the process and recommend further actions to support the organization.
What does your organization gain?
Support in conflict situations helps stop escalation and create conditions for constructive conversation. Thanks to various forms of intervention, your organization can respond at every stage of conflict – we support you in developing prevention, conducting interventions, and providing psychoeducation.
Fewer escalations
Better collaboration
Rebuilt
relations
Reduced organizational risk
Safer communication
Support for HR and managers
Why EAP24?
We start with an assessment of the situation
Mediation isn't always the first step. We first understand the situation to determine the most appropriate form of support.
We combine various expertise
Depending on the nature of the case, the entire process may involve a psychologist, trainer, intercessor, or mediator, as well as other specialists supporting the organization.
We take a broader view
We help not only resolve a specific conflict but also identify actions that can reduce the risk of similar situations in the future.
Psychological Support + Mediation Skills + Organizational Perspective
Support that goes beyond mediation
Conflict can be a signal of broader organizational needs. EAP24 also supports development, crisis management, and psychosocial risk management.
EAP Program
Training
HR Support
Critical Intervention
Psychosocial Risk Management
Speak directly with an expert!
Difficult situations require a personalized approach. Our experts will help you determine possible next steps and select the right solution for your organization’s situation.
Conflict can be stopped before it escalates
Discover the mechanisms of conflict and how to respond to them, which can help build better communication and teamwork.
FAQ - Frequently Asked Questions
Do we need to have EAP24 implemented to use the mediation service?
No. Mediation can also be used as a standalone service – without the need to implement the full EAP24 program. We can support an organization in a specific conflict situation and tailor the scope of services to its needs.
Does every conflict situation require mediation?
No. At EAP24, we first assess the situation and select the appropriate form of support. In many cases, a psychological consultation or support from a manager or HR professional can be helpful.
Does the mediator decide who is right?
No. The mediator is neutral, does not assign blame, and does not make decisions for the parties. Instead, they help streamline communication and reach a solution acceptable to the participants.
Does mediation replace an investigation?
No. Mediation is not an investigation, internal investigation, or disciplinary proceeding, and does not replace actions required by law.
Let's talk about your needs
Fill out the form and our expert will contact you to choose the best form of support.
Konflikt w zespole – kiedy warto reagować i jakie rozwiązanie wybrać?
Konflikt w zespole nie zawsze oznacza, że potrzebna jest mediacja. Czasem wystarczy rozmowa, wsparcie menedżera lub HR albo konsultacja psychologiczna. Kiedy jednak konflikt zaczyna wpływać na współpracę, atmosferę i funkcjonowanie zespołu, warto odpowiednio wcześnie dobrać właściwą formę wsparcia.
Mediator – psycholog czy prawnik? Jak dobrać właściwego specjalistę
Mediator powinien być dopasowany do charakteru konfliktu. W jednych sytuacjach kluczowe są relacje, komunikacja i odbudowa zaufania, w innych konieczne jest uwzględnienie prawa pracy lub procedur obowiązujących w organizacji. Sprawdź, czym różnią się te dwa podejścia i kiedy warto je zastosować.