Mark de Krosse

A human, yet no-nonsense approach.

Workplace Mediation

Workplace mediation is increasingly being used as part of a reintegration process or in cases of disrupted working relationships. This can involve an individual employee, but also a group or an entire department within an organization.

Of course, it is possible to assist parties in exit mediation, but more often it is more valuable to restore relationships and improve the working dynamics. This is especially important in times when labor is scarce, and lost expertise is not easily replaced.

As an impartial and independent mediator, I am usually able to guide parties out of their entrenched positions and help them focus on their underlying interests. With the new insights gained from this process, it often becomes possible to find fair and sustainable solutions for conflict situations.

Skills of the Employment Mediator

Employment mediation and group mediation require additional knowledge and skills from the mediator. Employment regulations seem to be constantly evolving. A specialized employment mediator who takes their profession seriously ensures that they keep their knowledge up to date. Membership in the Association of Employment Mediators Netherlands guarantees the continuous development of the mediator’s knowledge and skills.

The Quality Board of the Mediation Federation Netherlands (MfN) has a separate quality assessment for training programs aimed at employment mediators. Mediators who have successfully completed an accredited program receive a public notation of this in the MfN register.

Contact? Let yourself be called!

Don’t let time be wasted during a group conflict in the workplace

The sooner a conflict is addressed, the better. This is especially true when more than two people are involved. It is not uncommon for managers to become part of the conflict, and what starts as a simple issue can spread like wildfire, leading to a widespread crisis of trust. The result: good employees leave, and the atmosphere can become completely toxic.

Beyond the negative energy this brings to an organization, the (hidden) costs of such a conflict are enormous. The recruitment and selection costs of replacing a good employee who leaves often exceed the costs of a mediation process. The impact of an external mediator is significant. Those involved can share their story with someone who listens impartially, has no stake in the outcome, and isn’t taking sides. This almost always opens doors.