One decision at a time

Employee Conflict Resolution

Retention & Compliance

A high-angle view of five people seated around a rectangular conference table in an office setting.

Format

Online (Zoom) · In-person (Copenhagen) · Hybrid

Duration

1 session (2–3 hours) — or ongoing advisory on request

Best for

Best for HR Directors and Business Owners dealing with specific grievances, such as performance PIP disagreements, harassment claims, or wrongful termination threats. This is a formal alternative to a lawsuit.

Price

On request

Who needs this?

You may benefit from mediation if you:

  •  Are a manager dealing with a "he-said, she-said" situation that HR hasn't been able to resolve.


  • Feel that a high-performing employee is on the verge of quitting due to a personality clash.


  • Have received a formal grievance regarding harassment or discrimination and want a neutral space to address it before it becomes a lawsuit.



  • Notice that team productivity has plummeted because of an underlying "toxic" culture or unspoken resentment


How we help

  • Initial Assessment & Objectives — We begin by understanding your situation, priorities, and the context, including any risks or considerations involved.

  • Documentation & Review — We prepare, review, and refine relevant documents, agreements, or materials with a focus on clarity, accuracy, and soundness.

  • Advisory Support & Engagement — We provide guidance and structure as needed, supporting discussions, negotiations, or interactions with relevant parties.

  • Ongoing Guidance — As circumstances evolve, we remain available to provide continued advice and adapt strategies accordingly.

Why Choose Mediation?


The Golden Rule of Mediation: It is best suited for those who want control over the outcome. In court, a judge decides your fate; in mediation, you decide the resolution.

Get Help Now

Quick Case Assessment

Schedule a free consultation so we'll walk you through your situation and help confirm whether mediation is the right solution for you.

Laptop displaying a Zoom meeting with four participants. The main screen shows a smiling woman, and three other attendees.
Two hands forming a heart shape, black cuffs, minimalist lines.

We got it.

Thank you for contacting us. We’ll get back to you as soon as possible.

Get in touch

Send Us a Message

This is required
This is required
Enter an email Use an address with (@) and (.)
This is required
This is required
This is required
Cartoon of a broken pipe. Steam escapes from the ends.

That didn’t work.

The form wasn’t sent. Please try again.

Faqs

Frequently asked questions

  • When should a company consider mediation for employee conflicts?

    Mediation is most effective when internal HR efforts haven't resolved a "he-said, she-said" situation, or when a high-performing employee is at risk of leaving due to a personality clash. It is also a critical tool for addressing formal grievances—such as harassment or discrimination claims—in a neutral environment before they escalate into a lawsuit.

  • How does mediation help with workplace culture and retention?

    Unresolved conflict often leads to a toxic work environment and decreased productivity. By providing a neutral space for employees to be heard, mediation breaks the deadlock of unspoken resentment. This collaborative approach often restores professional relationships and saves the company the significant cost of recruiting and training replacements.

  • Is mediation appropriate for performance-related disagreements (PIPs)?

    Yes. When an employee disagrees with a Performance Improvement Plan (PIP) or feels they are being unfairly targeted, a neutral mediator can help both the manager and the employee find common ground. This ensures that the focus remains on clear objectives and professional growth rather than defensive conflict.

  • How does a neutral third-party mediator differ from HR?

    While HR professionals are highly skilled, they are ultimately employees of the company, which can lead to a perception of bias. As an external Kansas Supreme Court Approved mediator, I provide a completely neutral perspective. This impartiality often makes employees feel more comfortable being honest, leading to more sustainable resolutions.

  • Is the employee mediation process confidential?

    Absolutely. Confidentiality is a cornerstone of the mediation process. Unlike a court case or a public grievance, the details of the mediation stay within the room. This protects both the employer’s reputation and the employee’s privacy, allowing for a more open and productive dialogue.

  • Can we conduct employee mediation sessions remotely?

    Yes. I offer online mediation via Zoom, which is particularly helpful for remote teams or for companies with multiple locations. Remote sessions can also help lower the tension by allowing parties to participate from a comfortable, neutral space of their choosing.