What is mediation aftercare?

Mediation aftercare refers to the follow-up conversations, check-ins, and accountability measures that support mediation agreements once the formal session ends. It helps ensure outcomes are sustained over time.

Why do workplace conflicts resurface after mediation?

Conflicts often resurface when agreements aren’t supported by clear communication, shared expectations, or regular follow-up. Mediation sets direction, but ongoing conversations maintain progress.

How should managers follow up after a mediation?

Managers should clarify agreed actions, document responsibilities, schedule check-ins, and create space for respectful communication. The focus should be on progress, not revisiting past disputes.

Do you provide support after mediation?

Yes. I offer post-mediation support through coaching, structured follow-up frameworks, and monthly webinars designed to help teams maintain momentum and prevent conflict from escalating again.

Don’t forget to floss: what happens after mediation really matters

Shiv Martin
Dec 19, 2025
3 min read

Updated: Dec 22, 2025

Mediation often feels like the hardest part. The preparation, the emotion, and the intensity of the conversation itself can be exhausting. When it’s finished, there’s often a sense of relief.

But just like a visit to the dentist, the real work happens afterwards.

Mediation is a reset, not a quick fix. The agreements reached in the room only hold if they are supported by deliberate, consistent conversations over time. That’s where aftercare matters.

A monkey flossing — The hardest part of workplace mediation isn't what you think.

Below are a few principles I encourage people to keep in mind once mediation has concluded.

1. Be clear about the purpose of each conversation

Before any follow-up meeting, pause and ask: What is this conversation for?

A clear agenda reduces misunderstanding and defensiveness. It helps everyone stay focused on progress rather than revisiting old ground. Even a simple shared purpose can make difficult conversations feel safer and more productive.

My DIY Mediation quick guide for workplace conflict provides HR Managers with effective strategies, practical tools, and real-world case studies to build strong relationships and resolve disputes in the workplace.

If helpful, my DIY Mediation Guide includes simple structures for setting agendas and framing conversations when things feel delicate or uncertain:

Download your free copy here.

2. Keep the bigger picture in sight

When emotions run high, it’s easy to narrow in on a single issue or moment. Try to regularly step back and reconnect with the broader goals.

Why are you working together? What outcome are you trying to achieve over time? Keeping the “why” visible helps guide decisions and language, particularly when tension reappears.

3. Acknowledge emotions without letting them run the show

Emotions don’t disappear just because mediation has occurred. Frustration, fear, disappointment or uncertainty can still arise.

The goal isn’t to ignore emotions, but to notice them and consider how they influence communication and decision-making. Taking time to reflect, rather than reacting in the moment, can prevent small issues from escalating again.

4. Record actions and hold each other accountable

Good intentions need structure.

After meetings, record agreed actions, responsibilities and timeframes. This creates clarity and fairness and reduces the risk of assumptions or misunderstandings. Accountability is not about blame; it’s about maintaining momentum and trust.

If your team needs shared language and practical tools between check-ins, workplace conflict training can help.

5. Know your options and alternatives

Part of staying grounded after mediation is understanding your options and pathways for workplace dispute resolution. Knowing what alternatives exist; both within and outside the relationship or arrangement, can reduce pressure and anxiety.

When people feel trapped, conversations often deteriorate. When people understand their choices, communication tends to be calmer and more constructive.

A final thought

Mediation opens the door. What keeps it open is the willingness to keep talking, even when it feels awkward or uncomfortable.

Most of the work happens in the everyday conversations that follow, the check-ins, the clarifications, and the moments where it would be easier to stay silent, but you choose not to.

If you’re looking for additional support, my monthly webinar series are designed to provide practical structure and ongoing learning between conversations. And if at any point things begin to feel stuck again, support is always available.

Don’t forget to floss.

Why the real work of mediation starts after the session ends.

ABOUT THE AUTHOR

Shiv Martin is a nationally accredited mediator, practicing solicitor, conciliator, decision-maker, and certified vocational trainer. With extensive experience in complex dispute resolution, stakeholder engagement, and team building across business, community, and governmental sectors, Shiv brings over a decade of unique and diverse expertise in Law, Management, Vocational Education, and Mediation.

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