Facilitated Workplace Discussions
A constructive path through difficult workplace conversations
When workplace relationships break down, it can feel isolating — and hard to know where to turn. Conflict between colleagues, communication that's gone sideways, or tensions that have quietly built over time can affect not just the people involved, but whole teams and the wider workplace culture.
A facilitated discussion offers a different path forward. Rather than escalating to a formal process, it creates a supported, confidential space where people can speak openly, understand each other's perspectives, and find a practical way forward — together.
This is not a formal investigation
It's important to understand what a facilitated discussion is and isn't.
This process is not about making findings, determining fault, or reaching a verdict. There is no "outcome" imposed on participants. Instead, the focus is entirely forward-looking: helping people communicate more constructively, understand what went wrong, and identify practical steps to improve the working relationship.
For many workplace situations, this approach is more effective — and less damaging — than a formal process.
● How it works
The process of Facilitated Workplace Discussions
We begin by meeting separately with each participant.
These individual conversations are a chance to:
Understand the concerns and issues from each person's perspective
Help participants reflect on their own feelings and contributions to the situation
Help participants prepare to engage constructively
Clarify relevant behaviours, interactions and expectations
Address any anxieties about the process
Once participants are ready, we bring them together in a structured, facilitated discussion.
The conversation is guided and focused on:
Communicating concerns in a way the other person can hear
Understanding different perspectives and where misunderstandings arose
Identifying practical, forward-looking steps to improve the working relationship
Participants are encouraged — but never required — to reach agreement.
Even where full agreement isn't reached, the process consistently helps people understand each other better and communicate more effectively going forward.
● Common concerns
When a facilitated discussion can help
You don't need a formal complaint, or even two parties in dispute, to benefit from this process. It can be used proactively, at any stage, whenever a workplace conversation needs support.
The process is flexible enough to involve HR or other managers where that's appropriate and agreed by participants.
● Who we are
We are experienced workplace lawyers with specialist expertise in workplace investigations and independent workplace processes.
We bring both legal knowledge and practical judgement to situations that are often sensitive and complex.
Our facilitated discussions can be conducted:
in person or remotely
with individuals, pairs or whole teams
as a standalone process or as part of broader workplace support
We work with each organisation to tailor the process to the specific concerns and the needs of participants — there is no one-size-fits-all approach.
● FAQs
Common questions
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Yes. What is discussed in individual and joint sessions remains confidential, subject to any agreed exceptions. We will discuss confidentiality with all participants at the outset.
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Participation is voluntary. We're happy to talk through how to approach the conversation with a hesitant participant, and what alternative options might be available.
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This depends on the complexity of the situation and the number of participants. Many processes are completed within a few weeks. We'll give you a realistic picture of timing before we begin.
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We provide a fee estimate at the outset based on the nature and scope of the situation. Contact us to discuss.
“Just wanted to say a huge thank you for your work, professionalism and promptness on this sensitive and complex matter.”
Senior ER Advisor, Client
You and your team have been brilliant, I cannot say enough how lovely it has been to work with you and to see your wisdom and professionalism steady us at times when things were becoming larger than anticipated.”
Complainant (Investigation) / Participant (Workplace Review)
“Many thanks for your work on this Kia, you have made the process as smooth as possible and I am grateful for your handling of an incredibly sensitive topic.”
Respondent (Investigation)
If you're dealing with a difficult workplace situation — or want to get ahead of one before it escalates — we're happy to have an initial conversation about whether a facilitated discussion is the right approach.
There's no obligation. We'll help you think it through
● Our Expertise
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At Woven, we specialise in conducting independent, impartial and efficient workplace investigations. We appreciate that the investigation’s integrity depends on the quality of the information we gather and our adherence to a fair process. We are adept at communicating the process, gaining trust and interviewing participants to obtain relevant information. We present our findings to you in a clear and succinct manner. We get you the information you need to take the next steps.
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Our independent workplace reviews can help you identify and address any issues within a team or workplace early on. When something doesn’t seem right – where there is increased turnover, low employee survey results, high sick leave or informal concerns being raised - we take a deep dive. Our review process identifies what is working well, what is not and what can be done better. We build a rapport with your people to ensure they feel comfortable to share issues that are impacting them at work. We recommend practical steps to address any issues identified . These recommendations enable you to make real improvements to ensure your people are working positively and collaboratively within a safe and supportive working environment.
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Woven provides tailored investigation training to internal teams. We share the insights we have gained through hundreds of investigation processes. We outline:
investigation best practice,
how to navigate the potential pitfalls that can inevitably arise; and
how to assess evidence and make robust findings.