We spend a large proportion of our lives at work and with our co-workers so fostering good working relationships is important to our health and wellbeing as well as happiness. We’re all human so not seeing eye to eye with all members of staff is...
Picture Credit: Aaron Anderer – No Bullying Allowed! – November 16 What is workplace bullying? Bullying in the workplace is more common than many people realise. It is defined as any form of abusive behaviour where an individual is left to feel intimidated or humiliated in their...
Picture Credit: Waiting Outside Relief Station, Urbana, Ohio, Shahn, Ben, 1938 Although workplace conflicts can often be avoided through correct managerial practices (as mentioned in previous blogs) they are not always preventable, so it is fundamental an employer has the resources and skills to quickly resolve...
Growing Businesses Can Mean Growing HR Tasks While it may have been simple for your business to manage the HR admin tasks when there were only a handful of employees, significant growth can quickly bury your company under heaps of paperwork, bulky spreadsheets and monotonous, time-consuming...
Have you ever had a candidate turn up for an interview who was so nervous that the interview became excruciating? It was impossible to move forward, but you always wonder whether in a regular work situation they’d have been fantastic. The traditional interview has many barriers...
Image credit: Flickr Commons/The Law Society of Upper Canada, Justices of Appeal 1923 Well strictly speaking, two of us from Cluer HR went along and observed at a very realistic ‘mock’ employment tribunal. The event was run by the CIPD, using Barristers Geraint Probert and Suzanne...
All managers, supervisors and HR specialists must regard the harassment/bullying policy, along with equality and diversity policy, as one of their operational 'musts'. They must be seen to follow it and observe it all times. If anyone in these roles are called to give evidence in...
In a word, no. However, the employee may attempt to make a covert audio recording, which could then feasibly be accepted as evidence at an employment tribunal. For this reason, we advise allowing, or even better initiating audio recording in disciplinary and grievance meetings. If things...
Any communication which contains a problem or a complaint which an employee raises with their employer should potentially be treated as a grievance. The employer should always ask the employee directly if there is any doubt. Before April 6 2009 employers were required to follow the...
10 top tips (using DISC) 1. Identify the personality type of the person you are in conflict with and adjust your approach accordingly. 2. Never confront someone with a C personality the same way you would someone with a D personality. Direct confrontation will make someone with...
