Difficult Conversations

This is a very good piece of information to read and digest on the necessary steps to take when dealing  with our staff or students. As prospective mangers one day we may have to address a difficult situation or ourselves be in one. 

What is a difficult conversation?

A difficult or challenging conversation is a conversation where you have to manage emotions and information in a sensitive way in order to:

• Address poor performance or conduct
• Deal with personal problems
• Investigate complaints/deal with grievances
• Comfort or reassure someone - for example, if they are to be made redundant
• Tackle personality clashes 

The conversation usually takes place one-to-one and can really test a line manager's skills.

Why should I act now?

If you do not act now then you could:

• mislead the employee by giving the impression that there is no problem
• deny the employee the chance to improve or put things right
• damage the productivity and efficiency of your business
• lower the morale among team members

How can I make the conversations more bearable?

You can help make conversations with your employees less difficult by:

• having a quiet word at the first sign that something is wrong
• keeping in touch with your staff and the team
• using employee representatives as sounding boards for how staff are feeling about issues

It is far better to nip problems in the bud, wherever possible, rather than waiting for them to become more entrenched or complicated.

What skills do I need to handle a challenging conversation?

Many of the skills needed to manage difficult conversations and behaviour are often referred to, in a rather derogatory tone, as 'soft'. But there's nothing soft about dealing with an emotional or confrontational employee who may appear to be trying to unsettle or undermine you.

In order to manage a difficult conversation you need to think carefully about:

• the way you communicate
• your ability to take control of a meeting and
• your levels of self-belief.

Training can help to give you the confidence you need. 

Managing Discipline and Grievance

Leaders should have a detailed understanding of how to handle both discipline and grievance problems when they arise in your workplace.
For those who manage staff, resolving problems has become, increasingly, a daily task. A good working knowledge of discipline and grievance procedures is essential for all managers if issues are to be resolved in the workplace rather than spilling over into an employment tribunal.

To have a better understanding of how to handle discipline and grievance problems when they arise, understanding the institutes Code of Practice and looking in detail at the legislation surrounding managing discipline and grievance is crucial in getting desired success.
The following are to be taken into consideration and understood:

• What discipline and grievance means
• What a procedure should look like
• How to introduce a procedure
• How to operate a procedure, including the right to be accompanied
• Practical cases studies 

Conducting Investigations

All aspects of conducting a fair and reasonable and proper investigation is the cornerstone of a finding of fair solution whether or not it be a dismissal.
The various stages of an investigation are:

• From gathering and assessing evidence
• presenting the findings,
• arriving at an outcome, and
• managing that outcome. 

Effective Disciplinary Hearings

There is need to examine the process of carrying out disciplinary and appeals hearings.

Business need

The proper handling of discipline at work is central to good employment relations. A failure to consistently follow best practice guidelines can lead to a perception of unfairness amongst the workforce or even legal action!
Supervisors, Managers and HR professionals interested in developing the knowledge and skills relevant to disciplinary and appeal hearings should adopt the following as a guideline:

Preparing for the hearing
Conducting the hearing
Statement of Complaint
Employees reply
Questions and discussions
Summing up
Evidence and mitigating factors
Adjournment and decision making
Appeals

Disciplinary Interviews

When an employee’s conduct or performance falls below the standard you are looking for, you have to consider disciplinary action. To minimise the risk of further disputes, understanding the procedure required to conduct formal disciplinary or grievance meetings is vital to help make them more effective.

Managing Discipline and Grievance

How to handle both discipline and grievance problems when they arise in your workplace.
For those who manage staff, resolving problems has become, increasingly, a daily task. A good working knowledge of discipline and grievance procedures is essential for all managers if issues are to be resolved in the workplace rather than spilling over into an employment tribunal.