Helping With Your People Issues
Do you find yourself spending more and more time dealing with employee issues and less time focusing on running the business?
Do you find yourself in situations where you have to handle sensitive or difficult issues with an employee/s but you are unsure how to tackle it?
Our consultants are experienced at supporting and guiding our clients on how to manage a whole host of employee relations issues. For example you may have an employee who is repeatedly arriving late to work, an employee whose health you are concerned about or two employees who are not getting along.
Our consultants will spend time with you to really understand the challenges you are experiencing and the individual/s concerned.
We will recommend the most appropriate approach to support and assist you to reach a resolution. Our support can be wide ranging depending on the circumstances, for example it may include:
- Practical tips and steps you can take to manage the issue
- Guidance and information in relation to the legal implications
- Draft correspondence and documentation
- Attendance at employee meetings
- Mediation support and recommendations
- Supporting your employee with outside assistance such as referrals to Occupational Health professionals
- Management coaching to help you develop your skills in this area
Conflict in the workplace between two colleagues who were in disagreement on a regular basis, often resulting in curt verbal and email exchanges between them. What did People Business do?
It was agreed that impartial mediation support would be the most appropriate course of action and the employees concerned agreed to take part in the process. The overall aim being to assist the employees create and sustain a more constructive and healthy professional relationship.
Our consultant met with the employees individually as an introductory session to explain the process in full, answer any questions and address any concerns before exploring with each party their key issues in relation to the conflict.
A facilitated meeting took place between them both and the key principles of mediation were explained as well as some ground rules to enhance the quality of the conversation. The issues were discussed, explored and constructive solutions encouraged.
Designing an agreement
Following on from the facilitated meeting a document was produced containing a summary of the important issues discussed and agreed on, using their own words about how they decided to move forward. The agreement was not in any way legally binding, merely to assist with setting out clearly the agreement made.
Closing the mediation
Once the agreement had been reached those involved were given responsibility for its implementation.
Follow up with the client indicated that some of the challenges appeared to have been resolved relatively quickly and they were optimistic that this would improve further moving forward.
Coaching for the line manager
In addition to the mediation support, we also provided the line manager with coaching sessions to enable him to feel more confident about how to handle difficult employee situations in the future.
Our qualified consultants are always available to speak to you. We can help give you peace of mind that allows you to deal confidently and effectively with any people issues you may have.
- Would you know what to do if an employee came to you and said they had a mental health problem?
- Have you noticed one of your employee’s is more emotional than usual lately, suddenly has a short fuse or has changed his/her appearance lately?
- Did you know that you have a legal responsibility to look after your employee’s physical and mental health?
Our consultants are experienced at supporting and guiding our clients on how to manage workplace well-being issues.
We can take you through a long-term plan to tackle mental health in the workplace and ensure you continue to be a great employer.