Dealing with conflict: Fudge, tackle, avoid?

Fudge Tackle Avoid

Most managers and supervisors have received no training in effective conflict management or how to have those difficult conversations with employees. This seems very surprising given that they are expected to spend a significant proportion of their time dealing with such situations. These are skills that can be acquired or honed by training and practice.

Using Criticism Constructively – Be A Light Not A Judge

Criticism

“A critic is someone who enters the battlefield after the war is over and shoots the wounded.” (Murray Kempton)

In any form of dispute, it is very easy to become embroiled in mutual criticism. Frequently, it is the initial reflex response to something with which you strongly disagree. In the workplace, criticism needs to be managed especially sensitively, as its impact upon relationships can be swift and devastating. Continue reading “Using Criticism Constructively – Be A Light Not A Judge”

Top Tips For Mediation Advocates

Mediation advocacy - know the strength of silence

Mediation advocacy has become a key skill that all good litigators should master. Although it is uncommon to have professional representatives in workplace mediations (apart from Trade Union reps), we thought that some of our readers might find this article on ‘top tips’ for mediation advocates to be useful/helpful/informative. You can read the article which is published on Littleton Chambers’ website by clicking here.

We are always interested in anything that assists employment lawyers and HR professionals, in particular, to become more knowledgeable about mediation. Continue reading “Top Tips For Mediation Advocates”

How not to communicate – A Millennial Job Interview

A light-hearted look at the different workplace aspirations and expectations that baby-boomers and millennials have and the ways in which they may fail to communicate with each other. These different (and often fundamental) expectations can lead quickly to resentment, relationship breakdowns and disputes if the parties do not find ways to communicate effectively with each other.

Almost all workplace mediations have at their core a failure to communicate well. This may be as the result of a conversation that never happened or a conversation that happened, but for whatever reason, did not go well. Continue reading “How not to communicate – A Millennial Job Interview”

Trebles all round for Employment Lawyers!

Mediation Employment Claims Treble

It’s trebles all round for employment lawyers as the most recent figures from the Ministry of Justice show that in the quarter from July to September 2017 the number of claims issued in the Employment Tribunal trebled.

In the period , April to June 2017, 4,241  individual claims were issued, but in the three months from July to September 2017 that number rose to 7,042.  Furthermore, there was a 144% increase in the number of multiple claims during the same period. These figures appear to suggest that the abolition of Tribunal fees following the Supreme  Court decision in July 2017 has had a significant impact on the issuing of claims.  Continue reading “Trebles all round for Employment Lawyers!”

Performance Management: Accentuate the positive…

A new piece of research entitled “Strengths-based performance conversations: an organisational field trial” has been published by CIPD (November 2017). It shows clear evidence that performance review conversations with staff that focus on their strengths and how to improve performance even further has a very positive influence on the relationships between staff and management.  

The report notes that managers often find having conversations with staff about performance to be very difficult, using expressions such as ‘relentless’, ‘very stressful’, ‘tough’ and ‘challenging’. Continue reading “Performance Management: Accentuate the positive…”

Thriving At Work?

The recent ‘Thriving at Work Report’, co-written by Paul Farmer, the CEO of mental health charity, Mind and Lord Stevenson makes the following key points:

  • Mental health illness affects 1 in 6 people
  • 300,000 people with long-term mental health problems have to quit their jobs annually
  • The report makes 40 recommendations for ways in which support employees to remain at work
  • All employers, regardless of size or industry, should adopt 6 ‘mental health core standards’ that lay basic foundations for an approach to workplace mental health.
  • They should also set themselves a performance objective to support the mental wellbeing of all employees, through the implementation of the core and enhanced standards.

For a number of years, there has been a growing awareness and appreciation of Continue reading “Thriving At Work?”

A Salutary Lesson?

mediation conflict

It is not often that people blog about their business failures, but today’s post is all about a proposal for a workplace mediation that we made which was not accepted, primarily on grounds of cost. The reason we are blogging about it is because, somewhat unusually, we were made aware of the eventual outcome of the situation we were proposing to mediate and we believe it serves as a salutary lesson to those who think that mediation is not worth the cost.

We spend a lot of time talking to prospective clients about the cost of mediation and how spending money on mediation will usually lead to very substantial savings. Continue reading “A Salutary Lesson?”