Workplace Bullying – Strategies for resolution and avoidance

Workplace bullying is more common than you might think. The ACAS Helpline receives tens of thousands of calls every year about workplace bullying and that is almost certainly just the tip of the iceberg. It is often said that people leave their boss and not their job and bullying (actual or perceived) is undoubtedly a factor in many cases. Surveys and research consistently show that bullying in the workplace is widespread and endemic. Continue reading “Workplace Bullying – Strategies for resolution and avoidance”

A Pragmatic Approach

Staff turnover, absenteeism, loss of good people, time spent on people problems: dealing with staff issues frustrates most managers and is a major cost to any business. One of the main causes of disruption in the
work is conflict – between employees, between business partners, between managers and staff. A recent survey by the Chartered Institute of Personnel and Development (CIPD) revealed that 72% of HR managers said that employees contact them to resolve a workplace conflict and 72% to raise a grievance. (People Management January 2016 p.37) Continue reading “A Pragmatic Approach”

The Unassailable Business Case

This article was originally published in the first edition of the UK Mediation Journal

I am going to stick my neck out and suggest that workplace mediation offers perhaps the largest untapped opportunity for cost-cutting and improving profitability in business in the UK today. The many benefits of a mediation culture, including lower levels of conflict, improved morale, improved staff retention and even improved relations with suppliers and customers are really important and are a big part of that business case, but are outside the scope of this article. I am going to focus here just on the cost savings in terms of management and HR time. Continue reading “The Unassailable Business Case”