Directors, Owners, HR Directors, Managers and HR Specialists
- Maximum 8 attendees
- 30 days of one to one support
- Programme director/s with at least a Masters Degree in the subject
- Convenient morning timings or in-house at any time for a minimum of two bookings
- Can be configured to address a number of professions and industry sectors
EUR245 ex VAT per participant.
Emergency Evacuation Drills Workshop
'A stitch in time saves nine'
- Do you have employees who can do better but they drag work or as-their supervisors time with petty things?
- Do you have employees with a particular 'attitude'?
- Do you have employees who are in perpetual 'challenging' zone?
- Do you have employees who are lethargic and always complaining?
If you have any of the above or employees are exiting the organisation citing toxicity then it is prime time to setup and manage your Grievance Management process.
In 2022, 120 new cases where decided by the Industrial Tribunal, about thrice as much have been settled privately through private arbitration and as much as 600 cases have remained unsettled with employees either moving on or becoming toxic cases.
The implications on the rest of the workforce are usually negative at best.
In some 'silent cases' the employee will move out of the organisation if he or she feels aggrieved in anyway and the grievance process sounds hollow. This affects the employer's brand image. There are some cases which are genuine and merit addressing and can shine a light on a dark area in our organisation.
This half day workshop will be addressing how to setup, operate and maintain an effective and efficient Grievance Management programme within any organisation to address the challenges of a modern work environment.
Understanding the Organisational Impact of Grievance Management
Grievances are a tell-tale sign of underlying employer/employee relationship. it is an underlying conflict that if not addressed will fester and create a toxic relationship which predominantly manifest itself as apathy to work, disengagement and high churn rate.
A Policy for Grievance Management
We will explore how to write and use a Grievance Management policy to send the right message to the employees, beaming high ethical trust and empowering people to converse through the right channels. We will ensure that no stone will be left unturned to uncover any dark areas in our systems.
We will go through a methodical approach to handing a grievance and addressing the several permutations and turns it may take from a simple misunderstanding to more serious cases to avoid the need for employees to revert to the Industrial Tribunal or arbitration.
Investigations and Assessments
We will see how to investigate claims, conduct impartial assessments and communicate the results and way ahead for the people involved in a professional and ethical way.
We will look at how to address grievances and how to manage them in a conclusive way for the benefit of all involved and set a high threshold within the organisation from a people-friendly way balanced with discipline and good management.
Private Arbitrage and Resolution Management
Finally we will look into how to address engage in private arbitration and conflict resolution management without jeopardising the position of the employer.