•  

    If it isn't covered in thick dust then you really do need a different approach! Driving an issue resolution culture rather than grievances isn't all about having to change the policy, it's about a different philosophy. 

     

    Unfortunately, we have learned behaviour, which is to deal with employee issues through formal grievance processes. It's what HR professionals are taught at college, and it's what the increasingly litigious culture in the UK is driving - we have to go into defence mode and get the policy out so we stand the very best chance if this goes to tribunal.

     

    Forget the tribunal or the formal grievance procedure - you can cross those bridges if you get to them - taking the right approach with people will mean you can leave the policy to gather more dust - that's a good thing!

     


  •  

    Today (pancake day) is the only day of the year we can publicly ask this question!

     

    It's a word we hear a lot from people in disputes, and other than in the context of pancakes, it's a pretty harsh term to call anybody. Once people know each other better, see other perspectives and understand the reasons why things happened they tend to use the word much less.

     

    Not many people are naturally or purposefully toxic, they're usually frustrated and passionate but rub each other up the wrong way. In this blog we explore the issues further.

     


  •  

    You talked to the Trade Union about chickens? Isn't that unprofessional?

     

    This is a question I was asked last week by a HR Masters Degree student who was flabergasted that I would talk about chickens to senior Trade Union officials. None of her lectures or books she had read had mentioned this, so why would I advise anybody to do such a thing? Surely I should have been talking about HR strategies?

     

    In this blog I explain why talking about chickens is key to avoiding disputes, and building great employee relations. It's exactly why we put so much emphasis on getting to know people when we train new mediators.


  •  

    So many organisations are stuck with traditional grievance procedures because they think that's the only option available to them.

     

    Employee have the right to raise grievances - of course they do, but focusing on formal grievances rather than issue resolution is such a shame and such a waste of precious time and money. More importantly, it creates far too much stress for everyone involved, when it's perfectly avoidable.

     

    There is a better way - and that's an issue resolution procedure which flips the way we do things traditionally on its head, and transforms organisational culture!

     


  •  

    Attitude vs aptitude. Which is most important? I'm very clear - what's the point in having a really capable employee whose attitude stinks?

     

    We all come across people who just seem to have a really bad 'toxic' attitude - but have they really? How much do we assume rather than finding out for ourselves? The temptation is to avoid speaking to them, but in my experience the opposite is best.


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