?? The HR Hero Weekly Update ??
Kate Bennett The-HR-Hero
Helping SME’s from 1-100 staff with employment law, HR and people management. To set healthy boundaries with your team and protect the business - SOS Call | on going support | HR consultancy | training - DM me????♀?
Whatever the weather, being by the seaside always feels like a holiday, especially when you live in the Midlands.
We were lucky this Bank Holiday to spend time in Somerset. Breathing in the sea air, eating fish and chips on the beach, playing cards and long walks with our cockerpoo Barney.
I’m now feeling relaxed and refreshed, to tackle the new school year ahead!
HR Practice
Managing Conflict at Work
This month’s blog post is all about how to master having difficult conversations and managing conflict in the workplace.
Dealing with conflict is bound to happen when working with others. As a HR professional, business owner or manager, it's your responsibility to help resolve workplace conflicts and handle tough conversations.
Here are some strategies that can be effective in these situations:
Address Issues Early
Instead of ignoring problems or hoping they'll go away on their own, it's important to address them early on. By doing this before tensions rise and people become more stubborn, you can meet with the parties involved as soon as possible to discuss the situation.
Stay Objective and Focus on Behaviours
Approach the conversation with an open and curious mindset. Stick to the facts and specific behaviours, rather than personal opinions. For example, say "when you did X, it made me feel Y" instead of making accusations like "you always do X". Ask open-ended questions to fully understand the issue before working towards finding a solution.
Find Common Ground
Look for areas where there is agreement and alignment of interests. This can help reframe the conflict in a more positive way and make people more willing to compromise. You may discover that the underlying issues aren't as opposing as they initially seemed.
Explore Options Together
Avoid going into the discussion with a predetermined solution. Instead, work with the parties involved to generate options that meet each other's most important needs and concerns. Be open to creative solutions that incorporate different perspectives. A solution that everyone collaborates on will be much more satisfying and sustainable.
Commit to Resolution
Ensure that all parties involved are committed to resolving the conflict in a constructive manner. Have them agree to be open-minded, respectful, and willing to compromise. Make it clear that further unprofessional behaviour will not be tolerated. Follow up to make sure the agreement is being honoured. With time and effort, even the most challenging conflicts can be resolved.
The key is to approach conflict resolution with patience, empathy, and a commitment to finding a solution that everyone agrees on. By using these strategies, you can turn a difficult situation into an opportunity and create a more united and productive work environment.
In the HR News - ACAS updated guidance?
Acas have recently released new and updated guidance on navigating?sickness absence in the workplace, which includes:
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ACAS also provide business essentials, which include 5 top tips to manage sickness absence:
?Have an absence policy
“An absence policy should make clear exactly what's expected from both the employer and employee if the employee needs to take time off work.”
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?Communicate
“Workplace communication is vital in successfully managing sickness absence.
Continuing to communicate with someone who is off sick needs to be the right balance of reasonable amounts of contact and making sure the employee feels supported and informed.”
?Keep in touch during absence
“Where an employee's absence is due to a mental health condition, it is particularly important to consider whether less or more frequent contact is most appropriate.”
?Conduct return to work interview
“Conducting a return to work interview with the employee can help you identify if any workplace changes are needed.”
?Use occupational health services if available
“Using an occupational health service may not always be necessary. It may be enough to simply have a talk with the employee and agree to any changes or ongoing support that is needed. However, if more specialist advice is needed and occupational health is available, asking the employee to agree to a referral could be helpful for the employer and employee.”
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If you are unsure how to manage short or long term staff absence, and would like to have a chat to talk about a situation in your business, then book a FREE call with me.?
Work With Me
We are a strategic HR consultancy offering guidance on all areas of HR, employment law and people management practices. From recruitment to exit and everything in between:
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September Masterclass
When conflict emerges in the workplace, it is important to handle it promptly. Conflict itself is not always negative, but even a small disagreement can quickly escalate. If conflict is left unattended and unresolved, it can become a significant problem in the workplace, potentially leading to formal disciplinary actions or grievance procedures.?
In this month's masterclass, we will explore the seven steps to effectively managing conflict at work
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I’m off to finish preparing for the new school year, checking we’ve got all the right new school uniforms, shoes, PE kits, bags, lunch boxes etc.
Amongst all the school prep, the one thing I do enjoy shopping for is all the new stationery.
You gotta love a bit of new stationery – or is that just me?
Best Wishes, Kate
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