Tag Archive for: management

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Home | management

We review this age old debate in light of the recent media interest in the Dominic Raab investigation and findings.

As HR professionals, we understand that maintaining a positive workplace culture is essential for the success of any organisation. Unfortunately, sometimes the line between strong management and bullying can become blurred. What one person perceives as a reasonable management technique may be seen as bullying by another, leading to conflict and damaging the overall work environment. Recent media interest in the actions of high-profile figures, such as Dominic Raab, has brought this issue to the forefront of public consciousness.

It’s essential to recognise that bullying is a serious problem which should never be tolerated in the workplace. The negative impact it has on employees, both personally and professionally, can be significant and long-lasting. Workplace bullying can lead to low morale, decreased productivity, increased absenteeism and high staff turnover. It can also result in mental health issues, including anxiety and depression, which can have a devastating impact on individuals and their families.

What Is Effective Line Management?

There is a distinction between bullying and legitimate management techniques. Effective line management involves providing guidance, feedback and direction to employees to help them perform at their best. This can sometimes require tough conversations or performance improvement plans, which may be uncomfortable for the employee in question. It is crucial to ensure that these conversations are conducted with sensitivity and respect. Managers must listen to their employees, take their concerns seriously, and act to resolve any issues in a constructive manner.

Perception Makes this More Tricky

It’s important to recognise that what one person perceives as bullying may not be the intention of the manager in question. Perception is subjective – different people have different sensitivities. What one person perceives as a motivating challenge, another may see as an unreasonable demand. Also, workplace environments differ vastly, with significant differences in everyday language and the way colleagues interact. Staff might whisper in an office, whereas staff might shout across a building site to be heard. Cultures of banter can also add a layer of complexity to the way some employees might perceive bullying from a line manager, which can make this harder still to navigate. This is why it is essential to foster an open and transparent work culture, where employees feel comfortable expressing their concerns and managers can receive feedback on their management techniques.

Boundaries

The recent media interest in the actions of Dominic Raab highlights the importance of clear boundaries in the workplace. Mr Raab was accused of bullying and mistreatment of staff, leading to calls for greater accountability and transparency. It’s highlighted the need for a robust approach to preventing bullying in the workplace. Regardless of whether his behaviour met the legal definition of bullying, it is clear that his conduct caused harm to the individuals involved, and damaged his employer’s reputation. This serves as a reminder that even well-intentioned managers can sometimes cross the line, so it is important for organisations to have clear policies and guidelines in place to prevent and address workplace bullying.

So, How Far Is Too Far When it Comes to Line Management?

There is no single answer to this question – the difference between tough management and bullying can be difficult to define. As we have seen, different workplaces and individuals have different standards and expectations. It depends of the individual employee’s personality and work style, the culture of the organisation and the nature of the job. However, there are some general guidelines that can help mangers avoid crossing the line into bullying territory. Managers should:

  • Focus on specific behaviours or performance issues, rather than making personal attacks or criticism. Be clear about expectations and provide constructive feedback on how to improve. Be willing to listen to employees’ concerns and ideas and be open to feedback themselves.
  • Be respectful and professional in their interactions with employees. Avoid aggressive or threatening language. Never engage in physical or verbal abuse. If a manager is feeling angry or frustrated, they should step away and calm down before speaking with the employee.
  • Be aware of the power dynamic in their relationship with employees. Don’t use their position of authority to intimidate or control others. Always strive to create a collaborative and supportive work environment.

It’s essential to ensure that all employees feel respected and valued. If an employee feels uncomfortable or upset by the behaviour of their line manager, it is essential to address the issue immediately. HR professionals need to be able to recognise the signs of bullying and intervene effectively. This can involve informal discussions, mediation, or formal investigations, depending on the severity of the situation.

If you would like any additional help or training with the most effective approach to line management, please contact Jo Bradbury in our team on 07570 372118.

Home | management

Date: Thursday 29 September 2022

Time: 10.00am – 11.30am

Price: £35 + VAT

Type: Virtual Online Session

What’s this session about?

Line Managers are usually closest to managing employee issues on the ground and it is therefore essential that they have appropriate support and training in order to do this effectively. These expert led sessions will provide delegates with the skills and confidence to deal with the issues they are likely to face in practice. Delegates can attend each session or choose the ones that they feel are the most relevant.

In this fourth and final session we will cover how to manage performance – both good and bad, including:

  • Performance management in practice
  • Using probationary periods
  • Providing feedback and encouraging positive performance
  • Providing support and setting targets
  • Capability process and issuing warnings
  • Tricky areas

The sessions will be interactive with relevant case studies and there will be opportunities to ask questions.

Speakers: Helen Couchman & Joanne Bradbury

We hope you are able to join us. If you have any queries, please contact the Events team.

Home | management

Date: Thursday 8 September 2022

Time: 10.00am – 11.30am

Price: £35 + VAT

Type: Virtual Online Session

What’s this session about?

Line Managers are usually closest to managing employee issues on the ground and it is therefore essential that they have appropriate support and training in order to this effectively. These expert led sessions will provide delegates with the skills and confidence to deal with the issues they are likely to face in practice. Delegates can attend each session or choose the ones that they feel are the most relevant.

In the third session we will cover how to manage short and long term absence, including:

Short term absence

  • Identifying patterns
  • Reporting and monitoring
  • Informal management
  • How and when to move to the formal stage
  • The formal procedure

Long Term absence

  • When to intervene
  • Occupational health and medical input
  • Disability and reasonable adjustments
  • Maintaining contact
  • Fair process

The sessions will be interactive with relevant case studies and there will be opportunities to ask questions.

Speakers: Sue Meehan Boyes & Kirsty Hunt

We hope you are able to join us. If you have any queries, please contact the Events team.

Home | management

Date: Thursday 9 June

Time: 10.00am – 11.30am

Price: £35 + VAT

Location: Virtual Online Event

What’s this session about?

Line Managers are usually closest to managing employee issues on the ground and it is therefore essential that they have appropriate support and training in order to do this effectively. These expert led sessions will provide delegates with the skills and confidence to deal with the issues they are likely to face in practice. Delegates can attend each session or choose the ones that they feel are the most relevant.

In this first session we will be covering disciplinary and conduct issues, and the session will include:

  • Handling minor conduct concerns in the workplace;
  • What a fair disciplinary process is, with reference to the ACAS code of practice;
  • How to distinguish between conduct and capability issues;
  • Identifying issues early and informal management;
  • When it is appropriate to commence a formal disciplinary process;
  • When to consider suspension and how to do that;
  • The principles of a fair investigation;
  • The disciplinary process itself and tricky issues that might arise such as sickness absence, remote working, overlapping disciplinary and grievance issues; and
  • Sanctions and appeals.

The sessions will be interactive with relevant case studies and there will be opportunities to ask questions.

Speakers: Caitlin Anniss & Sue Meehan Boyes

We hope you are able to join us. If you have any queries, please contact the Events team at events@vwvplus.co.uk.

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We discuss some of our top tips for effective remote performance management whilst working at home.

In this podcast, we discuss:

  • Reinforcing your organisation’s values
  • Open Communication
  • Recognition and trust
  • Goal setting and feedback
  • Development opportunities

How Can We Help?

Our specialist HR consultants can help your organisation by:

  • providing support with your day to day HR issues
  • auditing your HR policies and procedure to identify problems and suggest improvements
  • training for your staff
  • practical support with consultations and other HR projects
  • carrying out investigations into grievances, disciplinaries and other matters

Related Resources

If you require specialist HR support relating to carrying out workplace investigations remotely, please contact HR Consultant Caitlin Anniss on 07909 683938.

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Experienced HR Consultants, Simon Martin and Joanne Hill, from Narrow Quay HR, provide practical advice for managers on improving your team’s ability to work remotely.

In our podcast, we discuss

  • The role of managers
  • Facilitating wellbeing discussions
  • How to maintain regular contact
  • Tips for remote working

How Can We Help?

Our specialist HR consultants can help your organisation by:

  • providing support with your day to day HR issues
  • auditing your HR policies and procedure to identify problems and suggest improvements
  • training for your staff
  • practical support with consultations and other HR projects
  • carrying out investigations into grievances, disciplinaries and other matters

Related Resources

If you require any HR support in relation to the challenges of working from home, please contact HR Consultant Simon Martin on 07384 813 076.

Home | management

How can managers support individuals going through the menopause? Our HR Consultant Caitlin Anniss and VWV’s Employment Associate Jessica Scott-Dye discuss.

In our webinar, we discuss:

  • Why it’s important
  • Legal context
  • Options for employers
  • Current guidance around managing the menopause in the workplace
  • Practical tips
  • Raising awareness

How Can We Help?

Our specialist HR consultants can help your organisation by:

  • providing support with your day to day HR issues
  • auditing your HR policies and procedure to identify problems and suggest improvements
  • training for your staff
  • practical support with consultations and other HR projects
  • carrying out investigations into grievances, disciplinaries and other matters

Related Resources

If you require any HR support in relation to consulting with your staff, please contact our HR Consultant, Caitlin Anniss on 07909 683938 or VWV’s Employment Law Associate, Jessica Scott-Dye on 07799 901 428.