HR Workshops

Employment Law isn’t the most exciting of topics to run in a workshop, so we run it as a game.

Two teams compete with each other to give their best answers or to make decisions on an employment tribunal case. Of course we make sure that the correct answer is eventually arrived at, and illustrate it with examples and context.

It’s the best way to help managers and supervisors get an overview of the employment law they need to be aware of in their roles.

After the workshop participants will be given a link to our slides, which are kept up to date as employment legislation changes.

We will work through a case study, it could be Danny who may have stolen something from the warehouse, or Mark who is an excellent employee but who may have been putting in false expense claims.

At each step the participants, working in small groups, will need to decide the best way to handle the escalating situation, culminating in role playing an investigation meeting and then a disciplinary meeting.

Participants will be asked to bring copies of their own disciplinary procedures so that they can apply them to the scenarios in the case study.

At the end of the workshop they will be provided with a link to a detailed handout covering everything we covered during the training.

Almost everything we do as a leader relies on good communication. No matter how well you think you have explained something, it’s the way it is received and understood that matters, and that often means understanding the way that other people respond to information. This workshop will help you to think about the way you communicate and how to get the best from people through effective communication.

Note that this workshop may be run by one of our Associates.

As managers and leaders we can’t hide from having difficult conversations or dealing with conflict. Delaying dealing with a problem isn’t usually a good approach. So what are the tools and skills you need to be able to manage assertively and understand how to approach these situations with confidence?

The objectives of this workshop will be to:

– Develop a greater understanding of what affects difficult conversations and conflict.

– Explore tools and concepts that enable you to reflect on your approach to managing difficult conversations.

– Identify actions you can take to help manage difficult conversations and conflict.

Note that this workshop may be run by one of our Associates.

This workshop looks at the ways we can manage performance to bring out the best in people. We’ll cover the importance of properly identifying the job requirements and the behaviours needed for the role.

We’ll also challenge some of the standard wording in job descriptions and discuss to what extent it’s a good idea to shape the job to the person’s skills and abilities.

We’ll look at ways to give and receive feedback and the importance of one to one meetings and consider the merits of objective setting and performance reviews.

By the end of the workshop participants should feel confident to go back to the workplace to challenge the status quo and suggest new ways of working.

When people simply aren’t meeting the level of performance you need, despite using all the techniques taught in the workshop on managing performance, you may need to consider using more formal capability management processes.

Topics covered include:

– The importance of understanding the job requirements and setting expectations

– Understanding the difference between a disciplinary and a capability problem

– Procedures for fairly managing capability problems

– Making reasonable adjustments for disability

– Terminating employment for capability reasons

We cover everything to do with managing absence, from dealing with the odd few days here and there to handling long term sickness and disability.

Participants are encouraged to share, without breaking confidentiality, problems that they have encountered in the workplace so that we can discuss ways to resolve real life situations.

There will be opportunities for role play for those who would like to practice potentially difficult conversations, but nobody will be forced to do so.

The aim of this highly interactive workshop is to help people to understand and agree how to prevent the real difficulties caused by bad and unwanted behaviour in the workplace, as well as providing an overview of the employment laws that cover these areas.

Through the use of discussion, case studies and scenarios we’ll cover:

– What we mean by ‘unwanted behaviour’

– Deciding when ‘banter’ becomes unwanted behaviour

– Understanding the real meaning of bullying and recognising bullying behaviour

– Defining the legal meaning of harassment and understanding how to prevent it

– Sexual Harassment and the special protections arising from it

– Managing allegations about unwanted behaviour

– Establishing awareness, tools and organisational strategy

What is the difference between pressure and stress?

The purpose of this workshop is to help leaders to understand that workplace stress can be a serious problem, leading to poor quality work, illness and absence.

They will learn about tools they can use to help identify the possible causes of stress in the workplace and how to spot potential problems.

They will gain the confidence to manage and support employees who are experiencing symptoms of stress.

When an organisation chooses to run this workshop in house, we can extend the session to include an extremely useful exercise which identifies the stressors within your own organisation, so that you can think about how to make changes to reduce them and bring about a more effective and happier workplace.