Conflict Management

Max Lucado, US author and minister, once said “conflict is inevitable, but combat is optional”. And, workplace teams are certainly no exception.  This makes conflict
management critical, whether avoiding arguments, disputes, lasting conflict or ultimately, litigation.

Many of the calls we take on a daily basis centre around conflict within the workplace, teamwork in business expects the co-operation of individuals who may have their own personal agendas, interests, needs and preferences for ways of working. For business owners and line managers, this means there’s often the nightmare possibility that conflict will blow up, consume people’s energy and sink team performance, often affecting not only those involved in the conflict but the people around them.
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Wellbeing at Work

Over the course of the past few years, it has become apparent that working life has evolved from being traditionally office based with fixed working hours, to something much more flexible.

There are now many aspects of working life, such as remote working, which should be considered, which have also paved the way for other factors, such as continuing with remote working while on leave (leaveism) or even continuing to attend work while ill (presenteeism) which must be accounted for in order for employers to assist their employees in achieving a clear work-life balance.
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Gender Reassignment

The number of individuals who undergo gender reassignment (or transition) is relatively small. Many businesses are, therefore, unlikely ever to deal with an employee who is transitioning and, for those that do, it may be a one-off situation. However, where the situation does arise, employers need to ensure that they comply with the applicable law and deal with it with care and consideration. Following good practice will help to make the transition for the transgender employee, work colleagues and clients as smooth as possible.
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How to Deal with Flexible Working Requests

Flexible working requests can be submitted during times when employees may need some extra help in striking a healthy work/life balance, or when circumstances might prevent or make it difficult for them to continue with their existing working conditions, so it is important to take them seriously and be considerate to the needs of your employees.

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HR points to remember over the Festive Party Season

During the Festive season, most businesses recognise that festive parties or other social gatherings are an excellent opportunity to build rapport with colleagues and let off some steam after a stressful year at work. Employees must remember that they are still responsible for conducting themselves in a way which promotes a positive company reputation, and also that drunkenness should not be seen as an excuse for misconduct.

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Dealing with Adverse Weather: Adverse Weather Policy

adverse weather policy

Winter can bring with it, its workplace own issues, in terms of staff shortages, absence, travel disruption and an increase in requests for annual leave. This is why an adverse weather policy is so important in the winter months. The main issue that comes to mind in the winter months is when employees can’t get to work because of snow. However, the cold and flu, lower temperatures and mental wellbeing all play their part in the winter months.

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