Top 5 tips for managing difficult conversations at work

Dealing and handling difficult conversations within the workplace isn’t the most pleasant of tasks, although it is a necessary management tool to identifying and resolving issues. Regardless of whether it is bad or sensitive news, every situation needs to be managed with dignity, care and respect but also to avoid damaging consequences further along the line. In the reconstruction video provided by Acas, it appears this particular manager clearly did not read our top tips on how to best discuss an employee’s recent drop in performance. 

Carole was obviously upset by the accusations made by her manager Nick, who didn’t appear very sympathetic and clearly didn’t prepare for the meeting beforehand.

Here are some top tips on how to deal with a difficult conversation:

1. Keep an open mind and positive mindset – plan what you are going to say and what you want to achieve from a meeting. If you are prepared you will be calmer.
2. Consider your body language - your body language can speak a thousand words so it should reflect your tone and the attitude you are trying to express to the person.
3. Be honest – this is key, regardless of how uncomfortable it is.
4. Listen carefully to an employee.
5. Be proactive – if there is a problem, identify the root issue so you can make the first step to solving it.

The HR Dept prides itself on supporting managers and employers through these difficult situations. Find out more here about how we can help: www.hrdept.co.uk

  

Should employees bring their own computer to work?

We recently came across research that suggested that employees are more engaged with their work when they bring their own devices to work - click here to read more. Whether it is the latest iPad or bringing in a laptop, in our advancing modern society this doesn’t seem surprising. Employees are likely to be more productive if they are using equipment they are most comfortable with. Simply allowing employees to work on their own devices might demonstrate that the employer recognises the needs of the workforce and the fast moving technological advances. Plus, it cuts the computer equipment bills down by not having to fork out for the newest computer when one of your employees complain they don’t have a fancy operating system!

On the other hand, it is important to consider the health and safety aspects of this. There are legal requirements to ensure your employees are safe in work. Any equipment required for work needs to be maintained in safe condition. This could be done by administering PAT testing (which The HR Dept can do for you).

Security issues need to be considered too – if employees bring in their own pc’s etc, then they are also bringing in potential virus threats! Also, what happens if your employees take advantage and play ‘Words with Friends’ or other games on their iPad rather than working? Could this open up a can of worms?

Do you think your workforce would be more engaged if they brought their own devices to work? Leave a comment or tweet us @thehrdept

Pooch power

We often comment on a lot of statistics and stories surrounding workplace absence as a result of stress, however the following piece of research is one of the most original.

Fudge - The HR Dept's office pooch

Nicely timed with Ashleigh and Pudsey, the lovable dancing dog trick act being crowned the ‘Britain’s Got Talent’ winner at the weekend, new research suggests that taking dogs to work ‘reduces employee’ stress. According to the scientific study, those who had dogs in their workplace were less stressed throughout the day compared to those who didn’t – woof indeed! Realistically, it has to be appropriate to the workplace but dogs seem to have a positive impact on employee morale and create a more enjoyable working environment, but what do you think? 

Do you have an office dog? Leave a comment below or even better tweet us a picture of your workplace office pooch! @thehrdept

No Olympics holiday policy required here

We appreciate the Olympics is a one off event, however all business owners should be planning ahead while remaining flexible and consistent in plans or procedures with regards to managing staff holiday or absence.

Time off and holidays should be booked in advance in accordance with existing holiday procedure/policy. We have heard a lot about advising business owners to create one off policies for the likes of the Olympics, but why create more paperwork and administration?! Our advice is to use the same rules that apply throughout the year when it comes to requesting holiday/leave. Unauthorised absence or ‘sickies’ should be treated in the exact same way as any unauthorised absence throughout the year.

If someone is volunteering during the Olympics, leave should be treated either as holiday entitlement or unpaid leave.

Though a special event, an employer has the right to refuse any request for holiday, but would have to grant it another time. Here is the reality: be fair, consistent and make sure people aren’t watching it on the internet at work if they are supposed to be working!

Keep calm and carry on really...

p.s. We are running a very quick poll to find out our reader’s thoughts on the impact of the Olympics. We’d really appreciate if you could take 30 to answer our poll here https://qtrial.qualtrics.com/SE/?SID=SV_5vvcfNPUU0HhDhi

Conflict at 30,000 feet

This week we came across a unique unfair dismissal case which was heard recently at Exeter employment tribunal involving two pilots who were dismissed for having a bust up mid-flight. 

Both pilots were dismissed for ‘endangering passenger safety’ while engaging in an argument in the cockpit. You can view the whole story here

We thought we would share this one with you, but sorry to anyone reading this who is a nervous flyer!