0 Why Managers Let Workplace Conflict Grow

Managers play a crucial role in reducing interpersonal workplace conflict, but for a number of reasons they often don’t recognise when issues require intervention, a conflict resolution specialist says.

Conflict usually stems from one person’s interpretation of another’s behaviour, thinking and intentions, Workplace Conflict Resolution managing director Catherine Gillespie told HR Daily ahead of her upcoming webinar on managing personality conflicts at work.

0 Do You Need A Workplace Mediation Or An Investigation?

The warning signs to know whether to conduct a mediation or a formal investigation would be the number of allegations that have been included in the complaint letter and the nature of the allegations.

Sometimes when the word bullying is used people think automatically that it has to be a formal investigation because bullying is a very serious incident, if it is occurring. But many people are now using the words bullying and harassment without really understanding what they mean.

0 Getting to the Heart of Conflict

‘Getting to the heart of conflict’ is the name of a book written by Professor Bernie Mayer, Lecturer in Negotiation and Dispute Resolution at Creighton University. I recently attended a workshop presented by Bernie. He offered a mixture of self reflection and group sharing opportunities along with offering the insights he has gathered, tested, and reflected upon over 30+ years of working in these fields.

0 How to Manage Anonymous Workplace Complaints

We’ve put some focus in recent months on workplace investigations through our series of videos outlining frequently asked questions on the subject. Today we’re covering a question that wasn’t covered in the series but which has arisen a few times and which we have had some success in addressing – How to manage anonymous workplace […]

0 The standard you walk past…

Recently I posted a comment in LinkedIn about a particular incident in which a young CFA volunteer was subjected to physical assault by other CFA volunteers in the presence of so called ‘team members’ who witnessed the assault and appeared unperturbed and did not intervene. My LinkedIn comment was: “What does it say when this behaviour […]

0 Should Every Workplace Complaint Be Investigated?

Continuing our series of short videos on the subject of workplace investigations. It’s a subject that’s often misunderstood and even mishandled by leaders, managers and HR personnel. Today’s question… Some situations might require a formal investigation, where complainants, respondents and witnesses are interviewed separately and a formal report is prepared (with findings and recommendations), while […]

0 Do You Have To Participate In A Workplace Investigation?

Continuing our series of short videos on the subject of workplace investigations. It’s a subject that’s often misunderstood and even mishandled by leaders, managers and HR personnel. Today’s question… Though you might think it would be in the interests of a complainant to support their complaint or the interests of a respondent to defend a […]

0 Is A Respondent Entitled To See A Workplace Complaint?

Continuing our series of short videos on the subject of workplace investigations. It’s a subject that’s often misunderstood and even mishandled by leaders, managers and HR personnel. Today’s question…If a staff member submits a formal complaint, should that also be supplied to the respondent to that complaint? When a complaint is lodged, sometimes it’s done […]

0 What Workplace Incidents Don’t Warrant A Formal Investigation?

Continuing our series of short videos on the subject of workplace investigations. It’s a subject that’s often misunderstood and even mishandled by leaders, managers and HR personnel. Today’s question…What is an example of an incident that doesn’t warrant a formal investigation? An example of an incident that doesn’t warrant a formal investigation would be something […]

0 What is a Workplace Investigation?

What is a Workplace Investigation? A workplace investigation is supposed to be procedurally fair process to try to determine whether allegations that have been raised against another person in the workplace are substantiated or not substantiated. So it’s a process of collecting facts and evidence to be able to make a determination on a balance […]