Workplace Investigations Archives

0 Investigating a grievance

Having to investigate a formal grievance cannot be avoided. But when you are busy with other competing priorities and the complaint issues or the investigation process seems too complicated – its tempting to give your attention to another task on your list. Now, more so than in the past, employees seem quite aggrieved about many […]

0 When something goes wrong…

When something goes wrong, our first reaction can be pretty intense. Emotions such as anger, frustration or disappointment can overwhelm us and our questioning aimed at finding out what happened can be driven by our need to lay blame. Even if we aren’t looking to attribute blame, others around us may assume this by our […]

0 Analysing, judging and criticising

Western Culture seems notorious for analysing, judging and criticising others and not oneself. Is this because it is the new socially accepted mode of conversation, a form of idle chatter, or is it done to make ourselves feel better by putting others down and being able to congratulate ourselves on being such good judges of […]

0 ‘Conflict is inevitable, combat is optional’

This quote from famous US author, Max Lucado rings so true for all conflict situations we can think of. In all of life’s situations, it is how we chose to respond (and not react) that will determine whether the outcomes of conflict are constructive or destructive. Remembering that we have the option to avoid combat, that […]

0 Why managers dismiss workplace conflict

Workplace conflict between staff, if left unchecked, tends to escalate – but most managers have a natural inclination to dismiss it. Employees are often promoted to management positions because they have particular skills – which are usually technical as opposed to interpersonal – and a certain level of resilience. They tend to cope well with […]

0 The cost of public rebuke

Catherine Gillespie, Director of Workplace Conflict Resolution, was asked in Feb 2011 to provide comment to ‘hrdaily’ on a case where a business coach had been accused of publicly rebuke a staff member within a team being coached. Follow this link to read the tribunal ruling, outcomes, and Catherine’s comments of caution and preferred approaches.