How managers can manage discipline and grievance proceedings in the workplace?
Video by Marshall E-Learning Consultancy via YouTube
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Marshall E-Learning, have launched an Inclusive Managers Toolkit. Aimed at middle managers across public and private sector organisations, this inclusion themed toolkit is designed to build managers’ skills and confidence.
The Inclusive Managers Toolkit is built around the key concepts of Inclusive Management, containing 12 modules grouped into three key areas: technical skills, leadership concepts and managing behaviour.
Modules in the toolkit include: What is Management?; Recruitment and Selection; Team Development; Developing employee motivation; Developing trust between managers and leaders; and Managing Inappropriate Behaviour.
This video clip from our course tackles the issue of discipline and grievance proceedings.
Effective Good Management requires preparation for conflict situations. Whether it’s an employee grievance or a disciplinary issue with a team member, it’s crucial to handle these challenges sensitively and in accordance with organizational policy. Listen and attempt to resolve conflicts through informal negotiation, discussion, and appropriate judgement. If informal methods fail, use the formal grievance procedure for a fair, quick, and effective resolution. Good management also involves having a thorough understanding of relevant policies and possessing the interpersonal and professional skills necessary for disciplinary action. Avoiding an employment tribunal through effective conflict resolution benefits both the manager and the organization.
To find out more about Marshall E-Learning’s Managers Toolkit e-learning course, please email contactus@marshallacm.co.uk, call 0845 123 3909 or visit the website: Managers Toolkit e-learning course: https://marshallelearning.com/e-learning-courses/managers-toolkit-2/
Video Transcription:
Even the best managers will have to deal with a conflict situation at some point in their career. That’s why it’s so important to be well prepared. Such situations may relate to a grievance your employee has, or it could be you who is dissatisfied and raising a disciplinary issue with someone in your team. Whatever the situation, it’s up to you to deal with it sensitively and in line with organizational policy. Employees may raise complaints and grievances regarding their jobs, terms and conditions, or management decisions affecting them. Alternatively, you may have concerns about an individual’s job performance, behavior or effectiveness, which might lead to disciplinary action. This could ultimately result in termination of employment and dismissal. The first stage of any disagreement should always be to listen and try to resolve the problem through informal negotiation, discussion, interviewing skills and appropriate judgement. And if you can discover the reasons behind the conflict, it’s likely that you’ll be able to resolve it. If informal discussions fail to resolve the issue, it will need to be resolved using the formal grievance procedure to ensure it’s dealt with fairly, quickly and effectively. Disciplinary action by managers has serious legal and procedural implications and demands the appropriate interpersonal and professional skills from you. This area is probably one of the most difficult and challenging issues that managers have to deal with, so you should be fully familiar with the relevant policies. In most cases, the issue will be resolved through formal procedures. However, some may result in an employment tribunal. These cases are expensive and can be damaging to the organisation, so all efforts should be made to ensure the disciplinary or grievance procedure does not reach this stage.