Conflict Management

Managing Performance, Conflict, Bullying and Harassment

Overview

Inspiring and effective people managers and line managers are critical to the success of any organisation, as they are responsible for increasing productivity, ensuring targets are met and also for creating inclusive environments where employees feel engaged, respected and valued.

Therefore, its concerning to read recent research from the CIPD which cites that 40% of employees, who had experienced bullying and harassment at work, said their manager was responsible. (CIPD: Managing Conflict in the Modern Workplace: January 2020)

Establishing a positive workplace culture is essential for the success of any organisation and bullying and harassment should never be tolerated.

The negative impact it can have on individuals, both personally and professionally, can be significant and long-lasting. However, it is important to recognise that perception is subjective, and what one person perceives as a motivating challenge; another may see as an unreasonable demand.

This practically based workshop will equip you with an understanding of the policies and procedures which are relevant within any performance management and developmental conversation.

The tools and techniques we will explore will equip you to create safe yet stretching development spaces for team members to reflect on their own performance, ensuring discussions are framed around a positive intent for growth, are centred within a business and operational context and take into account individual circumstance.

What You'll Learn

• What constitutes bullying and harassment in the workplace and how it relates to other types of conflict.

• How to develop a working environment which fosters psychological safety and creates a collaborative and supportive development space.

• Understand how to use day to day performance management conversations to build teams, create commitment and increase motivation.

• The importance of maintaining a consistent approach whilst recognising individuality, including working styles, neurodiversity, behavioural preferences.

• How to be clear about expectations and whilst creating constructive feedback loops about how performance can be improved.

• How to foster an open and transparent culture, where employees feel comfortable expressing their concerns and managers can receive feedback on their management techniques.