A confidential listening and advice service can reduce grievance claims.
Early intervention is crucial in preventing complaints being made, and in ensuring negative attitudes and behaviours don’t become entrenched. So Harassment Advisors are volunteer staff, trained in the role, who are able to encourage parties, where appropriate, to opt for informal methods to resolve matters.
Setting up a Grievance Resolver or Harassment Advisor service will give your employees someone confidential and independent to talk to if they are feeling bullied, harassed, or angry with a colleague.
Whatever the name, the principle is the same: employees are able to talk openly and honestly about a problem with a colleague to someone who will show empathy and understanding, and who will be familiar with the relevant policies and procedures, and who can help them weigh up the pros and cons of the different options for resolving the matter.
We have helped many organisations set up this service. We are particularly proud to have been chosen by the British Association for Counselling and Psychotherapy to train their Diversity Champions.
By providing a confidential listening and advice service you can reduce inappropriate grievance claims and make more use of mediation to resolve conflicts.
The key issue that leads to bullying and harassment claims is the breakdown of relationships and the cumulative effect of inappropriate behaviour. So early intervention is crucial in preventing complaints being made, and in ensuring negative attitudes and behaviours don’t become entrenched.
Training Harassment Advisors
We run a two-day course endorsed by the Institute of Leadership and Management. By the end of the course, your advisors will be able to:
- Listen actively to a wide range of people, build rapport and show appropriate empathy
- Help people understand what they can do to address their situation by talking through the different ways of resolving matter, and the benefits and drawbacks of each option
- Offer emotional support and coaching to help people implement their decisions
- Be clear about the boundaries between the harassment advisor role and the HR
- Educate colleagues to understand what inappropriate behaviours look like and how they can impact on people
- Act as a first and confidential contact point for staff who feel that they have a diversity or equality complaint to make
- Enable people to discuss their concerns in a one to one meeting in a safe environment thereby reducing stress levels
Outlines the pros and cons of setting up an internal harassment advice service; and gives you the 7 areas to work through before you invest in training.