Employees need to understand their rights and responsibilities for creating a workplace with a positive culture of dignity and respect.
So giving employees the skills to manage differences and understand the impact of their behaviour on others is vital. What starts as misconstrued ‘banter’ can escalate to a time-consuming complaint, high-profile and expensive claims, and a badly damaged reputation.
Employees who can have good “difficult” conversations and who treat colleagues, customers and clients with respect, will keep you out of an employment tribunal. These skills cost-effectively strengthen the activities that prevent workplace conflict from arising.
Do your staff understand their contribution to creating a culture of dignity and respect? In our experience, what makes the biggest difference is not whether people know their rights, but more crucially, whether they understand how what they say and do can impact on others.
Our approach is as simple as “A,B,C”
We can work with your employees to:
- Alter attitudes by working on assumptions, values and beliefs
- Build better behaviours through working on practical skills and techniques
- Change commitment and compliance by explaining rights, responsibilities, policies and legislation
We go beyond superficial cultural understanding and awareness and a definition of terms, and make our clients three promises:
- Our trainers will build an environment that is safe enough for sensitive issues to be discussed and where challenging behaviour is always handled constructively; so that your people are able to examine their own behaviours, beliefs and habits without getting defensive.
- No one gets to sit on the sidelines – everyone gets involved no matter how reluctant they are initially. This is highly practical, enjoyable training which allows people to get involved and try things out
- We don’t run off-the-peg programmes that take no account of your workplace: the training is all about your work context, and will make sense to everyone who attends.
When people have explored their views and behaviours in a supportive environment, they are clearer about what’s required, more motivated to treat people with dignity and respect, and less likely to be the cause of grievances and complaints.