Next in our series of ebriefings on the Government’s Green Paper: Transforming public procurement; looking at the Chapter 4 proposal to change the basis of contract awards.
They can however make mistakes and delay or increase the problem for the employee, resulting in damaging the productivity and efficiency of the organisation, or lowering the morale between colleagues. We all want our managers to take more responsibility, take control and resolve the situation with the minimum disturbance to the organisation.
ACAS has published a guidance note giving practical steps on how line managers or Human Resource specialists should conduct difficult conversations with employees so that where possible, they can obtain the right outcome for the employee, the line manager and the organisation. The guidance helps prepare line managers for formal or informal discussions with employees to establish the facts, consider what they know about the employee, get the right support, check the organisation’s policies and plan for the meeting. Practical tips include:
- Having a quiet word with employees at the first sign that something is wrong;
- Keeping in touch with employees. If they know you are approachable and able to listen, they may be able to speak to you at an early stage when you can help.
- Plan ahead for meeting the employee and consider the location, room layout and allow sufficient time for the discussion. Set out how the meeting will progress, the issues to discuss and how you hope to move forward.
- Decide what questioning technique to use and when. It may be more appropriate to use open questions at the beginning of the discussion and follow up with probing questions. Closed questions may be ideal for the conclusion of the meeting where points need to be verified.
- Ask the employee for proposals to resolve the situation and discuss these options. Make a decision and arrange for a follow up meeting.
To download the Acas guidance, click here. At Anthony Collins Solicitors we recognise the importance of equipping you and your staff in skills to sensitively implement change and improvement within the organisation to help achieve long term objectives.
We have developed helpful documentation that we believe will guide your staff through difficult employment processes and offer ongoing support and development for your key people through training and mentoring.
For more information
For more information, contact Anna Dabek on 0121 212 7494 or email@example.com.
The Academies Financial Handbook is updated annually by the Department for Education and the Education and Skills Funding Agency; it contains a number of governance requirements for academy trusts.
Supreme Court publishes key decision for those working in the UK’s gig economy.
The 'Chocolate Snowman Appeal' is an amazing initiative that Anthony Collins Solicitors' (ACS) employees take part in every year.
The Building Safety Bill (the Bill) is said to be the most significant and wide-ranging change to the regulatory environment for higher risk building (HRBs) for over 45 years.
On 4 November 2020, the Restriction of Public Exit Payments Regulations 2020 (the Regulations) came into force; exit payments for the public sector were capped at £95,000.
The case was brought by the Official Receiver who sought disqualification orders under section 6 of the Company Directors Disqualification Act 1986 (CDDA 1986) against the seven trustees of Kids Company and its CEO. It illustrates well the tension between the role of a fulltime paid CEO of a large charity and the role of its board as voluntary trustees/directors.
At the end of 2020, The Charity Governance Code was updated or 'refreshed' as it is termed on its website.
Anthony Collins Solicitors is today (Thursday 11 February) revealing the scale of its social impact during 2020.
In their first podcast of this series, current and future trainees will discuss their journey and route to securing a training contract at Anthony Collins Solicitors.
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