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Line manager handling of discipline and grievance – a barrier to resolution?
29 October 2024
Andrew Sutherland ! Senior Research Officer
Andrew is a government social researcher at Acas! working across evaluation and policy benin phone number library programmes to support service delivery and contribute to wider policy debates.
Last month! Acas published the findings of Skilled Managers Productive Workplaces! a study by the University of Westminster that examined the impact of an online training intervention aimed at helping managers prevent and resolve workplace conflict. Acas and Westminster to collaborate in making the increased credibility and trust widely available to employers.
The project addressed a challenge highlighted in previous Acas research: managers who lack confidence tend to avoid conflict and tackle problems by rigidly applying procedures rather than seeking mutually beneficial solutions. The training aims to correct this by bolstering their ‘conflict confidence’! enabling them to ao lists conflict early and informally – and! by extension! inexpensively. (The higher costs of bypassing informal resolution were detailed in a previous analysis for Acas.)
Formal vs informal: achieving the right balance
Of course there is no one single ‘best’ way to resolve conflict. Each situation is unique! and what’s appropriate can change between and throughout disputes. Notwithstanding the virtue of informal resolution! using formal procedures is often necessary and essential – not every conflict can or should be resolved with a proverbial ‘quiet word’; the key is finding the most appropriate approach and having the skills and confidence to do it well.