Dealing with thorny people problems

Employee Relations

Handling those sticky situations head-on creates a culture of fairness and consistency that protects the business and helps to retain valued team members, whilst at the same time enabling you to effectively handle problem areas. Some industries naturally experience a greater volume of employee relation issues – that’s just how it is. The encouraging news? All employers (no matter what the nature of your business) can prepare themselves for when those difficult situations crop up.

Working out thorny people problems can be tough, especially when discovering a common goal seems almost impossible. If you feel like you lack the required experience or people skills, it’s tempting to brush the problem aside. However, most cases of long-term sickness absence, for example, arise because the issue was ‘left alone’ in the hope that it would resolve itself. Whether it’s due to a lack of confidence in having open discussions, or just fear of saying the wrong thing, taking no action at all can leave you in a much pricklier position than where you started.

The cost of complacency

Failing to address employee complaints and workplace disputes can lead to time-consuming and drawn out procedures, your highly skilled and valued workforce heading for the door and the potential for costly legal claims. The average tribunal defence cost runs into the tens of thousands, and discrimination awards for a successful case are uncapped, causing permanent damage to not only your bank balance, but your reputation too. If the worst does happen, then the harmony that you once enjoyed could become a thing of the past.

Leaving issues unchecked could see you paying heavily in court.

As an employer, you could find yourself:

Out of pocket from allegations and complaints that end up in court
Confused on how to stop personal problems becoming work problems
Stuck on how to address absences without saying the wrong thing
Struggling to meet client demands caused by staff unproductivity
At breaking point, swamped with grievances and issues
Unsure how to restore workplace harmony

Our business-focused approach

Early intervention and effective management of employee concerns is key to assist the employee and minimise any disruption to the business, even if this involves firmly handling shifty or unacceptable behaviours that may have arisen. As well as using formal procedures, we encourage our clients to consider other measures and strategies to resolve disputes, such as informal discussions, facilitated meetings, or mediation, which can help to minimise damage and ensure both parties are satisfied. Another option may include upskilling and training in relevant areas that can benefit management and employees.

At Triangle HR, we do more than just advise you on the course of action you should be taking to alleviate these issues, we also help to reassure you at every stage of action. If you feel a bit out of your comfort zone, we’ll utilise years of experience to make sure you are fully informed and confident about the best course of action. It’s our job not only to solve your problem, but also take some of the stress and worry off your shoulders so you can focus on what you do best. That said, when making necessary changes within your business and teams, it’s critically important to learn and consider all options available to you, allowing you to make the best decision for you based on risk, financial impact, working relationships, and business culture. Every business, employee and situation are different so there is no one solution that would fit all. That’s why tailored advice from experts is essential to ensure you are acting in your best interests. By partnering with us at Triangle HR, you can put your trust in a team of experts who are capable and prepared to help build a company culture that allows your business to thrive.