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Let me share a story with you: Peter has been underperforming in his role for some time now. He has been with the business for just over two years, he passed his 6 month probation period with no reference to performance issues and his appraisal states no performance issues either. Peter's manager is getting increasingly frustrated with his relaxed 'attitude' to work and his colleagues are beginning to comment on him not 'pulling his weight'. The company wants to termninate his employment.
Whilst there is a solution to the above, it is either slower or more expensive than Jo would like (to avoid the risk of a claim at Employment Tribunal). This could have been managed quickly, positively and lawfully at a much earlier stage just by having the 'difficult conversation'.
Many of us dread the difficult, challenging conversation where we have to deliver difficult feedback, discuss a delicate subject, or talk about something that needs to change or has gone wrong. We can help you take control of these challenging situations and achieve a positive outcome!
Find out more about how our One Day Workshop on Having Difficult Conversations could help you: TELL ME MORE!
“"A small organisation making big changes wanting calm and clear support on how to deliver a restructure programme: P3 supported us on all elements; with a timetable of activity for Board so they felt confident all steps were in place and importantly all staff were considered and supported; process roll-out guidance; production of letters for staff; 1:1 support for me, the MD, as we handled the emotional and personal challenges that any restructure generates, as most importantly it's about people. Thank you P3"”
No business is immune to conflict. When disagreements and differences break out in a workplace the impact can ripple through the workforce causing negativity and can prove costly if not acted upon;
In all aspects of our lives there are things that fill us with dread. For a manager or member of your HR team this could be a DSAR. Our advice would be;
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