Other Courses

The use and misuse of social media at work

Social media is now part of the fabric of life. However, the rules of engagement, especially within the workplace are still not adequately understood. At its best it can be invaluable tool for finding and retaining good employees and also to promote your activities. However, when used irresponsibly it can be a vehicle for harassment,gross misconduct and violations of the law. Such activity can deal a fatal blow to your reputation and yet we have evidence of employees in senior positions behaving in the utmost of cavalier fashions in this regard

By coming on our course students will learn about

  • taking a raincheck-the extent of social media use within the workplace 
  • the pros and cons of its use for employers and employees
  • examples of good and bad practice by either party
  • monitoring employee social media use-what are the rules?
  • what changes to the data protection laws will mean and what to tell employee

Monitoring and surveillance at work

Modern technology has provided ever increasing opportunities to monitor employees but is this a worthwhile or ethical activity?  Having some means of monitoring is essential for obvious reasons but some methods are more valid than others; what might be a powerful tool in one hand can be a dangerous weapon in another

By coming on our course students will learn about

  • the types of traditional and modern surveillance available
  • the ICO code of practice and what it covers
  • the difference between overt and covert monitoring and why the distinction is so important
  • some examples of current practice and what can be learnt from them
  • what to do when an employee starts to monitor other employees or managers
  • ensuring monitoring techniques are not misused by micromanagers, employees or others


Dress codes and appearance at work

Nothing stimulates debate and interest better than how you present yourself at work-we could easily allow a week for it! However we have kept it down to a day in order to tease out the most salient issues. 

Add to this the subject is rarely out of the headlines and this only aids the climate of misinformation. It seems that the HR department cannot win on this one, start defining the rules and the list is never ending, yet vague guidelines, anything goes policies or silence on the subject can lead to negative consequences as well.

Another excellent reason for receiving some training is that norms and expectations are changing and recent case law has reflected this shift.

By attending our course students will learn about

  • the recent government guidelines of May 2018-you need to be aware of these!
  • is there any connection between clothing,appearance and general performance?
  • does traditional business attire convey a more professional image to the world?
  • recent publicity-separating fact from fiction
  • can men and women be expected to have seperate rules?
  • are dress down days a good idea?
  • why different occupations vary so much
  • workwear, uniform and PPE-what are the rules?
  • legal,safety and equality considerations
  • philosophy and belief-wearing your heart on your sleeve-religous dress and iconography-trade union & political insignia and slogans.
  • general appearance-beards, tattoos and earrings-yes or no?
  • enforcing cleanliness and hygiene standards- a nightmare for a line manager?
  • getting it right from the start-what stance to adopt in contracts,policies and induction training

Office romances:dealing with relationships at work

Over a quarter of adults meet their life partner at work and there is evidence that this figure is increasing. The number of people who have dated a work colleague is far higher and probably represents a majority. Yet it can be a difficult and dubious area of behaviour to effectively police.

At one extreme there is evidence from the USA of no romance clauses written into contracts. On the other hand, anything goes or complete silence on the subject can lead to problems too.

By attending our course students will learn about

  • what action to take when a relationship starts
  • considering the impact that relationships can have on the organisation
  • keeping a sense of proportion-adopting a realistic approach
  • the dangers of nepotism,favouritism and other issues
  • when relationships go wrong-dealing with the fallout-harassment,domestic violence and other issues

Embracing neurodiversity in the workplace

Neurodiversity is the collective term for a group of cognitive attributes that have traditionally been referred to as the autism spectrum. Many people who could be classed as neurodiverse have been unfairly shut out of the labour market and discriminated against owing to a lack of understanding of what they have to offer. We are delighted to be able to offer you this training workshop that will hopefully contribute towards a better understanding and to counter some of the prejudice that is sometimes expressed.

By attending our course your students will learn about

  • the full spectrum of neurodiversity and understanding difference
  • the i factor:intent and impact model
  • what employers and employees can gain from neuropositivity
  • the stengths and challenges that neurodiverse people might display
  • defining terms that appear on the spectrum
  • the medical v social model of disability
  • making the workplace nuerodiverse friendly
  • neurodiversity and gender

Tackling bullying and harassment at work

Bullying and harassment can ruin even the best work team. There is never any excuse for it and a zero tolerance approach needs to be adopted. Toxic cultures have often trickled down from above, so it is always necessary to lead from the front. Good procedures need to be adopted to support those affected and to deal with perpetrators in a manner that is firm,fair and fast. Sadly it is also a fact of life that some people are wrongly accused and so it is vital to understand how to deal with these situations also.

on our course you will learn about

  • the extent of the problem in the workplace
  • what counts as bullying and harassment and what doesn't
  • why bullying and harassment is unnecessary and counter productive as well as just plain wrong
  • the difference between proactive management and bullying
  • how to spot the signals that there might be a problem
  • the reasons harassment and bullying start in the first place
  • should harassment and bullying have seperate complaint procedures from other grievances?
  • how complaints should be investigated and dealt with
  • dealing with counter allegations
  • dealing with misconceived, frivolous or malicious complaints