Alternative interventions to bullying claims

There is no getting away from the fact that bullying is bad for business, and creates a risk to the health and safety of the recipients and the organisation as a whole. It is even worse when the head of the organisation is named and shamed as a potential bully, as Gordon Brown knows to his cost this week.

Often what is perceived as bullying is often just strong management to another. Clashes of personality and differences in leadership styles often constitute the start of potential bullying claims. The business must never ignore its duty of care and as such should always be looking to nip potential conflict before it escalates.

A contemporary, cost effective and proven alternative to harmful bullying claims and litigation is workplace mediation. This intervention is often overlooked, but going forward there is no doubt that Employment Tribunals in the future will look at the efforts of the parties to mediate disputes before tribunal claims are lodged and then heard. Read more about the real tangible benefits of workplace mediation at http://www.seminarsandsolutions.com/mediation.html