Understanding workplace perspectives.
Employers and employees may experience the same workplace issue in very different ways. A decision that seems reasonable to one party may look unfair or impractical to the other.
The history of a relationship, expectations, trust, communication and the circumstances surrounding a decision can all affect how a situation develops.
My background in law, labour relations, human resources, management and leadership gives me experience of both the formal and human sides of working life.
Where appropriate, I can work with employment councils, employer representatives, employee representatives and workplace structures to explore the people and relationships involved.
Making room for constructive dialogue
A concern may be understood differently by employer and employee representatives. Before a useful discussion can take place, it may be necessary to clarify what each party believes has happened, what is in dispute and what the discussion is intended to achieve.
The purpose is not to take sides or replace formal procedures. It is to help the parties understand the disagreement, distinguish differences of perspective from matters that require formal resolution, and consider whether constructive dialogue is possible.
We would begin by agreeing on the purpose of the work, the roles of the people involved, the boundaries of the engagement and what kind of discussion would be appropriate. Any work must respect relevant legal obligations, formal processes and the responsibilities of the parties involved.