What does non judgemental actually mean

Jan 22, 2024 | Blog

What does being non-judgemental actually mean?

Many people claim they are, but what is actually involved to truly not judge someone?

I help HR professionals and business owners with their HR emergencies. This means things like dismissals gone wrong, appeals, complex grievances or difficult employee issues that take a while to untangle.

When I first speak to people, it’s important they tell me the whole story. My advice is only as good as the information I am given, so if people miss out a bit of the story because they are concerned I will judge them, it won’t end very well.

So, here’s some of the ways I show I am non-judgemental:

  • I’ll encourage you to tell me everything and when you do, I won’t be shocked or surprised. Believe me, I have seen a lot in my HR career, so it takes a lot to shock me.  My aim is to help you sort it out not blame anyone.
  • I won’t think any less of you. The fact that you contacted me shows that you want help sorting it out and that is a good thing.
  • I’ll provide you with the facts. I’ll explain what you are dealing with, what the risks are and what your options are.  Everyone feels better when they know what they are dealing with and what the potential solution is.  I’ll evaluate circumstances objectively, focusing on facts, behaviours and policies rather than personal opinions or assumptions.
  • I’m a trained Samaritans listening volunteer. I say this because they are the experts at non-judgemental listening.  I practice active listening, empathise and will withhold personal judgement to better understand the nuances of a situation.
  • I’ll try to understand what caused this to happen. Was it human error?  Lack of a clear policy? Or just ignorance?  Whatever it is, I’ll also help you make sure it doesn’t happen again.
  • I’m an external HR consultant – this means I don’t have a vested interest in the internal politics of a business. Sure, I care about my clients and their businesses, but in the cold light of day, it doesn’t matter to me who is right and who is wrong.  I just want to help you fix it.

The benefits of remaining non-judgemental are:

  • My clients are far more likely to confide it me and tell me the truth. This means we can get to the bottom of the issue and fix things quickly.
  • My clients are far more likely to call me earlier on before things escalate. This means that they will likely save money dealing with a bigger issues or having to engage an employment lawyer.
  • It not only builds rapport, but trust. And in any relationship with your HR consultant, trust is essential!

If you would like a chat about how my approach could potentially help you with an issue, please get in touch by emailing [email protected]

#grievance #conflict #conflictresolution #communication

Why Grievances can be a good thing

Jan 15, 2024 | Blog

Why Grievances can be a good thing

As a line manager or HR professional, when an employee sends you a written grievance, it can make your heart sink.

There are some who believe that for an issue to get as far as a written grievance means that something has failed. Sometimes this is true, but not always. In this blog, I share with you why sometimes grievances can be a good thing:

Improved Communication: Grievances often prompt conversations that might not have happened otherwise. Addressing issues openly can lead to better communication between employees and management, fostering a more transparent and supportive work environment.  Having to deal with something formally forces those conversations you otherwise wouldn’t have had.

Identifying Systemic Issues: When grievances arise, they can shed light on deeper systemic problems within a business. Addressing these issues at their root can lead to positive changes that benefit everyone in the workplace. Without someone investigating them via a formal process, these things can continue being swept under the carpet.

Employee Engagement and Trust: Taking grievances seriously demonstrates that the business values its employees’ concerns. When employees feel heard and supported, it can increase their engagement and commitment to their work and the company.  It goes a long way to building trust.  Even when a grievance outcome doesn’t always go their way, knowing that it has been taken seriously and that they have been listened to is often enough.

Opportunity for Resolution and Growth: Handling grievances properly offers an opportunity for resolution and growth. By addressing problems head-on, companies can implement changes and improvements that prevent similar issues in the future, leading to a more productive and positive work environment.  It prompts you to do something about it!

Preventing Escalation: Addressing grievances promptly and effectively can prevent minor issues from escalating into larger conflicts. By creating a culture where concerns are heard and addressed early on, companies can avoid potential larger disruptions or legal challenges down the line, saving time and resources for all parties involved.

While workplace grievances can be challenging, addressing them effectively can lead to positive outcomes and contribute to a healthier work environment in the long run.  If you would like help dealing with a grievance in your workplace, please get in touch with me by emailing [email protected]

#grievance #conflict #conflictresolution #communication

The benefits of hiring an HR consultant

Jan 10, 2024 | Blog

The benefits of hiring an HR consultant

As a business owner, line manager or HR professional, sometimes we are faced with a situation that is complex and risky. I’m talking about grievances that perhaps have wide ranging repercussions – perhaps an employee has complained about a senior member of the team or made allegations relating to health and safety, discrimination or whistleblowing. You know the stakes are high and you also know it’s going to take an awful lot of time to deal with.

This is where getting an HR consultant in to deal with this issue is a strong move. Saving you time is one reason, however in this blog I share some other reasons why getting someone like me in is a good idea:

Impartiality and Objectivity: As an external HR consultant, I bring an unbiased perspective. I’m not influenced by internal politics or relationships, allowing for a more objective assessment of the situation.  This neutrality ensures fair treatment and reduces the risk of favouritism or bias.

Expertise and Experience: I specialise in conflict resolution and have a breadth of experience dealing with various workplace issues. This expertise offers unique insights, best practices, and effective strategies that an internal team might not possess.

Confidentiality and Trust: Employees might feel more comfortable sharing sensitive information with an external consultant, as there may be concerns about confidentiality within the business. This trust can encourage open communication, leading to a more comprehensive understanding of the situation.

Reduced Conflict of Interest: Internal HR teams might face conflicts of interest when handling grievances involving colleagues they work closely with or have personal connections to. Bringing in an external consultant like me mitigates this conflict, ensuring that decisions are made solely based on the merits of the case.

Legal Compliance and Risk Mitigation: As an HR consultant, I am well-versed in employment laws and regulations and keep myself and my knowledge up to date. My involvement can ensure that the grievance process adheres to legal requirements, reducing the risk of potential legal repercussions for the employer.

Working with someone like me can provide a fresh perspective, specialised expertise, and a fair, objective approach to resolving internal grievances, ultimately contributing to a healthier and more transparent workplace environment.  It will also ensure you deal with any issues that arise rather than leave them brushed under the carpet.

If you would like some assistance with a grievance or investigation, please contact me for an informal and no obligation chat by emailing [email protected]

Navigating Internal Conflict – The Power of Skilled Mediation for In-House HR Teams

Dec 28, 2023 | Blog

Are you part of an in-house HR team frustrated by the challenges of resolving internal conflicts? If so, you’re not alone.

Internal conflict resolution can hit a snag for various reasons but fear not! Here are some common hurdles and ways to overcome them:


1. Lack of Participation: Sometimes, parties may be reluctant to fully engage in a process to resolve the conflict, hindering progress. Try and encourage open communication and suggest mediation, emphasising the benefits. Remember that participating in mediation is entirely voluntary and no one should be forced into it. I’m always happy to have an informal chat with anyone who is unsure if they want to participate.

2. Imbalance of Power: In certain cases, there may be an imbalance of power between parties, affecting the dynamics when trying to resolve internally. A skilled mediator can mitigate this by creating a safe and unbiased space for all involved however it might make people reluctant to start so reassuring people that it is a safe space will really help.

3. Inadequate Preparation: Insufficient preparation by both parties can impede the effectiveness of any informal internal process. Encouraging parties to come prepared with their concerns and desired outcomes is essential. As a mediator I make sure I am clear on what the issues are, how it has impacted them, what their needs and goals are so I can help facilitate a positive outcome.

4. Lingering Resentment: If conflicts have been ongoing, deep-rooted resentment may persist despite best efforts (another reason why mediation should be a first resort and not a last resort). Regular follow-ups and continued support may be necessary to address any lingering issues. It is sometimes helpful to encourage the parties to share their agreement with a trusted manager, for example in HR, so that they can offer inhouse, onsite support ongoing to ensure their agreement is kept to.

5. Miscommunication: Misunderstandings usually occur during an escalating conflict. Active listening and clear communication can help prevent misinterpretations and facilitate meaningful dialogue. I always find it helpful to summarise at regular intervals to check that we are all clear on what is being discussed.

6. Lack of Closure: Some internal grievance processes may not result in a clear resolution, leaving parties feeling unsatisfied. During mediation, we explore alternative approaches or best-case alternatives to an agreement where these might be appropriate, as well as discussing what the worst-case scenario will be if they don’t reach an agreement.

Recognising these challenges underscores the importance of a seasoned, neutral mediator. Internal processes hold value, but an external mediator can deftly navigate these complexities.

Remember, you don’t have to navigate these choppy waters alone. Let me be your resolution partner. Reach out and I can help!