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Walking the fine line between reasonable performance management and bullying

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HC Online | 24 Jun 2013, 12:00 AM Agree 0
What can your organisation do to protect itself from bullying claims arising from performance management processes? Nichola Constant and Erin Lynch provide some tips.
  • Guy Hargreaves | 23 Jul 2013, 03:17 PM Agree 1
    "The firm tone" and "bit of frustration" were sufficient to uphold a finding that the employee could perceive it as bullying and intimidating.
    Sadly, by the time most managers decide that they need to address perfomance or behavioural issues in the workplace, they tend to be extremely frustrated and will adopt a firm tone because they are trying to demonstrate that the issue is serious.
    I think it's a timely reminder that all supervisors and managers will need training and support from their HR teams in how to deal with such issues in a 'reasonable' way.
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