Modernising HR Policies

Positive Dialogue Policy (PDP)

Acas estimates the cost of workplace conflict per year to UK organisations is £28.5 Billion. The equivalent of more than £1000 per employee.     

Conflict and issues are common and can even be healthy. If disagreements are handled respectfully, equitably and productively, they can lead to learning, growth and being best versions of ourselves. The PDP promises to be fair, kind and honest when resolving disputes or conflicts. It handles matters in a way that demonstrates our concern, makes it happen, and enables us all to perform at our highest level. The Positive Dialogue Policy is what we call it.

If everyone involved is willing to listen, learn and find a solution, there are very few issues that can’t be resolved by a decent conversation. We will therefore constantly strive to accomplish that because it is far more favourable than following a formal procedure. For each difficulty or issue (including attendance, performance, well-being, deterioration of standards, feelings of being unfairly treated etc.), we recommend the use of the Positive Dialogue Policy.

The aim of the Positive Dialogue Policy:

  • Promote early dialogue in disputes.
  • Greater early dialogue remedies – Early Dialogue Conversations, Coaching, Facilitation and Mediation. 
  • Reduce the need to follow the formal process route when conflict arises.  
  • Replace grievance, bullying and harassment policies (plus many other policies) with one modern policy. 

Positive Performance Policy (PPP)

“There’s no way to get better at something you only hear about once a year.” – Daniel Pink, author

98% of colleagues find annual reviews unnecessary (talent management 360). 

Management systems, HR policies and People & Culture Strategies will be supported by the Positive Performance Policy (PPP). The PPP offers a values-based, person-centred approach to leadership, employee well-being, Human Resources as well as Employee Relations.

Systems thinking, behavioural science, nudge theory, positive psychology, emotional intelligence and non-violent communication are just a few of the disciplines that PPP brings together to enable best practices. PPP includes several solid supporting frameworks, but it has also been created to provide a straightforward, practical model that can be implemented.

Positive Performance Policies place a strong emphasis on giving constructive, considerate and cooperative feedback. Employees’ confidence grows, expectations are made clear and mistakes are learned from using a dialogic approach and ongoing informal involvement.

The Positive Performance Policy is there to develop:

  • Role Profiles.
  • Recruitment.
  • Colleague Onboarding (First 100 days).
  • Colleague Performance. 
  • Career Satisfaction.