The latest figures from the Chartered Institute of Personnel and Development show that the management time lost dealing with conduct and conflict issues in the workplace is rising.

In times when the pressure is on for us to be delivering on tighter deadlines and budgets, losing up to 32.4 days a year just managing disciplinary and grievance issues is not an option.

Our Managing Conduct, Discipline and Dismissals training course is a one-day highly practical experience for managers.  They are invited to engage in discussion and debate about the challenging issues they face managing staff and to learn by reflecting on each others past experiences.

Using case studies, role plays and facilitated discussion we take managers through proven techniques and tools, which can immediately be adapted and applied in your organisation, to minimise conduct issues and swiftly deal with any issues that do arise.

The result for your organisation is that your managers can confidently deal with conduct, and disciplinary issues and dismissals in minimum time, with minimum negative impact and within the boundaries of employment law.

Learning objectives

By the end of the lesson students should:

• Be able to identify poor or unprofessional behaviours early on and the best measures for addressing them
• Recognise the role of competencies and objectives in managing poor behaviour and how to use them effectively
• Give challenging feedback in an assertive, clear, behavioural based way with a view to supporting swift improvement
• Understand their responsibilities within probation to confidently and effectively manage probationary conduct issues and dismissals
• Identify when to use formal and informal procedures
• Recognise the difference between poor performance and misconduct to ensure the best and most legally compliant route is used to tackle issues
• Pick up tips and tools to limit the need for unnecessary and expensive settlements and compromise agreements
• Be able to confidently and thoroughly investigate potential conduct issues and present robust and objective findings at a hearing
• Keep accurate records in relation to managing conduct and disciplinary issues
• Conduct a disciplinary hearing