Richard Saundry is a leading academic authority on the management of discipline! grievance and workplace conflict. Richard’s current work focuses on developing managerial capability and he spearheaded the development of the training for the Skilled Managers Productive Workplaces project.
The importance of good management in solving
UK’s productivity puzzle cyprus phone number library been debated for many years. Nonetheless! most employees know that their manager has a ‘deep impact on…their motivation! satisfaction! and likelihood of leaving the job’ (CMI Better Management report 2023).
Unfortunately! many UK managers do not receive effective training and often lack the skills to create workplaces that work:
a recent survey for the Chartered Management Institute (CMI) found that 4 in 5 of those moving liked this article: how do we management positions have no formal management or leadership training
our own research for Acas on managing working conflict suggests that once in post! line manager training is often patchy! non-existent or focuses on policy and procedure – Acas research consistently finds many managers lack the confidence to address and resolve problems at an early stage! which is key to maintaining good relationships
every year conflict costs UK organisations close to £30 bn and impacts over one-third of the UK workforce – nearly 60% of workers who experience conflict suffer from poor mental health! and conflict is often triggered by line manager behaviour
The Skilled Managers Productive
Workplaces research study investigates the america email on managers and employees of an online training intervention designed to help managers prevent! contain and resolve workplace conflict.
This Economic and Social Research Council (ESRC)-funded study was led by researchers at the Universities of Westminster and Sheffield! in partnership with Acas. The first stage involved working with 150 managers and five organisations to develop and beta test the intervention.
Even at this early stage! the research uncovered interesting findings. The main barrier to training was time and space – there was clear demand from managers for a more flexible! accessible and interactive approach to training.