Culture of Bullying and Harassment – Higher Education

May 3rd, 2018

Concerns arose in relation to low engagement scores within a particular department. It was of concern that there was a rise in the number of individuals indicating that they did not consider that allegations of bullying and harassment and/or inappropriate behaviour were dealt with satisfactorily. We met… Read more »

Concerns of bullying and harassment – Government Body

April 16th, 2018

  Individual meetings with team members identified a number of issues which were collated into a non-attributable report with recommendations for action. The conclusions were fed back to the  management team in a sensitive and constructive way and then subsequently the main findings were shared with the… Read more »

CIPD Award Winning Neutral Assessment – Companies House

January 6th, 2018

This project was commissioned by Companies House, a long-standing client who we have worked with in this way several times. In this case, the Digital Services Team had consistently low engagement scores. There had been several changes in leadership, there was evidence of a general sense of… Read more »

Testimonial

The report was very professional, it dealt with all the issues raised and was particularly thorough. It clearly took the time to fully understand all of the issues and background. It was complex but the report really helped to break it down and I’m hoping we can progress in a positive manner following the recommendations.

Group HR Manager, Energy Sector |

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Featured Case Studies

Group Conflict – Conflicts between teams

It is not uncommon for conflict to arise between different teams. This can have considerable impact on both individuals and performance. A number of approaches can be used in this sort of scenario, including neutral assessment, team facilitation and group mediation.

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Conflict Coaching – Shareholder/Director dispute

Agreement could not be reached to enter into mediation in this situation and therefore coaching was an alternative support provided to one of the parties. The relationship between a majority shareholder and a shareholder/director was causing conflict. The relationship would be ok at times but disagreements would flare up from time to time and this was beginning to impact on the business.

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