Go "From complaint to action"
which is an online course on how to help an employee get active for the cause they come to HR with.
See
video
Reach for a proven tool that, when you apply it according to the instructions I provide and weave it consistently into conversations with employees, will allow you to address your role as an HR professional. Start supporting your people instead of bailing them out.
Discover the course for practitioners who want to move into action!
Effective knowledge
In this course you will be given a short tool to teach you in 4 steps how to have a conversation when an employee comes to you with a complaint/problem/issue. This tool will guide the employee to engage in concrete action to deal with the issue they have come with.
You will get to the heart of the "problem"
This tool will allow you to find the essence of what lies behind the words "I have a problem". It will make you responsive to your employees' needs while keeping your sanity. You will take action with an employee, a not for him.
Proven in practice
We have been teaching this tool repeatedly in our trainings since our inception. Over the years, the Encounter team and I have transformed it from a psychotherapeutic tool to a business tool that serves us and gives us the space to hold the balance between helping clients and over-committing ourselves.
It has changed! HR is not a centre
organisation costs ...
The role of HR has changed a lot over the past decade and is already far from a traditional administrative function. Unfortunately, there is still a perception in the thinking of many organisations that the role of HR is first and foremost to 'serve' the whole organisation, to look after employees and support managers in their tasks. HR is treated as a back-office function, a cost centre, a place where everyone throws in what they don't want to do.
The HR professionals we have had the opportunity to work with so far take their role in the organisation very seriously. They want to be strategic partnerwhich drives success organisational and provides exceptional value for the business. They also want to build a culture of psychological safety, where wellbeing and looked after needs, are the result of everyone's efforts in the organisation. When employees come to them with a problem/complaint/complaint the HR professional wants them to listen, support and assist solve the problems they report.
Do you have enough ...
... to relieve managers of the responsibility for managing their teams
...falling into the trap of solving problems FOR workers instead of WITH them
... thinking of themselves as a cost they have to earn their position in the organisation
What if we said that ...
... people will come away from conversations with you with a sense of empowerment to get things done
... is a tool that involves people in solving the issues they come to you with
… by using our tool you will be left with fewer tasks at the end of the day
You will benefit most from this solution if:
ONLINE
Is there other the road?
Of course you do! You can continue to get involved without boundaries, in dealing with other people in the organisation, and consequently waste a lot of time, feel exhausted, overwhelmed, and further frustrated that you are closing the working day with an endless to-do list for the days ahead. You decide!
Scope of the video course: From complaint to action
Meet the lead trainer
Catherine
Balcerkiewicz
I am a psychologist by training, a PTP Level I recommended business coach, a team coach and an organisation development consultant. I have been working in business for over 20 years, teaching managers the psychological mechanisms that happen in the management process. I have created an original HR Master programme dedicated to HR professionals, which is about to start its 5th edition. which enriches them with practical psychological knowledge of management and the processes that take place in organisations. You can rest assured that what is offered to you in this course not only takes into account the psychological mechanisms that govern our behaviour, but is also proven time and time again not only by me, but also by the HR professionals who have taught it.
Help instead of save
and don't lose YOURSELF in all of this!
Your mission is to help people, not save them. When we try to make everyone happy all the time, we end up doing ourselves and others far more harm than good.
- Your job is not to solve "problems" for other employees
- Your role is to uncover the genuine needs of employees that are hiding under the guise of a "problem/complaint/complaint"
- Your job is to respond to the needs of your employees, but not at the expense of your own health in continually meeting them.
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