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Training in grievance and disclipinary


I am shortly running a course on grievance and disclipinary procedures for managers. I have long experience of this both from a training perspective and as a sitting councillor on such bodies

However, I am looking for new ideas to liven up the sessions. Any role play exercises or similar ideas greatly appreciated

With thanks


[email protected]
William Chadwick

4 Responses

  1. Exiting
    Role play but from a script. We train using the EAT judgments and pick apart the structure to show the problems that gave rise to the initial application. Then work in roles mirroring those who played key roles in real life. Change the names and locations and some of the facts dependant upon your audience and the level of training.
    We use the last 12 months judgments to give a flavour of the current legal thinking and this always prompts lively debate!

    Good Luck

    Training By Design Global Ltd

  2. disciplinary role plays
    Ask participants to write a summary of two disciplinary issues they are facing at the moment on post-its, collect all the post its from the group and then select some of these for roleplay. This makes the training more interesting & more relevant for the participants as they see how to deal with problems that they are facing at the moment.

  3. help with d and g training
    try the Discipline Pocketbook published by Management Pocketbooks and written by me!
    available forless that a fiver from Amazon!
    (search on authors name:Stuart Emmett).
    it has many good ideas-if I say so myself!!

  4. Someone else’s shoes
    I have used Adele’s idea of sharing disciplinary issues they are have or had problems with as a manager. It works well.

    A ground rule MUST for this exercise is, “What is shared in the room stays in the room!” If the word gets out that the managers get together and talk about everyone then every meeting that is a manager’s meeting will be suspect.

    What I also do is let the manager who is having the problem choose which side of the table they would like to be on. The manager side and have someone else “act out” the employee or they “act out” the employee and another manager plays their role. The latter gives them the opportunity to throw the employee punches and see what the manager’s response is to the situation. Another good thing is to have one or two people take notes of what is said. This helps for the discussion after the practice counseling. Sometimes we think we said it one way and then there is reality.


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