I am a strong believer in standing up for yourself, and having a voice. Those who know me will vouch for that. I am now seeing more employees voicing their opinions, standing for their rights and defending their morals; more so than bosses are probably used to. Does this fall into ‘entitlement’, or in defence of our own rights?
There is a very mixed view on this from the managers and business owners I work with. The consequence, that I am seeing, is a significant increase in ACAS Early Conciliation, the precursor to tribunal action. This shows that employees are serious about protecting what they believe they are entitled to, and are prepared to go the distance.
The reasons for this change in workplace culture is mixed, but in the main is thought to be down to the continuing cost of living pressures facing most employees. A reluctance to give up pay and accrued statutory rights appear to be the main motivators.
The psychological contract is a mutual relationship at the best of times, however some employers are suggesting it is currently out of balance – in favour of employees.
Preparation is the best form of response, with documented performance management, open consultation and appraisals as some of the ways which employers can positively address this change in relationship between the employer and their employees. This is good HR practice and can often resolve the need for Early Conciliation, avoiding dispute, anxiety and settlement costs.
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