Employment Law Update  Presenting an Argument

Over the last week I have been trying to sort out a pay issue with a person who quite simply cannot address himself to the facts. He doesn’t look at the figures we give him; he doesn’t formulate any coherent or logical alternative view. He doesn’t listen. He simply talks (and talks and talks and talks!), but it’s all opinion and there’s no way we’re going to change our view without some evidence to support his version of events.

Gathering facts and considering evidence is an essential skill in a manager. When I deliver employment law training, one of the key messages is the requirement consider the facts and present them in a balanced and proportionate way. So here are a few dos and don’ts which may be of help.

Do:

Don’t:

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Copying and distribution of this Article is subject to Article-website/Publisher Guidelines whereby the original author’s information and copyright must be included. The author is Kate Russell of Russell HR Consulting Ltd.

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