The Same Courtesy When You Are Not in the Room
How juniors, vendors, contract staff and colleagues from different backgrounds are actually treated day to day — what the standard here is, and what a supervisor does when it slips.
What This Covers, and What It Does Not
An employee is attentive with you and short with the housekeeping staff. A joke about somebody's town gets a laugh, and the person it lands on laughs along. A junior is corrected loudly in front of the line. This session works those daily exchanges: what courtesy looks like here, and how a colleague or a supervisor names it when it slips. It is not POSH training and it is not a grievance framework. If that is what you actually need, it is separate work.
What the Session Works On
Courtesy That Does Not Change With Rank
How the same person speaks to a director, a trainee, a vendor's driver and the security guard. Participants describe their own week and find the gap themselves, which lands better than being told about it.
Correcting Someone Without Humiliating Them
Where the correction happens, who hears it, and how it is worded. One of the habits that most changes how a floor feels, and one that supervisors usually learned from whoever supervised them.
Disagreeing in Front of Others
Holding a position in a meeting without it turning personal, and staying in the discussion after being overruled. Practised on the arguments your teams actually have, not invented ones.
The Jokes and Asides That Exclude
Remarks about region, language, caste, religion, gender, age or appearance that a room treats as harmless. What they do to the person they land on, and how a bystander says something without making a scene of it.
Contract Staff, Vendors and Visitors
People who are on your premises but not on your payroll, and who often meet your worst conduct because nobody thinks it counts. It counts, and a visiting customer notices it before anything else.
When a Colleague Is Treated Badly
What a bystander does, who they tell, and what happens next. Where your company has a formal route, we teach that route. Where it has none, the session records the gap for management rather than inventing one.
Where the Standard Was Never Stated
Much of what gets called disrespect is a workplace that never agreed what respect looked like here. The cohort writes it down in plain words, and management sees the draft.
What Changes at Work
Corrections Happen in the Right Place
Feedback moves off the shop floor and out of the open meeting, which is where a great deal of quiet resentment starts.
One Standard for Everyone on Site
Contract staff, vendors and trainees get the same courtesy as employees, which is what a visiting customer actually observes about your company.
Exclusion Gets Named Early
The remark that used to pass can be addressed in the moment by a colleague, instead of surfacing months later as a complaint with a long history behind it.
Managers Can Point at Something
A written, cohort-agreed standard gives a supervisor words to use in a conduct conversation, instead of a vague appeal to common sense.
How We Run It
Situations From Your Own Managers
We collect what actually happens here — the exchange on the floor, the way a vendor was spoken to, the correction given in front of a customer — and de-identify it before it reaches the room.
Not a POSH Substitute
This programme builds general conduct, which supports a respectful workplace. It is not statutory POSH training and it does not stand in for an Internal Committee or a complaints process. Where you need those, they are scoped as separate framework work.
Cohorts Composed With Care
Seniority in the room changes what people will say. We advise on whether to mix or split the group, and where a complaint already exists we will not use it as case material.
Framework Support Where the Gap Is Real
Where the honest finding is a missing policy or a grievance route nobody has ever used, GullyHR provides assessment, framework and process support and coordinates qualified professionals. It is not a legal practice.
Say What the Standard Should Be Here
Describe how people are being treated and where it slips. We will tell you whether a conduct session is the right response, or whether what you need first is a policy and a route for raising things.
Frequently Asked Questions
No. It builds everyday respectful conduct, which supports a POSH-compliant culture, but it is not statutory POSH training and it is not the Internal Committee process the law requires. Say so at the needs discussion if you need that, and it is scoped separately.
It is scoped with you after the needs discussion, depending on the number of cohorts, whether supervisors are trained separately, and how much case material comes from your own workplace.
No, and running a session instead of dealing with it usually makes things worse. A live complaint needs the process your policy sets out. Training afterwards can help the wider team, and we will not use the live matter as case material.
Yes, and it works better there than a conference-room version. Sessions run at your premises around shift timings, in the language the floor uses, with supervisors and operators considered separately where that is the honest split.