To meet service, quality and safety standards, managers are required to promote continuous improvement in team performance and individual job performances. This includes addressing the situation when an individual's or team's performance seems "off". What’s your leadership approach to managing poor behaviours in the workplace? When I spoke last week with Richard Aedy on ABC Radio National’s “Best Practice” program, we discussed a whole range of staff issues that managers face, such as lateness, non-attendance, attire, group emails, unsatisfactory work, office romances, and more. During our discussion, I explained that managers need to be able to distinguish between a performance issue and a behavioural issue, as each pertains to a different set of rules, expectations and consequences. Listen now > WorkPlacePLUS offer a range of support services to help employers address performance and behaviour issues in the workplace. For more information, please contact us today. ► To access more interviews and podcasts, visit our Media page >

While generative AI tools like ChatGPT can be useful, their utilisation in the workplace poses a number of red flags such as: Privacy and data protection Bias and Discrimination False and misleading information An employee using AI may unintentionally disclose private or confidential information. Also, AI systems are designed to learn from data and make decisions based on patterns and algorithms. However, these systems are not immune to biases, misinformation, and disinformation present in the data they are trained on. It’s important to note that generative AI tools may not be an accurate and reliable source of information on Australia’s workplace relations system. Utilising AI advice for workplace relations matters may create compliance issues, including unenforceable HR protocols or employment contracts. Is the employer who uses AI willing to wear the compliance risks associated with misinterpreting AI results, or failing to fact-check the results? Accurate and reliable workplace relations information can be accessed via the following sources: The Fair Work Ombudsman 13 13 94 The Australian Human Rights Commission 1300 656 419 The WHS regulator in your jurisdiction A reputable HR consultancy such as WorkPlacePLUS (03) 9492 0958 For more information, please contact us today.

When WorkPlacePLUS team member Carmen Hurwitz spoke with Richard Aedy on ABC Radio National's Best Practice  program, they discussed the role of courageous conversations in mitigating and resolving workplace conflict . Learn more and access the interview   > Disputes and grievances occur in every workplace. Workplace conflict is common and can involve members of the leadership team, employees, stakeholders, contractors, vendors, clients, unions and/or the broader community. To prevent grievances from escalating, employers, boards, managers and supervisors need to be able to manage difficult conversations. However, many organisations lack the resources, training or experience to effectively facilitate difficult conversations. This is where mediation and facilitated discussions can help. As the neutral third-party, a mediator facilitates communication and understanding between two parties, empowering them to negotiate a mutually acceptable outcome. 5 reasons mediation and facilitated discussions are powerful tools for managing workplace conflict: 1. The safe space for honest communication A mediator uses their expertise to encourage and enable courageous conversations. Mediation creates a safe time and space for two parties to delve into the deeper issues and navigate a way forward, towards resolution. 2. The proactive approach to conflict resolution An experienced mediator is able to identify where relationships have an undercurrent, or when something has happened that needs to be talked about, so that issues can brought to the surface and discussed before things get out of hand. The opposite to burying your head in sand, mediation encourages a proactive response, such as “I’m sensing something not right, what can we do to get things back on track?” 3. The opportunity for continuous improvement When managers or directors sense an issue brewing in the workplace, they can either choose to evade it or explore it. Those who encourage courageous conversations ultimately benefit from a huge phase of growth, learning and change within the organisation. With insights into their workplace culture and behaviours, organisations can transform the way their people interact, which has a positive ripple effect on not only productivity but every aspect of the workplace. 4. The commitment to respect and wellbeing in the workplace When an organisation responds proactively to tensions or disputes by engaging an experienced, independent mediator, this sends a strong message about the value of wellbeing in the workplace. It also demonstrates the organisation’s commitment to fair, respectful conflict resolution. 5. Settling out of court Mediators who are certified to perform court-mandated mediation under the National Mediation Accreditation System may receive referrals from the Fair Work commission, or any other commission, to assist in court-mandated mediation. This is often the first step before a case is escalated to court, where a decision is imposed by a judge. Mediation reaches a negotiation in a much more direct, private and amicable way. How do you resolve conflict in the workplace? To help you resolve workplace conflict, WorkPlacePLUS provides mediation and dispute resolution services with a commitment to continuous improvement and strengthening teams. Our mediators are skilled, experienced, accredited, and certified to perform court-mandated mediation under the National Mediation Accreditation System. WorkPlacePLUS also offers training and development programs the include practical training on having courageous conversations in the workplace. Read Facing staff challenges with confidence > For more information, please contact us today.

Employers, managers and supervisors have a lot on their plate. They are responsible for driving performance and productivity while protecting their team from potential work-related hazards and promoting a mentally healthy workplace. Balancing numerous responsibilities can often lead to increased stress and burnout, especially for those in leadership roles. It's crucial not to overlook your own mental health. Studies show that delaying attention to your wellbeing can increase the risk of more serious health issues. To help prevent burnout, here are three important reminders for looking after yourself: 1. Maintain boundaries –   Set clear boundaries by taking regular breaks and prioritizing activities  that boost resilience, such as getting enough sleep, nutrition and exercise. 2. Recognise the warning signs – Work-related stress or burnout can show up in various ways including : • Physical symptoms: headaches, fatigue, , sleeplessness, slow reactions, or shortness of breath. • Cognitive issues: difficulty in decision-making, forgetfulness, lack of concentration. • Emotional reactions: Irritability, excessive worrying, feelings of worthlessness, anxiety, defensiveness, anger, mood swings. • Behavioural changes: reduced performance, social withdrawal, impulsive behaviour, increased alcohol and nicotine consumption. • Compassion fatigue: losing the emotional capacity to care about others.   3. Seek support – If you’re struggling , it’s essential to reach out. You can seek support in a number of ways, from speaking to a friend or your GP, to accessing your Employee Assistance Program (EAP).   Remember, EAP counselling is not just for your team. It is also available to support senior managers and business owners, who are dealing with significant pressure. WorkPlacePLUS offers a range of tools for workplace wellness  to support a mentally healthy workplace, including 1:1 leadership coaching and a fully integrated, confidential Employee Assistance Program  (EAP). For more information or tailored leadership support, please contact us today.

It may seem improper to name sexual harassment as the “hot topic” for 2018, but I’m sure you’ve noticed the spike of sexual harassment stories in the media, and I’m not just referring to the entertainment industry. A recent media report revealed that about one-fifth of Australia’s surgeons have failed to complete a mandatory online training course designed to combat sexual harassment and bullying within their profession. According to an independent report commissioned by the Royal Australasian College of Surgeons, nearly half of surgeons have experienced workplace bullying or harassment, and victims have generally been afraid to speak out. In 2017, two Royal Darwin Hospital doctors were stood down over two separate allegations of sexual assault against female medical students. Another media report revealed a “toxic” and “demoralising” culture of bullying and mismanagement at a hospital in south-west Victoria. And in 2018, it was reported that Melbourne City Council’s former Lord Mayor was under investigation following new allegations of sexual harassment, this time related to his former role as the chairman of Melbourne Health. Councillor Doyle vigorously denied the allegations, which involved a complaint of serious misconduct at a Melbourne Health gala dinner. Do your Directors and Executives understand the risks associated with any potential bullying or sexual harassment claim? Reputational Risk Regardless of investigative or legal outcomes, any allegation can create a negative reputational risk with all stakeholders, such as employees, regulators, government, etc. Financial Risk Under Australian Workplace Health and Safety legislation, directors and executives can be held personally liable for not providing a safe workplace. This legislation covers more than the physical safety within a workplace. For example, Brodie’s Law was passed after a young female employee was continually bullied at work and subsequently suicided. The courts found that the employer contributed to the bullying and harassment resulting in the directors and manager being fined. What can health service providers do to promote a workplace culture free from sexual harassment? The Australian Medical Association and the WA Health Department recently launched a poster campaign aimed at stamping out widespread sexual harassment and intimidation in the workplace, particularly by senior doctors against junior female doctors, nurses or registrars. Online trainings, campaign posters and informative websites are a start, but these tools alone are not enough to affect real cultural change in the workplace. Does your workplace have a contact officer who is trained to deal with allegations of bullying and harassment? Your employees need to know there is someone other than their manager or supervisor whom they can speak to if they have a complaint. Does your workplace have clear policies and practices to mitigate the risk of sexual harassment and unwelcome conduct? Your organisation’s Code of Conduct should define sexual harassment and clearly outline values, standards, expectations and consequences pertaining to appropriate workplace conduct. Do your workplace policies include a process for investigating bullying and harassment allegations? The workplace policy should set out the process that the organisation will take when an allegation of sexual harassment is made. There are advantages to engaging an Independent Workplace Investigator, for example, it reduces the risk of potential claims of cover ups, conflicts of interest or lack of transparency. Does your workplace run regular trainings designed to implement your Code of Conduct? Regular training programs play an important role in educating your staff on respect, responsibility and appropriate workplace conduct. Don’t assume that your staff are aware of the most current policies, procedures and support resources in your workplace. Employees need to be able to discuss different types of behaviours in a safe, educational setting, and they also need to be clear on the right course of action if they have a concern or complaint. WorkPlacePLUS supports organisations to prevent and respond to bullying and harassment in the workplace, with services such as tools for resolving workplace conflict, Respect@Work risk assessments, and training and development programs and more. For more information, please contact us today.

Employers Beware: Christmas parties can be a Work, Health and Safety (WHS) minefield Work Christmas parties provide a well-earned opportunity to have fun with your staff and celebrate your achievements. But employers beware: Christmas parties can be a WHS minefield. Under workplace laws, employers have a positive duty to ensure a safe workplace by proactively preventing sexual harassment and other WHS hazards. How can employers minimise risks at work functions? Preventative measures for employers to minimise risks at work functions include: Policies & Procedures: Establishing and regularly reviewing your policies and procedures , including psychological WHS risk management and managing serious workplace incidents. Code of Conduct: Ensuring ahead of time that your staff know the workplace guidelines and expectations around behaviour and alcohol consumption, including reviewing your code of conduct . Alcohol Consumption: Limiting the amount of alcohol being served and ensuring your staff are not intoxicated. Inclusion: Considering the diverse needs of your employees when planning the event, such as accessibility, dietary restrictions, religious beliefs, and cultural practices. Third-Party Safety Checking: Checking the venue for safety hazards. Safe Transport: Providing suitable transport to ensure everyone gets home safely. Clear Reporting Pathways:  Remind staff how to report concerns and ensure prompt, sensitive follow-up. How should employers respond to issues or complaints related to the staff Christmas party? Be prepared to investigate any issues or complaints: If an accident or WHS incident occurs at your workplace function, or if you receive a complaint or allegation of inappropriate conduct, it is important to respond in a timely manner by conducting a fair and confidential workplace investigation . In some cases, hiring an experienced and independent workplace investigator is the best option. Read Five reasons to engage an independent workplace investigator > Christmas should be a happy time, not a time to worry about unplanned workplace claims Don’t pay more for your Christmas party than you had planned – make sure you are complying with safety policies and reminding your staff to adhere to your code of conduct. For more information, please contact us today.

Annual leave is an entitlement for employees which is to be taken regularly to ensure that they have appropriate downtime and can relax. Not taking accrued annual leave can be hazardous to the health and safety of employees. Excessive accrued annual leave balances can represent a significant financial liability for employers. Some general options for managing employees with excessive annual leave balances include: Shutdown Depending on business requirements, employers may shut down during quiet periods, for example over Christmas/New Year, and require their staff to take annual leave during this time. There are rules and conditions around this so make sure you seek professional advice. If your employees are covered by an award or an agreement, you will need to check the relevant provisions. Direction to take leave If an employee has accrued an excessive amount of leave, it is considered “reasonable” to direct them to take annual leave. While the Fair Work Act doesn’t define how much leave is “excessive”, greater than four weeks can be used as a general guide (this is used in many agreements and policies). Again, if your employees are covered by an award or an agreement, you will need to check the relevant provisions and seek professional advice. More Alternatives Other options for managing employees with excessive annual leave balances may include cashing out of leave or requiring employees to use leave within a certain period, but it's crucial to seek professional advice before proceeding. Reminder: Accrued leave can’t be lost just because an employee hasn’t used it within a stipulated time. It is important for employers to be familiar with the rules around annual leave entitlements and, ideally, be able to come to an agreement with employees around managing leave balances. For bespoke assistance or more information, please contact us today.

The findings of the Australian Human Rights Commission’s 2018 National workplace sexual harassment survey expose the enormity of the problem, with one in three people having experienced sexual harassment at work in the last five years. The survey findings also confirm that most workplace sexual harassment is perpetrated by a male, over an extended time period, causing significant negative mental health issues to victims. It is important to add that workplace sexual harassment is just one of many indications of workplace bullying and harassment. Bullying is defined as persistent and repeated negative behaviour directed towards another person in the workplace, or group of persons, that creates a risk to health and safety. This may include sexual harassment or any number of negative behaviours such as repeated teasing, intimidation or psychological harassment, hazing, deliberate exclusion, pushing, shoving, tripping, grabbing, threatening or attacking. Workplace bullying and harassment is both a safety and cultural issue that requires a proactive approach to change, starting at the leadership level. Organisational leaders have both a moral and legal obligation to ensure that everyone feels safe at work. In 2014, new workplace bullying laws formed part of the Fair Work Act 2009, directly placing obligation and liability on the employer and directors, who can be held personally liable if they fail to provide a workplace free from bullying and harassment. Code of conduct, comprehensive risk control and proper staff training and support are all important elements that leaders need to put in motion, to not only demonstrate their commitment but, more importantly, to influence real cultural change and a safer workplace. A number of progressive leaders are incorporating various tools to better understand the cultural climate within their organisations, such as regular cultural surveys. Leadership needs to put their finger on the pulse of their organisation to understand any issues that may be affecting their staff. A workplace cultural review is a proactive process that reveals the team culture and any factors that are impacting employee engagement. Independent cultural reviews facilitated confidentially by WorkPlacePLUS can provide you with an objective assessment of the culture, behaviours, attitudes and level of engagement in your organisation, and offer feedback, recommendations and opportunities to improve engagement, productivity and safety in the workplace. Workplace bullying and harassment is serious and can be complex. Engaging an external experienced workplace investigator will remove the perceived biases and ensure procedural fairness. Workplace investigations must be conducted professionally from the interview stage through to the final report. This strengthens the findings, in case they are challenged by the staff member, union or court system. WorkPlacePLUS provides full investigation services of the highest standard, which are able to meet your obligations under various legislation such as Fair Work Act and Work, Health & Safety, while you continue on with business as usual. Our HR consultants are also registered private investigators. For more information, please contact us today.

Workplace stress has become widely recognised as a major workplace health and safety risk factor. It can have a negative ripple effect throughout an organisation, potentially causing harm to employees, hindering business operations and fuelling a toxic workplace culture. Leaders and managers play a central role in mitigating the risks of workplace stress and promoting a mentally healthy workplace. Under various legislation, employers are also legally responsible for ensuring that the working environment does not cause psychological or physical injury or worsen an existing condition. Employers can be held personally liable for failing to provide a safe workplace. Prevention and early intervention are crucial. Cultural reviews and professional training and development programs can inform, educate and support leadership to identify and address work-related psychosocial hazards, such as: work-related stress unreasonable job demands and low role clarity poor management and inadequate support poor workplace communication and relationships poor organisational change management workplace bullying and harassment violence, trauma or abuse If you or someone you know is in need of immediate assistance, click here for 24/7 crisis services within Australia. With the right support, leaders and managers can cultivate a positive, healthy workplace culture that promotes mental wellbeing and brings out the best in people’s morale and productivity. Research also shows that a mentally healthy workplace can, on average, result in a positive return on investment. WorkPlacePLUS provides a range of support services to help you mitigate the risks of workplace stress and promote a mentally healthy workplace. These include cultural reviews, training and development programs, organisational change, workplace investigations, employee assistance programs and more. For more information, please contact us today.

Have you ever had a strained relationship with a colleague or manager? If so, how did this affect the team’s productivity? What about your own mental health? It is not uncommon for tensions or unresolved issues to simmer beneath the surface in the workplace. When underlying issues and “bad vibes” are not properly addressed, this can lead to major dysfunction within teams and an increasing sense of toxicity within the workplace culture. Issues within the workplace need to be addressed. Often this means that a manager or employee must find the courage to have some difficult conversations about what is going on. This is not easy to do. WorkPlacePLUS team member Carmen Hurwitz spoke with Richard Aedy on ABC Radio National's Best Practice about conflict resolution, the role of an independent mediator and why you should train your staff to have courageous conversations at work. Click here to listen to the full interview You can also find this discussion on the ABC Listen App or wherever you get your podcasts. For assistance facilitating conflict resolution within your workplace, or to learn more about our Courageous Conversations training module, please contact us today. TO ACCESS MORE INTERVIEWS & PODCASTS, VISIT OUR MEDIA PAGE >

WorkPlacePLUS is very pleased to announce our appointment to Brimbank City Council’s Panel of Mediators. Brimbank City Council governs a vibrant multicultural community in North Western Melbourne. The purpose of the Council’s Panel of Mediators is to assist with the resolution of disputes between Councillors that relate to alleged contraventions of the Councillors’ Code of Conduct. The Councillors’ Code of Conduct was reviewed and adopted by Brimbank City Council on 16th April 2019. This Code of Conduct goes beyond what is required by legislation, reflecting Councils’ commitment to respect, integrity, constructive teamwork, open communication and striving for excellence. WorkPlacePLUS was approached by Brimbank City Council to join the Panel of Mediators because of our experience in dispute resolution within local government. WorkPlacePLUS provides mediation and conflict resolution services with a commitment to continuous improvement and strengthening teams. Our experienced HR consultants are certified to perform court-mandated mediation under the National Mediation Accreditation System. Brimbank Councillors strive to the high standards of good governance that the Brimbank community expects and deserves. WorkPlacePLUS looks forward to supporting Brimbank City Council in their commitment to fair, respectful conflict resolution. For more information, please contact us today.

I have been developing my HR expertise for over 20 years, so it was a great honour to be invited to speak about “How to handle a grievance at work” on ABC Radio National’s “Best Practice” program, which brings listeners the big ideas in workplace culture, leadership, innovation and trends. The producer took a particular interest in the work we do at WorkPlacePLUS around independent workplace investigations, and how we support businesses or organisations facing complex workplace issues such as claims of bullying, discrimination or harassment, inappropriate use of the internet or social media, fraud, theft, misconduct or non-performance of legislation or policies. Visit the ABC RN website here to read more about my discussion with Richard Aedy on “How to handle a grievance at work” and LISTEN NOW to the full radio interview > How did I go? When you’ve listened, please leave me a comment to let me know your thoughts. I loved visiting the ABC’s brand new studios in Southbank and experiencing the pace and professionalism of Australia’s most respected news and media organisation. It is also terrific to realise the true power of radio. Sharing my expert advice on national radio has potentially helped directors, managers and supervisors all around Australia. I look forward to doing it again! A special thank you to the producer, Ian Coombe, and the presenter, Richard Aedy, for having me on the program. Whatever complex challenges you may be facing in your organisation, there is always a ‘best practice’ solution. Are you clear on the steps you need to take? WorkPlacePLUS offers comprehensive risk management including HR audits and reviews. We also offer independent mediation and investigative services for when issues arise. We encourage continuous improvement by facilitating appropriate communication and educational training. For more information, please contact us today. TO ACCESS MORE INTERVIEWS & PODCASTS, VISIT OUR MEDIA PAGE >