Aug 01

Why you can’t afford to ignore bad behaviour in the workplace

Bad behaviour and conflict are common in Australian workplaces. In a major 2016 survey, 14% of Australian workers described their workplace environment as ‘toxic’, 20% had experienced major problems in communication with a co-worker or boss, and 50% reported that they have experienced one or more serious incidents of conflict or other negative conduct at […]

Jul 25

Evolving approaches to managing workplace conflict

Eleven years on from 2007, when we first started Worklogic, it is interesting to reflect on what the evolving approaches to managing workplace conflict and complaints. 1. Workplace Investigation remains the key tool for serious allegations A solidly conducted workplace investigation has been, is, and always will be a fundamentally important response when allegations of […]

Jul 18

Managing Workplace Conflict

Disagreements in the workplace are natural and can be healthy for business. Too much conflict or conflict that is not managed well, however, can devolve into destructive behaviours that can lead to loss of productivity, high turnover and workplace complaints. The causes and management of workplace conflict could fill a whole book. At Worklogic we […]

Mar 21

How to get the best out of mediation for your organisation and your staff

At its best, mediation can be a very effective and even a transformative process, which assists parties who have been engaged in conflict to resolve the issues that have arisen in their working relationship. With the assistance of a mediator, the participants are empowered to resolve the dispute themselves on their own terms, in a […]

Jan 10

Embracing Moral Courage in 2018!

I was recently asked what Worklogic would like to see more of in 2018 – and my answer was “moral courage“.  This is something that can be easier said than done – but you can never have too much of it.  Wherever you work, and whatever your role in 2018, let’s be brave (or braver) in standing […]

Sep 20

Are You OK? Wellbeing, Performance and Conduct of Employees with a Mental Illness

This month, the RUOK Day campaign prompted us at Worklogic to think again about mental health. The employers we work with are always well intentioned – they want to support their employees through anxiety and depression, as well as other illnesses and personal crises. But how should the employer respond when the employee’s mental illness […]

Jun 28

10 Best Practice Interventions Post-Investigation

Our research “Aftermath or Afterglow: Improving Team Dynamics and Workplace Culture After a Misconduct Investigation” has revealed a treasure-trove of practical tips for employers, international best practice and ‘things to think about’ following a workplace investigation. In our last two blog posts, we considered the role of employment policies and the importance of doing something to […]

Apr 12

Become an Upstander not a Bystander

In this post, we explain how to encourage your staff to become an upstander not a bystander when they witness inappropriate behaviour like bullying or sexual harrassment at work. Most organisations expect that staff will assist them in upholding their values and standards of behaviour by reporting transgressions. This is important as the impact of […]

Dec 07

When mediation is the right approach to resolving workplace conflict

There’s usually a sense of urgency surrounding these issues and a quick turnaround is required. Worklogic gets involved in these matters when there is a sense that independent, impartial, external and specialised assistance is required to help those involved to resolve the issues that have arisen between them. In this kind of situation, workplace mediation […]