Having a light-hearted chat with your colleagues can be one of the best parts of going to work. A positive workplace culture encourages colleagues to interact in a friendly way as this helps with communication and building relationships at work, as well as making work enjoyable for everyone. Why gossip? Gossip, defined as negative speculation around […]
A Culture of Sexual Harassment at Work
Like many people, I currently open the newspaper with a sense of dread, wondering what new bad things will have happened overnght. Last week, there were media reports that the Former Chair of the ABC Board often referred to women at work as ‘chicks’ or ‘babes’. This week, we have Alan Jones’ shockingly disrespectful and threatening […]
Thorny issues for workplace investigation processes
With apologies to Tolstoy, all investigation processes are alike, but each individual investigation is unhappy in its own particular way! There are frequently similar concerns raised by people entering this field for the first time and we have picked some of them to address today: 1. How long should an investigation take? This is of course […]
Managing Workplace Risk – What has changed in 10 years?
2007 Kevin ’07 stormed the electoral polls and Australia was anticipating many years of Kevin Rudd as our new Prime Minister. In the same year, Grevis Beard and Rose Bryant-Smith formed Worklogic. Worklogic stood the test of time (unlike the Rudd Government…) and has built on its beginnings to become the leading workplace investigation and […]
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 […]
The One Thing You Should do After an Investigation
Our inaugural research “Aftermath or Afterglow: Improving Workplace Culture & Team Dynamics After a Misconduct Investigation” focused on the various interventions that can employers can make after a complaint and investigation, and how effective the our research participants judged those interventions to be. One of the key findings of our research is – perhaps not […]
After an Investigation: The Role of Policies in Improving Workplace Culture and Team Dynamics
In Worklogic’s inaugural research “Aftermath or Afterglow: Improving Team Dynamics & Workplace Culture Following a Misconduct Investigation” conducted with Monash University PhD student, Sarah Carrier, we explored the interventions that employers can take to rebuild team dynamics and organisational culture following a misconduct investigation. The research explored the latest academic research and the results of an employer survey to determine what […]
Taking disciplinary action after workplace investigations: don’t drop the ball before the finish line!
In this post, we highlight a hidden risk for both investigators of workplace allegations and HR professionals involved in any disciplinary decisions following an investigation, where additional evidence contributes to the decision to terminate employment. In these situations, employers must provide the this additional information – either as separate allegations, or as relevant evidence – […]
Managing the aftermath of a workplace investigation
Workplace relationships can be tinder dry after an investigation. What happens next is very important for the parties, the investigator, the witnesses and the whole team or organisation. Post investigation work can be as intensive as investigative work. Worklogic Senior Investigator, Lisa Klug recommends the steps you should take to restore, rebuild and renew teams […]