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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 […]

Mar 29

6 strategies to encourage employee feedback – including complaints!

In the recent Worklogic webinar, we discussed the importance of understanding exactly how your employees are feeling and creating a culture that encouraged honest feedback – including complaints! Here are six strategies to encourage employee feedback and complaints that you can implement and discover what your employees are really thinking: 1. Skip-Level Meetings In a skip-level […]

Mar 22

Do you know how your employees really feel?

The importance of proactively encouraging employee feedback and complaints. As part of a recent workplace review, we met with a senior executive of a medium-sized organisation. He proudly told us that three of the organisation’s key values were harmony, compliance and respect. “We all sing from the same hymnbook here”, he proudly said, “We understand […]

Mar 15

Blowing the whistle on misconduct and inappropriate behaviour at work

In recent years, we have seen a number of high profile cases of corruption in the public sector – ranging from the expenses scandals that have plagued political life to misuse of public monies in the education sector. In this post, we discuss how to create a supportive culture for whistleblowing on misconduct and imappropriate behaviour […]

Feb 08

Bullying and sexual harassment: a current snapshot

Remember back in 2014 there were predictions of the floodgates being opened, as victims of bullying rushed to the Fair Work Commission (FWC) to have stop-bullying orders made.  When planning for their new anti-bullying jurisdiction, FWC models assumed there would be 3000 claims per year. Many scoffed and said that there would be many more. Instead, the […]

Nov 09

Why you need to triage workplace complaints before taking action

HR professionals and managers are always aware of the legal obligations of employers to protect the health, safety and wellbeing of their employees. In this environment, when you become aware of an employee complaint, the inclination is to immediately “take action”. However, a recent decision of the Queensland Industrial Relations Commission highlights why it is […]

Aug 31

A possibly vexatious complaint? Keep calm and be procedurally fair to all

When your employees raise concerns of inappropriate treatment, your complaint handling process will swing into action. For the vast majority of cases, employees raise concerns genuinely. But what do you do if you believe that an employee is not raising their concern genuinely? What if you believe that they are acting vexatiously? That is, that […]

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