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Oct 04

The 12 ingredients of an effective social media policy

Increasingly, social media is blurring the line between an employee’s work and private life, and between what is social and what is work-related. This poses both opportunities and risks to organisations. The upside is that your employees can use social media to amplify your brand, but the downside is the risk of damage to your […]

Jul 19

A decade in business leadership

Looking back over the last decade of business and institutional leadership, there is some hope but much to lament. At Worklogic, we’re optimistic realists – we see opportunities for leadership development and values improvement everywhere… Challenges and Disappointments Thinking back to 2007, this was the decade that began with uncontrolled banking misconduct leading to institutional […]

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 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 […]

Mar 08

Common problems with workplace investigations

In this post, we discuss common problems with workplace investigations and how to address them. I was recently out with friends and someone I had just met asked me what I did for work. Being a proud Worklogician, I told him that, among other things, I conducted workplace investigations for a range of organisations. While […]

Mar 01

The cross-over between workplace bullying & sexual harassment

I recently presented Worklogic’s first lunchtime webinar, discussing the cross-over between workplace bullying and sexual harassment, recent cases and the key lessons for managers keen to mitigate against this type of people risk. You can watch this webinar on-demand for free if you missed it! There were five key takeaways from this session: Inappropriate behaviour can […]

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 16

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 – […]

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 […]

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