Practical insights on resolving workplace complaints and creating a positive culture at work. Please note that the information in these posts is general in nature, and you should always seek specific advice that takes into account each unique situation.
When we imagine resilience, various images come to mind. You might think of a mountain climber surviving despite freakish weather and equipment failure, or a person who has experienced significant disadvantage from a young age and who perseveres against the odds. Perhaps you imagine an army drill sergeant shouting insults at recruits to toughen them […]
It was Tolstoy who wrote, “Happy families are all alike; every unhappy family is unhappy in its own way“. This observation is most adaptable when considering the myriad of workplace realities. Generally speaking, when workplace teams are working well and productively (hurrah!), there is not much differentiation within that cohort. Invariably, such teams will reflect and manifest, a culture of respect, accountability and support. […]
A well drafted set of allegations forms the basis for a procedurally fair investigation – conversely a badly drafted set of allegations runs the risk of a procedurally unfair investigation. Allegations need to be drafted in clear and precise language, and be specific and descriptive, in order that findings of fact can be made. Allegations […]
The boundary between the private and professional is often the frontier of many ethical dilemmas in the workplace. The clash between the private interests of the employee versus the interests of the employer organisation can give rise to questions about the right thing to do and whose interests take precedence. Normally the private /public tension […]
Have you ever called in sick to stay home and binge watch your favourite series?? Have you ever heard a colleague address another colleague inappropriately and not commented? Have you ever “borrowed” supplies from the stationary cupboard and not gotten around to returning them? Have you ever been asked by your organisation to act unethically […]
To ensure that an investigation leads to robust and defensible findings it must be based on procedural fairness. An investigation process is like a chain – it is only as strong as each step (or link), and requires all steps to be followed in order to ensure the investigation is procedurally fair. When a step […]
The objective of any workplace retreat is to take time out from the daily hurly-burly: an ideal way to refresh, reflect and plan…with colleagues. Sometimes, those last two words “with colleagues” do not seem to be factored into the actual preparation or roll-out of a retreat. I suspect that a fair proportion of readers of […]
When serious allegations are made against an employee, an organisation may decide to appoint an external investigator to conduct a formal workplace investigation. The advantage of this approach is that (when it is done properly) it produces robust findings of fact in relation to the allegations. This then enables the employer to confidently determine the […]
Conflict coaching is a one-on-one process in which a trained coach helps an individual gain increased confidence and competence to manage their interpersonal disputes. Conflict coaching is not therapy or counselling and the coach does not provide advice. Conflict coaching is a future focused and voluntary process that assists an individual to reach their conflict […]
At first glance, you may wonder how setting up KPIs to hold staff accountable for their work might in any way be problematic. After all, isn’t that considered the absolutely normal, bog standard approach. The issue, however, is not about KPIs, per se. KPIs certainly can, if used in the context of a consultative and balanced conversation between […]