Managing Workplace Issues

Managing Complaints

A much better option to conducting a formal investigation is to train up managers and supervisors within a workplace to know how to detect and manage early on a problem between their staff so that it never gets to the point of a formal investigation.

Constructive Dismissal

A recent case in the Fair Work Commission reminds us about the possibility of constructive dismissal from an employee and what an employer can do to prevent it from being successful. You can listen in more detail to this on the video blog below.

A Position of Authority

The courts make it clear that people in a position of authority are role models within their workplace and the standard expected of them is higher than the standard of those not in a similar position. Secondly, where the behaviour comes from a person in a position of authority, there is an “implied” unwelcomeness.

If you feel your workplace could benefit from training in this area, contact us.

Curious Conversations

Having a non-judgemental, curious conversation with a member of staff when you notice a behaviour which was not up to standard.

Closing the Communication Loop

When a witness tells a manager that they have seen something inappropriate happen at work it is so important that a manager closes the communication loop with the witness- here’s how a manager can do this.

Grievance Management

Informal vs Formal Grievance Management: What is the difference?

How to Manage Workplace Issues

Some tips for people in a supervisory position on how to manage potentially inappropriate workplace behaviours.

Is it a “live” issue?

What do you need to find out from the complainant, in order to assess if the issue is a ‘live’ issue?

Informal Options

Informal options for managing workplace issues.

“Private” Conversations

How to avoid being stopped in the hallway to have a ‘private’ conversation with someone.

Limited Confidentiality

How does a manager let an employee know they may have to do something to stop someone acting inappropriately even if the employee doesn’t want them to?

Duty of Care

Duty of care always trumps confidentiality.

Complaint Management Policy and Procedure

Hear Franca explain why a detailed Complaint Management Policy and Procedure is essential for all workplaces.

Informal Options for Managing Workplace Issues

If only you knew how many informal options there are for managing workplace issues- listen and find out about them.

Duty of care always trumps confidentiality

What do you do when an employee comes to you and wants to tell you what is happening at work but as soon as you explain your duty of care requirements that shut down?

Types of factors that contribute to workplace issues

It’s important that when an employer is addressing a problem situation, they look at all the factors that contributed to the situation arising in order to come up with a wholistic solution to ensure the situation will not occur again.

Separating the person from the problem

You may have heard the concept- separate the person from the problem and focus on the problem. Watch Franca discuss the concept here.

The I’ve Noticed Script

One of the skills I teach employees to be able to do when they have a problem with a work colleague is to have a low level curious conversation with the colleague about their behaviour.

Appropriate Vulnerability

Listen to Franca discuss appropriate vulnerability and why she thinks it’s something important for managers to do with their employees.

Employer Responsibilities

Franca shares some advice for the upcoming end of year/Christmas functions.

Managing Workplace Issues – Video 1 – Proactively Tracking Employees

Tracking your staff on a weekly basis and being proactive in addressing any possible work related issues.

Managing Workplace Issues – Video 2 – When to act and what to do with answers

How to set up a conversation with the complainant.

Managing Workplace Issues – Video 3 – Options for managing workplace issues

When you are resolving a workplace issue you have a range of useful informal options available to you.

Managing Workplace Issues – Video 4 – Duty of Care Requirements

Mentioning duty of care requirements at the beginning of a conversation.

Managing Workplace Issues – Video 5 – Conversation with the Respondent

Structure for the things you would want to cover off with the respondent.