Who's been bullied or harassed at work? Or known someone who has been? For the employee/s who are bullied or harassed, it can be a nightmare that results in significant mental anguish and trauma. For employers whose employees bully or harass others, it can be a very expensive exercise. Just ask David Jones.
So - I'd like to provide 3 key tips from an employer's perspective to reduce the risk around bullying and harassment occurring in your workforce. These are really basic tips - but…Continue
Hi all, and welcome to our new members.
We now have nearly 100 blog posts on HR Daily Community, so I'd like to thank each of you who has contributed in the nearly three months that we've been up and running.
To those of you who haven't posted…Continue
Added by Jo Knox on October 4, 2011 at 16:48 — No Comments
Just like a garden can tell you a lot about the people who live in a house, I can tell the state of your culture and the level of employee engagement by the state of your office plants. To me, they are a marker of what is going on, what gets attention and what doesn’t.
Here’s what I mean . . .
It’s an interesting question, and for forward looking employers, one worth exploring.
Many of our professional services clients who are looking to fill their business services and audit teams are now telling us that it’s really hard to find skilled people in this area – particularly at senior to management level. Despite bumps in business confidence, our take on this market is that actual demand for staff in these sectors is almost back to pre-GFC levels.
Added by Liza Garrido on September 30, 2011 at 18:19 — No Comments
Added by Susan Rochester on September 30, 2011 at 17:30 — No Comments
So why are negotiators failing to secure productivity gains during union negotiations? One simple answer, they are unaware that the Good Faith Bargaining door swings both ways.
So lets examine, in brief, a typical negotiation scenario. The union surveys its members for what they want as outcomes to the negotiations. The employer (if properly supported/advised) establishes a negotiation framework. This sets clear boundaries for their negotiators in terms of what productivity…Continue
Added by Michael Cosgrove on September 30, 2011 at 11:04 — No Comments
Have you ever looked at someone you’re coaching – either a team member or a client – and felt you just weren’t getting anywhere?
What is it that gives us that uncomfortable feeling? Looking back over my experiences, there seem to be three main factors at play when coaching just isn’t…Continue
Over the past few weeks I have met some amazing talent through my networks. These people are not active job seekers trawling the papers and websites looking for their next move – they are successful business people in their own disciplines who are open to being "shoulder…Continue
Added by Nicole Underwood on September 28, 2011 at 12:31 — No Comments
There seems to be a growing number of instances where HR Consultants/Advisors and Managers are confused about the minimum requirements for the provision of a Right Of Entry Notification under the Fair Work Act, allowing unions to gain access with non-compliant notifications.
There are a number of instances where union officials can exercise their right of entry, the most common being entry to hold discussions with employees who are members of the union under the unions…Continue
Added by Susan Rochester on September 23, 2011 at 15:26 — No Comments
Added by Lynette Jensen on September 21, 2011 at 9:30 — No Comments
Hazard reduction is the practice of burning, clearing and other practices done in advance of the fire season with the aim of…Continue
Added by Susan Rochester on September 20, 2011 at 21:35 — No Comments
With the recent media reports around the rapidly decreasing level of productivity in australian businesses, and employer associations focused on unproductive political lobbying to have the Fair Work Act changed, one question springs to mind. Why are employers so afraid of IFA's?
The intent around the use of IFA's is to allow the employee in essence to not only request, but to have a meaningful discussion around changing certain conditions of employment to facilitate a better…Continue
Added by Michael Cosgrove on September 19, 2011 at 12:42 — No Comments
Last week I received a call from prospective client who was struggling with a high staff turnover. He pleaded with me to help him stem the outflow. He is a small manufacturer that sells his products largely through distributors. I arranged to visit his offices in the Eastern suburbs the next day.
As I pulled into his carpark it wasn’t hard to spot his Porsche parked next to the front door. Upon entering the building it looked as though the premises hadn’t been renovated since…Continue
A few months ago, one of my staff members rang me in a panic. She had stuffed up. Big time. She had accidentally hit reply to an email instead of forward to an internal colleague. The content of the message was…well let’s say, pretty direct and used a few “internal” jargons referring…Continue
There are various definitions of workplace bullying, but for those who are uncertain, it can be described simply as “the repeated, less favourable treatment of a person by another or others in the workplace, which may be considered unreasonable and inappropriate workplace practice.”
Now that I’ve got the definition out of the way I’ll scare you a little more.
There would not be a business in Australia that at some stage has not had a workplace bullying incident.
One of the regularly highlighted weaknesses of the Fair Work Act 2009 is the trade unions ability to impose work bans for indefinite periods in pursuit of unsustainable improvements to wages and conditions, without the necessity for any productivity improvements being offered to the employer as an offset.
Unions bargaining around the country continue to reject acceptable wages increases averaging 3-4%. This has been an acceptable and sustainable percentage wage increase across a…Continue
Added by Michael Cosgrove on September 12, 2011 at 14:35 — No Comments
Original thinkers who drive innovation, adaptability and problem solving are highly valuable and sought-after, so if organisations were able to identify and encourage original thinkers they would have a huge advantage in the marketplace.
Can you spot an original thinker? Dr. Mark Batey, of Manchester University’s Manchester Business School, believes you can.
In a recently produced MBS…Continue
Added by Lynette Jensen on September 12, 2011 at 8:30 — No Comments
Ok, here at EnigmaHR we want to tell it like it is.
Can throwing a bucket full of money at a departing employee really keep them? Intuitively we don’t think so. Our experience tells us the same thing. It takes a lot to leave a company, even if it’s one you dislike.
If an employee is genuine about moving on, and not just on a fishing expedition for more cash, a counter offer may well come too late. If you’re a manager and they are in your office with a letter,…Continue
Added by Liza Garrido on September 9, 2011 at 18:22 — No Comments
We talk of ‘leadership’ but seldom know what we mean since we don’t specify a process. Here is one process I’ve created for leaders to maintain focus called Ric’s Ticks:
Added by Ric Willmot on September 9, 2011 at 17:30 — No Comments