The HR Advisor

Bullying occurs when people repeatedly and intentionally use words or actions against someone or a group of people to cause distress and risk to their wellbeing. The effects of bullying on an organisation are difficult to measure, but there are certainly wide-reaching impacts on both individuals and the broader workplace culture.

WorkSafe Australia reports 37% of Australian workers have being sworn or yelled at – quite unbelievable that almost half of us have been bullied at some stage of our working life. While such prevalence is an uncomfortable reality, there are important insights in each story which can be a powerful educational tool. 

What is your secret to success?  Entrepreneurs, sporting greats and successful business-people alike are almost always asked this same question at some point in their leadership journey. Inevitably, their responses boil down to a few consistent elements: hard work, resilience, and strong team culture.

We are taught from a young age that a champion team will always beat a team of champions, in that same manner, a positive and productive workplace culture will propel an organisation much further than endeavouring to succeed on the basis of a few key personnel.

Casuals are great for a workforce. When used correctly, they allow for peaks and troughs of work, ensure coverage for your full span of opening hours, and cover for other people’s holidays and breaks.

But when is a casual really a part-time employee?

It’s Christmas party time – the time of year when managers and employees get to let their hair down and celebrate the year that was. However, it is also a recipe for more than just a hangover if not handled correctly.

Does your workplace have a complainer, a stirrer, someone who doesn’t pull their weight, or someone who makes sexist or derogatory remarks?

If you have a poor performer (this extends to behaviour!) in your workplace the temptation is to ignore it and hope it goes away, or that they resign so you don’t have to handle it. This unfortunately can backfire spectacularly.

Every new employee comes to a job hoping to succeed. How they are treated during their first few days on the job (in fact it starts during the interview process!) will set the tone for your business relationship for the term of their employment.

“Remuneration doesn’t necessarily retain or attract people. What works here is that we are a highly decentralised organisation, trusting our associates (‘employees’) and delegating decision making to the lowest possible level so that people feel empowered”. 

This quote is from Mars Australia, who recently won the title of “Best Place to Work” for Australian workplaces with over 1000 employees.  This title is awarded on the basis of information provided by 10 million employees across 50 countries.

Q. “What is Personal Leave?”
A.  Personal Leave can be used for two reasons:

• If an employee is unwell and unable to work (“Sick leave”) or
• If a member of the employee’s immediate family or household is unwell and this person depends on the employee for care (“Carers leave”).

Generally, most workplaces are happy.  However, the reality is that from time to time, an employee may be unhappy with another employee or a decision of management.  If left unresolved, or not taken seriously, these complaints don’t just disappear.  Unresolved complaints can fester and escalate.

Have you noticed an employee who doesn’t seem to be acting like their usual self?  Whether it is an unreasonable or unusual response, a decline in work output or a withdrawal from social situations, these may be indicators of an underlying problem.