Clear expectations, regular feedback and fair processes protect both employees and employers when it comes to managing performance. Watch this HR Daily Premium webcast to ensure your practices are keeping pace with what courts and commissions consider reasonable.
An employee wasn't bullied when she received repeated requests to work in her employer's office, and was placed on a performance improvement plan after a client complaint, a key ruling from this year illustrates.
Hopes that a new employee would "hit the ground running" did not materialise, and prompted numerous workplace issues that ultimately caused her psychological injury, a commission has ruled.
Most HR practitioners know how to apply a technical lens to complex workplace matters, but a broader focus on human elements can surface risks and opportunities they wouldn't otherwise address, an advisor says.
Losing a job held for nearly 30 years was likely to have an "extremely significant effect" on an employee, but she was "given every opportunity to avoid that outcome", according to the Fair Work Commission.
If HR leaders want more effective and psychologically safe performance processes, getting rid of the word "review" is a good place to start, an advisor says.
Performance conversations that weren't as "overt" as they could have been contributed to an employee's confusion regarding the reasons for her dismissal, but her employer's decision wasn't unlawful, the Fair Work Commission has ruled.
Implementing a support plan, holding frequent meetings and providing performance feedback from multiple people were all reasonable actions, a commission has ruled in a dispute over liability for an employee's psychological injury.
"Micro coaching moments" are among the ways progressive HR functions are combatting managers' fear of giving performance feedback, according to an experienced consultant.
"Anomalies" in an employer's management of performance and conduct issues meant the process lacked clarity and resulted in a dismissal that was valid, but harsh, the Fair Work Commission has found.
Some employers have successfully stepped up to the task of managing psychosocial safety, but in many other workplaces, initiatives are falling flat. Join us for an HR Daily webinar to understand what's holding back progress in this critical space and how to move forward.
