Performance, HiPos & productivity | Page 57 (750 items)

HR practitioners and managers who are alert to signals of "silence and violence" can take early preventative steps to stop workplace issues exploding, says Sydney Institute of Management managing director, Brian Taylor.

In this presentation, learn the principles of "crucial conversations", and start to remove barriers to achieving results in all aspects of work.



Brian Taylor, of the Sydney Institute of Management, covers:

• the essential elements of crucial conversations;
• the "silence to violence" continuum;
• three skills needed for crucial conversations;
• principles of effective dialogue;
• what we can learn from "masters of dialogue"; and
• applications for crucial conversations.

Damages awarded to a senior executive who was belatedly accused of misconduct should send a strong message to employers about the need for consistency when terminating staff - especially when the stakes are high, says Harmers Workplace Lawyers chief operating officer Emma Pritchard.

Drug and alcohol addiction is like "any other health condition" and employees should be given opportunities to seek treatment and improve their job performance rather than have their employment terminated, psychologist Cameron Brown says.

In "tough-stuff conversations" managers should be clear in their communication, clear in their intent, and get to the point by using direct language, say authors Darren Hill, Alison Hill and Dr Sean Richardson.

An experiment that showed imagination can be a significant business asset is transforming an Australian company's approach to learning and development, and leadership.

More certainty around public holiday penalty rates, harmonised long-service leave provisions, and broader rights to request flexible work are among the recommendations of the Fair Work Act review's report. In this article, review panellist Ron McCallum outlines some of the key proposals that - if enacted - are likely to impact on employers.

The productivity and collaboration benefits of mobile working are clear, but HR will need to work with other workplace departments to ensure they aren't inhibited by "bring your own device" issues, a briefing heard yesterday.

HR professionals should provide oversight and advice about position descriptions, but managers should ultimately "own" them, says HR consultant Michael Sleap.

HR professionals should play a "quality control" role in overseeing position descriptions, providing advice and support to managers and their employees.



In this webcast Right Management principal consultant Michael Sleap outlines:

• the characteristics of great position descriptions;
• the benefits of using position descriptions;
• the costs and risks of not having position descriptions;
• effective management of PDs;
• who should write the PD; and
• the future of PDs.

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