Legal action arising out of performance management used to be confined to award and EBA-covered workers, but increasingly employers are facing claims from managers and more senior employees, according to employment lawyer Natalie Spark.
Managers who coach their team members are more likely to retain them and keep them engaged, according to Life Work Solutions consultant Pamala Crumblin.
HR managers keen to prove their value should report on metrics that are results-based, not transaction-based, according to advice from PricewaterhouseCoopers.
HR professionals are most valuable when they help and support line managers with difficult performance management cases, says Defence director of military personnel administration, Jim Porteous.
Problems with difficult employees never resolve themselves and, if left unaddressed, can expose employers to legal risks, says workplace lawyer Brad Petley.
Most employers leave it to their accounts department to determine what does and does not constitute a business expense, but it is line managers who often "sign off" on expenditure, says iHR DirEx director Geoff Churcher.
Romantic relationships in the workplace can create a legal "minefield", but policies that are too prescriptive can offend employees, send the wrong message and weaken a company's competitive edge, says HR commentator Kate Southam.
Most employers give workers internal feedback on performance, but those who are concerned about "the big picture" will welcome feedback from clients and customers too, says Paramount Training and Development principal David Alssema.
Employers that support lesbian, gay, bisexual, transgender and intersex (LGBTI) workers enjoy greater employee commitment, says former High Court Justice Michael Kirby.
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.
