Organisational skills and values, and those of managers, have a vital role to play in performance management, says HR Daily Community blogger Lisa Baker. Here we also wrap up the best of the week's blog posts.
A full bench of the Federal Court has upheld a two-year restraint as "reasonable", saying the non-solicitation provisions in an executive's contract did not offer enough protection for his former employer.
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.
Leaders often view diversity initiatives as "just another thing HR is telling me to do", says award-winning diversity champion Troy Roderick. It's up to practitioners to help them understand that the work isn't just an add-on - it's enabling.
With the introduction of new gender equality legislation imminent, a workplace lawyer has warned employers to ensure they are "walking the talk" in terms of providing equal remuneration and access to flexible work arrangements.
With cancer rates set to increase over the next decade, there are sound business reasons for employers to put in place policies and practices to make their workplaces "cancer friendly", Cancer Council NSW's Gillian Batt says.
"To allow an employee to feel undervalued is the most guaranteed way to dissipate their motivation levels", says HR Daily Community blogger Mark Robinson. He writes about effective reward programs here, and we wrap up the rest of the week's blog posts.
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.
Industrial tribunals have responded well to the challenges posed by social media misconduct, and employers shouldn't be afraid to take action in appropriate cases, says barrister Elizabeth Raper.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
