Changing the language organisations use to describe flexible work will help remove some of the stigma that it is only for mothers, and allow it to become "mainstream", Diversity Council Australia says.
Effective collaboration depends on a mutual willingness to share ideas and opinions, but many managers discourage their staff from speaking up, according to Institute of Executive Coaching director Chip McFarlane, who says true collaboration takes courage.
Some roles are commonly dismissed as "dead-end-jobs" - making them difficult to attract and retain staff in - but service provider Aegis has come up with a simple and effective way to show employees this doesn't have to be the case.
The "three warnings before dismissal" requirement that still appears in many workplace policies is an HR myth, says employment lawyer and HR Daily Community blogger Brad Petley.
Dealing with the facts of workplace complaints, rather than the "labels" given to behaviour, helps to resolve potential bullying issues quickly, says senior HR practitioner and employment lawyer, Nicole Gower.
Organisations that attempt to introduce workforce planning across their entire organisation inevitably fail, according to business strategy specialist Sean Collins.
A little-known form of mentoring is helping to change the attitudes of senior executives to modern workplace challenges such as diversity and social media, says executive coach and trainer Melissa Richardson.
Employees who aren't given access to social technologies to collaborate internally will find another way, potentially posing much bigger privacy, confidentiality and other risks to organisations, says learning expert Anne Bartlett-Bragg.
Poor performers are an unfortunate reality for many workplaces, so employers need a process that mitigates their legal risks when managing employees "up or out".
Poor performers are an unfortunate reality for many workplaces, so employers need a process that mitigates their legal risks when managing employees "up or out".
In this webcast, employment lawyer Natalie Spark outlines:
How to minimise the legal risks associated with performance management (including adverse action, unfair dismissal, bullying and stress claims);
Options for managing poor performance - and how to decide which to take;
Lessons learned from successful claims against employers; and
Case studies of performance management-related claims.
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.
