Questions causing managers stress
1. How can I manage staff day to day and avoid complaints of workplace bullying?
2. How can I manage under-performing staff and avoid complaint of bullying?
3. How can I manage interpersonal disputes between staff members before they get out of control and become disruptive?
4. How can I manage staff complaints of misconduct including bullying, harassment & sexual harassment?
Managing staff can be a difficult task at the best of times but when things go wrong it can turn into a nightmare to managers. It has been said that the fear of bullying complaints has put a freeze on management and performance management and considering the high percentage of Anti Bullying applications at the FWC against managers it is understandable that managers are in some cases reluctant to manage difficult staff.
Managing difficult or under-performing staff takes patience, skill and planning. Likewise managing interpersonal disputes in the workplace requires another skills set. In many cases managers are promoted or placed in positions where they do not have the skills to manage the difficult staff.
Are your managers trained, do they have the skills to answer the questions;
Q1 – How can I manage staff day to day and avoid complaints of workplace bullying?
A. As a start point your managers need to understand what is and that is not ‘what is’ and ‘what is not’ reasonable management action (RMA) and also ‘what is’ and ‘what is not’ workplace bullying, harassment.
Q2 – How can I manage under-performing staff and avoid complaint of bullying?
A. Your managers need a plan to improve performance consistent with the principals of RMA and procedural fairness and be able to work with the employee and get their buy in to the process.
Q3 – How can I manage interpersonal disputes between staff members before they get out of control and become disruptive?
A. Your managers need to be able to analyse the dispute, develop a resolution plan and work with the employees toward a resolution that is acceptable for all parties and the organisation and once again get the buy in of the employees.
Q4 – How can I manage staff complaints of misconduct including bullying, harassment & sexual harassment?
A. Your managers need to be able to review the complaint, develop a plan to manage or investigate and take action to address the complaint.
Sounds easy, well with the right training it can be.
Is this a job for HR. Not generally, HR can provide support but managers should manage their staff.
Need help, not sure what to do?
The AWPTI ‘Management Essentials’ Training program has been designed to assist managers to deal with employment related issues, it comprises of four sections;
1. Reasonable management Action (RMA).
2. Performance Management to avoid complaints.
3. Basic dispute intervention and resolution
4. Dealing with misconduct and complaint handling for managers,
This training is recommended for all managers/team leaders/supervisors to help minimise costly and time consuming complaints against managers and top help resolve workplace interpersonal disputes.
Full day course covering:
* The definitions of ‘what is’ and ‘what is not’ reasonable management action (RMA)
* The definitions of ‘what is’ and ‘what is not’ workplace bullying, harassment, sexual harassment and discrimination.
* Why managers get complaints
* Performance management to avoid complaints, A step by step process to ensure that if a complaint is made following performance management or feedback the manger satisfies the elements of RMA
* Basic dispute intervention & resolution, including conducting meetings, getting participant buy in, creating agreements
* Dealing with misconduct and complaint handling for managers also includes basic the investigation process.
* Legal responsibilities
The Reasonable Management Action Training course provides participants with:
Practical skills to enable managers to recognise what is and what is not reasonable management action, bullying, harassment and discrimination and offer strategies to deal with bullying and bullies effecting people in the workplace
Strategies to help managers when conducting performance management to help to ensure that they avoid substantiated complaints
Techniques to help managers conduct dispute resolution interventions/meetings and resolve workplace interpersonal disputes before they get out of hand
Information and skills to help managers deal with misconduct and employee complaints in the workplace and to understand and identify the type of complaint and to access the best method to deal with the complaint
The opportunity to hear and discuss real investigations and dispute resolution interventions
The program includes a comprehensive participant workbook with case studies and cases from Courts and the Fair Work Commission
We do conduct public courses from time to time but this program in generally recommended to be conducted internally, contact us for details and costing at email@example.com
More details about the course can be found here – https://awpti.com.au/reasonable-management-action-training/
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AWPTI – workplace investigation Sydney and through-out NSW, QLD and Victoria. Workplace training national wide
Misconduct investigations, bullying investigations, harassment investigations & sexual harassment investigations, complaint investigations, grievance investigations, discrimination investigations