Helpful resources

Links to helpful websites, relevant associations, networks and conferences: Australia Association of Workplace Investigators:  https://www.awi.org/page/AAWI Australian Institute of Professional Investigators:   https://www.aipi.asn.au/ International Association on Workplace Bullying & Harassment:   https://www.iawbh.org/ NSW Corruption Prevention Network:   https://corruptionprevention.net/ QLD Corruption Prevention Network: http://www.cpnq.org/content/standard.asp? 2020 National Investigation Symposium: https://www.icac.nsw.gov.au/education-and-events/national-investigations-symposium Australian & New Zealand Mental Health Association hold an annual No More Harm Conference […]

The Underperforming Colleague

One of my team members is under-performing, which creates more work for me. My boss handles this by giving me his urgent and important tasks because she knows I will get the work done. What should I do?  The first step is to identify what your colleague is actually doing, or not doing. Is your colleague’s performance really below standard? Does he lack the required […]

Some good reasons to look at privacy procedures in your organisation

It’s Australian Privacy Awareness week (May 13 to 20) and the theme is “From Principles to Practice”.   If your organisation deals with personal data, you will know that storing and using this data involves benefits and risks. Perhaps the most damaging is reputational risk. If you lose a client’s information, will they trust you again? A notorious recent example is the loss of 12 million customers’ bank statements held by the […]

Sexual Harassment in the legal Workplace

What is being done about sexual harassment in the legal workplace?  The #MeToo movement overseas and the #Now movement locally, as well as the downfall of several prominent male lawyers, has directed attention to the prevalence of workplace sexual harassment and discrimination in the Australian and New Zealand legal professions. There is abundant evidence that sexual harassment is a serious problem for the profession, and has been for a number of years.   How common is sexual harassment […]

7 Mistakes that can derail a Workplace Investigation

1.Not having a policy on workplace behaviour  2.Confusing “evidence” and “proof”  Put simply, the purpose of a workplace misconduct investigation is to gather and analyse facts which will assist the employer to form an opinion about whether misconduct has occurred.   By conducting interviews, looking at documents and so on, the investigator will gather evidence. But […]

TO INVESTIGATE OR NOT – WHAT IS THE ANSWER?

As workplace investigators and dispute resolution specialists, there are two workplace scenarios we see frequently.   The employer wants to investigate a complaint which could have been resolved by an alternative dispute resolution process and/or conflict coaching.  The employer calls in an investigator because attempts to resolve the complaint by alternative dispute resolution have failed.   Both scenarios create headaches for the employer. But how do you decide which approach has the best […]

THE PASSIVE-AGGRESSIVE COLLEAGUE

I work with a colleague who I find very frustrating and confusing. Outwardly she is polite and supportive, but she never follows through on her promises and lately I have heard that she is criticising me to others. She seems unhappy with me but when I ask her about it she denies it.  I have been […]

How to handle an underperforming colleague

One of my team members is under-performing, which creates more work for me. My boss handles this by giving me his urgent and important tasks because she knows I will get the work done. What should I do?  The first step is to identify what your colleague is actually doing, or not doing. Is your colleague’s performance really below standard? Does he lack the required […]

How do I know if I have a People Management Problem

The existence of systemic people management problems in an organisation often goes unrecognised because the critical symptoms can easily be misinterpreted.   If you have one or more of the following symptoms in your organisation, it can be a sign that you need to review your people management strategies and activities: Failure to meet organisational KPIs. […]

Scroll to top