Challenge is welcome by true leaders.
A staff complaint is an opportunity to rise to the challenge. Don’t make a bad situation worse by ignoring it.
The last few weeks in Australian politics have highlighted the importance of having an appropriate process for reporting, investigating and settling staff complaints.
Sexual harassment and assault statistics indicate we can’t discount the possibility of a complaint related to this behaviour can occur in your workplace.
You know that as an employer or manager you are responsible for providing a safe workplace. What should you do when a significant issue of this type is brought to your attention?
We’ve seen that ignoring a problem won’t make it go away. And the absence of a process just leads to more pain for all involved.
Fortunately, there are some simple guidelines to follow before you reach that point:
Visit the Queensland Human Rights Commission to download the full handbook containing these tips, along with more guidance and sample policies for smaller organisations.
Remember we’re also here to support you with coaching as you meet new leadership challenges.
When you’re ready to draft, release and embed harassment and complaint handling policies to improve culture and engagement, consider how The H Factor can help.
Susan Rochester has been managing director of Balance at Work since 2006. Susan has a natural tendency to balance analytical thinking with an optimistic outlook to set direction and solve problems. She is an effective facilitator and constantly creates new and more effective ways of doing things, motivated by helping others to achieve their goals.