Browsing: Health, wellbeing & safety | Page 127 (1272 items)

Actively disengaged workers are disproportionately likely to stay with their current employer and take double the sick leave of their engaged workmates, a Gallup Consulting survey has found.

If there's one thing metrics-conscious HR managers should be measuring throughout the economic downturn it is employee engagement, according to Right Management's Rosemarie Dentesano.

Locking in fair pay and workplace policies, and removing unpleasant workplace factors are among the steps employers should take to minimise "sickies", according to an organisational psychologist.

Maintaining employee interest and participation in a health and wellbeing program is one of the HR manager's greatest challenges, and key to ensuring not only the success of the individual program but the viability - in the board's eyes - of similar future initiatives.

For a "virtual" workforce to succeed, managers need new skills to lead their teams, provide flexibility and ensure consistent communication, according to Unisys Asia Pacific's Petra Buchanan.

A suggestive Kris Kringle gift can lead to workplace harassment complaints, the Victorian Equal Opportunity and Human Rights Commission has warned.

Employers forced to cut staff levels must ensure that remaining workers are equipped with the skills to deal with abusive customers, or risk exposure to litigation from distressed employees, a workplace lawyer warns.

High individual and team morale - or a positive "work team climate" - underpinned by supportive, balanced leadership, is the key to preventing workplace-related psychological injuries, according to Health Service Australia's director of psychology, Dr Peter Cotton.

Employers hoping to minimise their exposure to litigation at work Christmas parties and other social functions would be wise to adopt responsible-service-of-alcohol principles, according to workplace relations lawyer David Cross.

There is one evidence-based concept that HR practitioners should embrace and apply to "make a real difference" in their organisation in the next 12 months, according to eminent HR academic Dr Roger Collins.