A transformation decision that prompted the "worst day" for an HR leader has ultimately helped to turn high-performing individuals into a high-performing team.
It's natural to find managing underperforming employees difficult, but in some cases leaders start to let their emotions "tinge" their interactions with revenge, a psychologist warns.
The link between psychological safety and high performance is still "absolutely" overlooked by many employers, which might be ignoring some workplace warning signs, an organisational performance specialist says.
An employer acted lawfully in refusing to offer further shifts to an employee, who was accused of at least 10 separate instances of poor performance or misconduct in the space of a month, the Federal Circuit Court has ruled.
Regularly questioning an employee about why he wasn't completing his assigned tasks amounted to bullying and harassment, and caused his psychological injury, a commission has ruled.
An employee who claimed he had no choice but to quit after being placed on repeated performance improvement plans has lost his unfair dismissal claim, with the Fair Work Commission finding his employer took "reasonable steps" to support him.
"Ongoing" performance monitoring, along with a team leader's management style and a heavy workload, caused an employee's psychological injury, a commission has ruled in rejecting an employer's 'reasonable action' defence.
Work can be "as addictive as drugs or alcohol", but workaholism isn't receiving enough attention as a psychosocial health issue to manage, according to an occupational psychologist.
Employers will often blame their recruitment process for not having the right talent in place, but often there's a lack of understanding and agreement on what high performance looks like, assessment specialists say.
A remote worker has failed to prove her dismissal for having "low keystroke activity" over a three-month period was unfair, with the Fair Work Commission finding her failure to perform duties was not "minor" or "incidental".
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