Poor culture and inappropriate behaviour within a team will take its toll on the health and well-being of your staff as well as the productivity of your workplace. If it’s allowed to fester, employees experience stress, anxiety and potentially leading to psychological injury mental health issues. Morale will be affected; you may lose good staff and the organisation’s reputation as an employer of choice may suffer. Consider this scenario: A team leader notices a negative culture starting to develop within their team. But they’re not entirely sure where it’s coming from or what are the underlying cause(s). Don’t turn a…
Poor culture and inappropriate behaviour within a team will take its toll on the health and well-being of your staff as well as the productivity of your workplace. If it’s allowed to fester, employees experience stress, anxiety and potentially leading to psychological injury mental health issues. Morale will be affected; you may lose good staff and the organisation’s reputation as an employer of choice may suffer.
Consider this scenario: A team leader notices a negative culture starting to develop within their team. But they’re not entirely sure where it’s coming from or what are the underlying cause(s).
Don’t turn a blind eye. You need to act on these concerns before they manifest as complaints or otherwise result in injury! Marie Irwin, iHR Australia’s Senior Workplace Relations Consultant recommends you undertake a workplace diagnostic tool such as a Workplace Inquiry.
What is a workplace inquiry?
A workplace inquiry provides an assessment of underlying tensions within teams or to cast light on workplace dynamics. Essentially, it’s a risk assessment tool used to establish the extent of the risk and where it’s coming from. Marie said that the inquiry does not make findings of fact but provides a confidential environment whereby team members can provide feedback which is then analysed to identify common themes and issues.
“Where there is a consistent perception of disrespectful workplace behaviour, but ambiguity or confusion about the basis for those perceptions, a workplace inquiry will provide an employer with detailed information about the source of conflict and its scope. An independent, objective assessment will not only cover employee concerns and perceptions but provide feedback regarding leadership and team dynamics” Marie said.
What happens next?
Following an inquiry, the independent adviser can recommend the most appropriate form of intervention. Interventions may require one or more elements:
- An investigation of inappropriate behaviour,
- Training or coaching, team building or restructuring.
- From an organisational basis it may also require policy updates, a review of leadership style – or a combination of these.
Don’t let issues escalate. Contact iHR Australia today on 1300 884 687.
iHR Australia’s team of expert assessors and investigators are able to deliver our services Australia wide, so no matter where your business is located, we can help.
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