Growing complexity in determining unreasonable behaviour – Key HR challenge

Published on iHR Australia's website on 24 November 2023

As this is our last article of 2023, we are releasing one expert’s opinion each day this week – starting Monday, 4 December.

On our final day of our expert article series, industry expert and Director Workplace Relations, John Boardman says that 2024 will see employers and investigators struggling to tread the fine line between “running a viable business in a tough economic environment and the risk of very significant legal and financial penalties if they do not take all reasonable steps to prevent psychological injury."

One of the main reasons for an emerging trend of behaviour complaints in the workplace is remote work, following a post-COVID era.

During COVID, a significant number of employees worked from the comfort of their homes during the lockdown period, which led to a drastic shift in the way work was perceived. “This impacted human interactions, created tensions, and increased miscommunication.”

“Additionally, whether an employee was ‘at work’ or not became blurred,” he adds.

Boardman notes the substantial role played by smartphones, particularly during the pandemic, when employees responded to work emails and messages outside of their normal working hours.

This heightened the level of workplace-stress and pressures employees experienced, gradually transforming into workplace frustrations.

“Even the nicest employee could snap back,” Boardman says.

Some other factors like poor job design, inflexible workload and mental health struggles are other key factors, according to Boardman, which contribute to an employee feeling like “they cannot cope or are otherwise feeling ‘unsupported’.”

“Another impact still being felt from COVID is the chronic shortages of staff in many industries such as hospitality, health services, emergency services, childcare/teaching, and age care just to mention a few.”

Boardman also notes that staff shortages amplify the workload for existing employees, creating friction within co-workers, which leads to disrespectful and potentially aggressive behaviours.

Employer’s duty to provide a safe work environment

Boardman asserts that proper training at a board, management and employee level can establish a standard for appropriate and respectful workplace behaviours.

Additionally, he advises leaders to be good at, “communicating clearly from the get-go, redesigning jobs to be more fulfilling, and being proactive with the identification of ‘unacceptable’ behaviours to ensure any forms of psychological injury is prevented.

Thanks for being a part of our expert article series this year

We’d love to know so our experts can discuss it in 2024!

Where to from here?

With 2024 fast approaching, many organisations are already reviewing their learning and development budget to enhance their skillset for the rapidly changing nature of work.

We can help you review your organisation’s engagement strategies .

We also understand that the new year brings immense joy but simultaneously adds pressure for people in HR who have to present exciting learning opportunities.

So we have a few training delivery options that will be suitable to any workplace:

1. Private workplace training with actors
2. Public ‘classroom-style’ training with actors ?(we have released 2024 dates )
3. eLearning modules via an LMS
4. 1 on 1 coaching (or with smaller groups)