Studies show the value of management consensus . . . but that we don’t make/have the time to do it!

A recent Australian study (Associations between employees' alcohol consumption, insomnia and HR management strength) has found that strong consensus among management levels in workplace HR practices can significantly reduce stress and insomnia among employees. However, another Australian study (Police leaders' perspectives on their ability to support employee wellbeing in Australia: lack of time, training or support?) also revealed that workplace leaders are struggling to support staff wellbeing due to overwhelming workloads and a lack of time and resources.

Our take

This is a tough balancing act!

Inconsistent HR practices can have serious consequences for your business, including decline in employee morale, a loss of high-potential employees, and a lack of engagement and productivity. That doesn’t mean however that you must apply the ‘cookie cutter’ to every issue. On the contrary, it means that operational and managerial leaders need to effectively communicate with each other to deal with specific issues and adjust consistently to provide a people focused outcome.

Management guru Peter Drucker said, “What gets measured, gets managed”. It is no use complaining about poor performing managers if you are not prepared to do anything about it. To foster an effective, respectful and sustainable work environment, employers must invest in realistic training and allocate sufficient resources to managers. These measures not only enhance compliance, but also reduce costs associated with employee attrition and WHS breaches, creating a more productive and resilient workforce.

Action items

• set and clarify behavioural expectations by explaining what IS and what IS NOT acceptable

• get feedback from employees on their concerns, particularly regarding the clarity of behavioural standards

• provide guidance materials that provide ‘ranges’ and exceptions – rather than strict rules

• provide training to managers on the importance of exercising appropriate judgement when taking enforcement action

• prioritise workload management across all levels within your organisation – ensure that your management team is leading by example to foster a healthy workplace culture

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