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Performance management and misconduct - a lawyer’s perspective with Gabrielle Sullivan
Manage episode 345240892 series 3069971
เนื้อหาจัดทำโดย James Judge and Associates and James Judge เนื้อหาพอดแคสต์ทั้งหมด รวมถึงตอน กราฟิก และคำอธิบายพอดแคสต์ได้รับการอัปโหลดและจัดหาให้โดยตรงจาก James Judge and Associates and James Judge หรือพันธมิตรแพลตฟอร์มพอดแคสต์ของพวกเขา หากคุณเชื่อว่ามีบุคคลอื่นใช้งานที่มีลิขสิทธิ์ของคุณโดยไม่ได้รับอนุญาต คุณสามารถปฏิบัติตามขั้นตอนที่แสดงไว้ที่นี่ https://th.player.fm/legal
Performance management and misconduct - a lawyer’s perspective with Gabrielle Sullivan
In this episode I take a closer look at handling performance issues and misconduct in the workplace from the perspective of a lawyer who is an expert in this field. That expert is Gabrielle Sullivan, Director of Employment Law & Investigations at BAL lawyers.
Gabrielle has been practising in this field for over 20 years, acting for both employers and employees and has experience working across all levels of government as well in the private and the not-for-profit sectors.
We discuss a range of issues including
- What things people do, or maybe don't do, when handling a performance or misconduct issue that could have potentially stopped it getting to the point of needing to call a lawyer.
- The difference between managing underperformance and handling allegations of misconduct in the workplace, and how the two can sometimes get confused.
- Patterns that can emerge once there’s been an allegation of misconduct, or possibly in the final stages of a performance management process, and what might constitute best practice as the processes get more complicated and potentially multiple.
- Common mistakes that are made when investigating allegations of misconduct or underperformance.
- I also ask her about bullying and we explore what managers and human resource professionals need to know, or be mindful of, in understanding what is “reasonable management action.”
There are a couple of places where we focus specifically on public sector employment as that's a big part of her practice.
If you are interested in building the capacity of your leaders and managers to have effective performance discussions, feel free to contact me directly through my website.
Apologies, the audio is OK but recording this remotely, there are just a few times where there is a brief distortion for under a second (it's still comprehensible) at Gabrielle's end of the line.
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