Let’s admit it. All workers have faced internal concerns at our work at some point. Explore the ideas to handle work related issues or concerns and how to get organised in advance.

1. WORKPLACE MANAGEMENT: THE APPROPRIATE
WAY TO HANDLE WORK RELATED
ISSUES/CONCERNS

2. Work Related Internal Concern
Let’s admit it. All workers have faced internal concerns at our
work at some point. Moreover, if there is anyone who says
he/she hasn’t come across any issues throughout their entire
work journey, chances are they might be bending the truth a bit
or have a form of selective amnesia!
Because work places you into regular contact with people and
circumstances that might not always be comfortable at times or
might place you into regular contact with people who you don’t
have much in common with, it often normal to have issues with
others at work from time to time.

3. Working professionals spend almost more than 8
hours in the office dealing with people of differing
mindsets and belief systems, values etc each day.
So, it is natural for most employers to need to deal
with incidents like disputes and conflicts between
their employees at some point.

4. Right Way to Address Internal Issues
While its almost inevitable at some point,
what’s important is to find the right way to
address internal issues and make each
employee feel equally valued and protected at
work before an issue emerges. Here’s some
ideas on how to get organised in advance.

5. PROVIDE UP-TO-DATE EMPLOYMENT
POLICIES AND PROCEDURES
An up to date set of employment policies is essential for every
organisation as it clearly states company’s expectations for
employees on how to communicate or report their work-related
concerns.
Providing employee with up-to-date information about the
company’s policies and guidelines helps prevent misunderstandings
amongst the employees about what’s ok and what’s not.
This is especially important for all new starters, so that right from
the beginning of employment, the expectations and arrangements
for all employment issues, including workplace disputation, is clear.

6. DEVELOP EMPLOYEE FEEDBACK CHANNELS
There are times when employees want to raise a concern about
issues at work but might not feel comfortable about letting the
employer know for fear of repercussions.
This causes situations to tend to fester and give mean an escalated
response over time to a relatively minor issue because of the built-up
tension.
Alternatively, employees that feel like they are on the receiving end
of a workplace dispute can take things into their own hands and
leave to get away from the stress.

7. This type of response where the employee is a
good performer can impact negatively on morale,
turnover and overall business productivity.
It is essential that the employer and its
management team work to identify (though
formal and informal feedback channels) how
employees are feeling and aim to head off
workplace disputes and complaints.

8. ENSURE AN ACCESSIBLE HR DEPARTMENT
The HR department of an organisation plays a strategic role in
managing and advising on the most important asset of the
business, its employees.
Human resource professionals are the people that employees look
to for guidance and support when they want to discuss their
workplace concerns and issues.
Unfortunately, sometimes employees report that their HR
department is part of the problem, not the solution in
circumstances such as workplace disputes.

9. Regardless of company size and nature, employees
must have a clear communication channel through
which they can confidently discuss their issues and have
them addressed in a timely fashion.
An approachable and functional HR department allows
for proper communication and handling of employees’
concerns while creating a safe and productive
workplace environment.

10. WRAPPING UP
Where there are diverse workplace environments, and the people that we work with might not always
be easy to get along with for a variety of reasons, employers and employees need to be able to see a
way through workplace disputes when they arise.
The simple suggestions in this article will help to tackle employer and employee issues better. But its
hard work.
If you would like to find out more about workplace dispute resolution advice and assistance, contact
HBA Consulting on 02 62474490 or via our website at www.hbaconsulting.com.au

11. CONTACT US
• Address
PO Box 6262, O'CONNOR ACT 2602
• Phone
02 6247 4490, 0419 401 250 (M)
• Website
http://www.hbaconsulting.com.au/
• Email
gary.champion@hbaconsulting.com.au