Articles tagged under ‘Management influence’

Articles 1 - 61 of 61

• Upstream is where it’s at — The case for systemic mental health reform at work

  To reduce psychological claims, organisations must move beyond surface-level interventions and address the upstream factors through better job design, enhanced leadership capability and systemic changes to workplace culture and risk management practices.

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• Happiness as a healing tool? — 5 strategies for supporting injured workers

  Did you know that by fostering happiness at work, RTW professionals and employers can support injured workers’ recovery?

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• The personal and the professional — A conversation with Jacqueline Agius, ACT Work Health and Safety Commissioner (Part 1)

  Jaqueline Agius, the ACT Work Health and Safety Commissioner, speaks to RTWM about the personal incident that informs her work and the messages we teach young people about violence if we don’t address psychosocial risks.

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• Tipping points — are psychosocial hazards present in your workplace?

  Four groups of psychosocial hazards leaders need to look for, and what they can do practically to support their teams.

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• Building a culture of 'and' — balancing cultures of care and legal compliance for workplaces to flourish

  Complying with laws ensures a baseline level of safety. But people and teams do, and feel, better in workplaces that foster cultures of care alongside mitigating risk.

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• Speak up cultures — how leaders can build healthy and supportive work environments

  A Harvard Business Review article gives leaders some practical tips to create positive work environments, behaviours and interactions.

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• Webinar recording — Managing the relationship with an injured or ill worker during return to work: A guide for supervisors in small and medium businesses

  This webinar discusses a guide that helps supervisors support and communicate with workers and facilitate their return to work. It discusses the project's goals, design process and the lessons learned about small to medium enterprises.

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• Get out the barometer — your organisation's psychosocial safety climate predicts RTW

  Senior management teams can be ‘psychosocial safety climate’ engineers.

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• 'Above all, do no harm'. Towards a therapeutic approach to workers’ compensation.

  Is the concept of ‘Above all, do no harm’ relevant to our workers compensation schemes?

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• Regulation toolkit: compliance as a way to influence RTW

  Workers get the bad press, but other scheme participants behave in ways that are unethical. This article looks how regulators can constructively influence our work injury scheme through their compliance and enforcement role.

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• RTW: from research to practice. The ‘know-do gap’ through a complex systems lens

  In our ongoing quest to find ways to translate research into practice in our work injury schemes, we ask ‘What we can learn from complexity thinking?

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• RTW: from policy to practice. Is your organisation ready for change?

  Implementing evidence-based interventions to improve how we care for workers is not easy. Are there things we can do in our organisations to create the conditions that support ‘organisational readiness for change?

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• Webinar recording - WorkWell: Preventing mental injury and promoting mental health

  In this webinar, Jennifer Fry, Director of WorkWell at WorkSafe Victoria, shares free tools and resources to help you build a positive and mentally healthy workplace.

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• Small business guide: Looking after yourself and your people

  A guide to managing mental health in small businesses, during Covid-19 and beyond.

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• Getting the workplace onside

  A guide to help insurance case managers, RTW Coordinators and rehabilitation providers motivate immediate supervisors and senior managers to better manage work injury.

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• Need to persuade higher-ups to take action on mental health at work?

  Progressive think-tank The Australia Institute has released a report that quantifies the costs of poor workplace mental health.

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• The brain science of good boss, bad boss

  New discoveries in neuroscience can help explain why some colleagues and work situations bring out the worst in you – and offer suggestions for taming your brain’s Bad Boss

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• Webinar recording: Employers - The biggest influencers in RTW

  Dr Wyatt discusses the lessons for employers from Return to Work Survey findings

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• Bus Wellness Guides 3: Ideas and Resources

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• Bus Wellness Guide 2: A guide for managers

  Managers and supervisors can have an enormous impact on employee health, wellness and safety. They monitor how well policies promote performance and productivity.

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• Bus Wellness Guide 1: advice for operators and leaders

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• Speaking Up 2: Employers enabling open communication

  Many employees tend to be wary of communicating openly in the workplace, so what can employers do to help them to open up?

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• Disputes: The harm they can cause

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• Webinar recording: Supervisors and co-workers, vital but often overlooked links in RTW

  This webinar explores evidence on how supervisors and coworkers can influence RTW, and how to get them involved productively

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• Role Summary: Senior Management

  Senior management provides leadership for the team and sets the tone for the rest of the organisation.

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• Role Summary: Supervisors

  While the employee has the greatest influence over return to work outcomes, supervisor input is not far behind. Supervisors can make an enormous difference to the success of an employee’s return to work.

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• Webinar Recording: Understanding others

  The art of influence in return to work

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• Webinar Recording: Supervisor Training

  This webinar presentation with PIEF discusses the impact of training supervisors on return to work outcomes.

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• RTW and the workplace: Reciprocity rules Part 2

  Results from the national Return to Work Survey show the strength and consistency of workplace influence on employee RTW

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• RTW and the workplace: Reciprocity rules

  Results from the national Return to Work Survey show the strength and consistency of workplace influence on employee RTW behaviour

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• Influence: Steps to instantly connect with the claimant

  Building immediate rapport in return to work can turn adversary into ally.

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• The art of influence in return to work

  Are the latest sales and marketing techniques an untapped resource in return to work?

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• Examining supervisor competencies and return to work

  Competencies supervisors need to affect positive RTW outcomes for workers suffering musculoskeletal and mental health conditions.

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• Tension before and after an injury

  A cost analysis of workplace culture and its impact on return to work

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• Are you a Manager, a Leader or both?

  We should no longer manage, we should lead...how many times have you heard that?

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• Mental health buy-in

  Financial commitment is just the beginning

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• WEBINAR - Using surveys to understand your workplace and prevent claims

  Dr Peter Cotton explains how understanding workplace morale and quality of management allows improvements to be made.

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• Why train supervisors and line managers in return to work?

  A Powerpoint presentation on the whys and wherefores of supervisor training in RTW management.

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• Impatient with patients on modified duties

  After foot surgery, rehab professional Mary Harris gains first hand insight into how co-workers can quickly become impatient when a colleague returns to work on modified duties.

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• Health and wellbeing in the real world

  Trouble convincing your organisation to invest in workplace health and wellbeing? Try these "magic bullet" case studies from the UK...

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• Supervisors up to scratch?

  If we can train good superheros (ahem - take yours truly for example) then surely we can train good supervisors.

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• Looking for a late new year's resolution?

  Forget vowing to give up chocolate, how about resolving to better look after employees in the workplace.

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• What do you bring to work?

  Not your roll or leftover pasta - but what attitude or outlook do you bring? Find out why it's a question worth asking.

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• Participative Planning

  Workplace culture glue and review

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• Saying 'I do' to employee engagement: part 2

  We look at the practical measures organisations can take to encourage employees to work with them, not for them

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• Saying 'I do' to employee engagement: part 1

  In Part 1 of this 2-part series we explore the characteristics and benefits of engaged employees

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• Managing up

  Influencing people above you in the organisational hierarchy is good for your career and can help you achieve more in your role. What are the secrets?

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• Supervising wellbeing

  How do managers and supervisors impact the mental and emotional wellbeing of their team? Is it possible to manage in a way that promotes good mental and emotional health?

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• Retaining a top team

  How prepared are you for the fight to retain your best talent? Staff retention systems that position your company as a great place to work should be part of your arsenal.

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• Managers VS workers

  Hang on! Isn't RTW supposed to be all about the love? We count down ten ways to improve tetchy worker / manager relationships.

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• What's with 'That Department'?

  Want something done at work? It helps to know what and who you're working with. Start by asking yourself these questions...

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• How to win change and influence people

  A change is as good as a holiday, right? Time to implement change where it's needed.

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• Come on get happy!

  Want a better workplace? Get happier. Here are some pointers on how.

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• Dealing with downsizing

  A quick guide to minimising negative impacts of downsizing on workers' comp claims and return to work.

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• Overloaded employees underperform

  Why it's worth noticing when employees feel overloaded - and what you can do about it.

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• Conflict Cookie #4: Making the most of conflict

  Conflict driving you crazy? Use it to drive innovation...

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• Dos and Don'ts for workplace health during a downturn or recession

  A short guide to surviving a downturn in business for busy RTW and OHS professionals.

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• Six Workers' comp pearls of wisdom: a tough gig creates good advice

  Workers' comp is a tough gig - tougher still when you're looking after a company covering almost all of Queensland. What helps? Read on to find out.

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• The Stress Series Part 3 - Prevention programs in the workplace

  Employers can take action to beat the problem of stress before it even arises. This article looks at the benefits of stress prevention programs.

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• Building a corporate culture of health - Dr Catherine Hamilton

  From the Institute for Health and Productivity Management.

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• Getting happier, working better

  Studies have now proven that positive psychology has a big impact. In the workplace it can keep employees happier and more motivated to return to work after an illness or injury.

Archived Articles 1 - 8 of 8

• The case for leadership in RTW

  Positive leadership changes the behaviour of individuals and teams, increasing trust, motivation, resilience, and organisational loyalty. You don't need a big title to have an impact.

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• Supervisor training research Melbourne and Brisbane - Please Help

  Help develop the best approach to training supervisors in return to work (and help make your life easier)

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• Opinion: Management impact too large to ignore

  The recent political leadership tussle reminds us that how people are managed affects their wellbeing and has an enormous impact on productivity.

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• News drop: Australia Post

  Who said what to the Senate inquiry into Australia Post's injury management practices? And what can be learnt from these grievances aired in public?

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• Inquiry goes postal

  The Senate inquiry into Australia Post should provide important lessons in OHS, HR, RTW and LTIFR

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• What happens when you mix fatigue and poor culture?

  A workplace culture emergency. Just ask Ambulance Victoria.

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• Nursing a healthy return to work journey

  Take 10 factors for RTW success and 10 for failure. Click on the ones you want to achieve - or remedy - and uncover the clues!

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• Return to Work Matters Strategic Summer Reading Package

  Three volumes of RTWMatters Greatest Hits to get you pointed in the right direction

Research 1 - 22 of 22

• Coffee breaks and bathroom locks — Small things can support women’s RTW

  A Swedish study has some interesting insights about how women and their managers navigate the challenging journey back to work after mental health-related sick leave.

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• ‘I’m pulling through because of you’ — how co-workers’ and supervisors’ support helps RTW

  A study highlights the importance of support from co-workers and direct supervisors in successful RTW after injury.

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• Healthy workplaces create healthy bottom lines

  When workers feel their employer truly cares about protecting their mental health everyone is richer for it.

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• What sustains RTW success for workers with mental and musculoskeletal conditions?

  Supervisors, senior managers and workplace culture play an important role in how well workers do when they return to work after being on sick leave.

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• ‘I rest my case’ — the evidence is in on psychosocial hazards for law teachers

  Universities need to support student well-being, but this requires them to support the well-being of their teachers too. Some simple but effective changes would reduce the psychosocial risks for law teachers.

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• Do you see what I see? — there’s safety in unity

  A study suggests that when employers and workers agree on what workplace risks are and how to deal with them — especially psychosocial risks — it can lead to a safer and healthier work environment.

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• Be a caring climate engineer — a roadmap for cultivating healthier and more successful workplaces

  Evidence shows that a caring environment can have a powerful impact on workers’ mental health outcomes.

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• Quality of work predicts mental health

  There is a strong link between work quality and mental health, and some workers are slugged by multiple psychosocial negatives, according to new Canadian / Australian research.

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• What hurts worse, trauma or workplace insensitivity?

  For ambulance workers, mental health issues result not just from exposure to traumatic events, but from more mundane workplace stressors including the way managers respond to their distress.

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• Works often but not always: a closer look at participatory ergonomics

  Not all participatory ergonomics programs are created equal, Professor Robin Burgess-Limerick tells RTWMatters. So what works, and what doesn’t?

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• Supervisor training wasted without support from the top?

  Before your organisation invests in supervisor training, ask whether the organisational culture reinforces or contradicts the lessons you think supervisors need to learn.

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• Where are the mental health nuts and bolts?

  Mental health capabilities, culture, policies and procedures are lacking compared to leadership and workplace connectedness, according to Superfriend.

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• Research short: My boss makes me sick

  Poor management often leads to higher levels of employee stress and sickness.

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• The less involved senior managers are, the better they rate health and safety

  Hands-off senior managers overestimate the safety and health of their workplace compared to industry standards. RTW professionals should use facts to remove rose-coloured glasses...

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• Supervising recovery

  Employer response to injury impacts employee recovery. This study identifies where employers go wrong and how to fix it!

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• Hospitable RTW

  Employer reactions can determine RTW outcomes: making workers welcome matters

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• Want to reduce sick leave? Be a good leader!

  Good organisational leadership reduces sick leave and disability

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• Healthy work environment = Healthy workers

  Workers care about support and respect in the workplace and notice whether health and safety are management priorities.

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• Is RTW training for supervisors worth it?

  Training gives supervisors clarity and confidence; and clear, confident supervisors support RTW.

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• The super-view of super-RTW

  What do supervisors think about multidisciplinary vocational rehabilitation programs?

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• Leadership in the workplace

  Does good leadership promote good health?

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• Satisfied? Not really, boss

  Management and supervisors overestimate the level of satisfaction workers have in their jobs.