Document Chunk
This text chunk contains following information extracted through processing and enrichment.
Section : Performance management and bullying
Domain : Human Resource Management
Classification : Not Identified
Context
This chunk is situated within the section discussing the expectations employers have regarding employee performance and the importance of managing underperformance in a manner that avoids perceptions of bullying. It emphasizes the need for reasonable actions and a best practice approach to mitigate risks associated with bullying claims while addressing performance issues.
Text Content
Employers are entitled to expect high standards of performance from employees and can take reasonable management action to address underperformance. Employees sometimes perceive this as 'bullying'. If you take reasonable actions in a reasonable manner this isn't bullying. Taking a best practice approach to underperformance and dealing with problems appropriately, sensitively and promptly will help you minimise the risks of a bullying claim. fairwork.gov.au | Fair Work Infoline: 13 13 94 | ABN: 43 884 188 232
- What are employers entitled to expect from their employees according to the text?
- How can reasonable management actions be perceived by employees?
- What is the distinction made between reasonable actions and bullying in the workplace?
- What approach should employers take to address underperformance effectively?
- Why is it important to deal with underperformance promptly and sensitively?
- What risks can be minimized by following best practices in managing underperformance?
- What contact information is provided for further inquiries regarding workplace issues?
- In what ways might employees misinterpret management actions as bullying?
- What does the text suggest about the relationship between performance standards and employee perceptions?