Chief People Officer at Parbery I Currently on Parental Leave I Advisory Board Member I Keynote Speaker I Writer
This HRM Online article landed in my inbox this morning and it’s quite interesting. There’s some great perspectives in here and I agree with bits and pieces of each contribution. Personally, I think a set of guidelines (rather than a policy) is a better approach in this fictional scenario. Guidelines offer more flexibility and enable a more tailored approach while providing structure. In this case a set of guidelines could be implemented to empower managers and teams to have meaningful conversations about their ways of working and what collaboration looks like for them, not only in light of this legislative change, but also in general. It’s always a good idea to check in with your team regularly and see if the current approach is working or if it needs some iterative tweaks. I also feel that the fictional organisation in the given scenario needs to clearly communicate their understanding and acceptance of the new legislation to provide a bit of assurance to those team members who appreciate this new formal workplace right (as mentioned in the scenario). While it may seem obvious that a workplace would follow the Fair Work Act 2009, actually saying the quiet part out loud goes a very long way in helping people feel safe and comfortable - even when an organisation actively practices respect and common sense and was possibly already following a similar approach prior to the legislation being introduced. #HR #AHRI #TheRightToDisconnect #Collaboration https://lnkd.in/gBZc7VPq
