Fair Work Act - 612 pages, Industrial Relations Act - 634 pages, a total of 1246 pages, and we still haven’t added in any Modern Awards or Industrial Agreements.  Then, there is protected industrial action, prosecution by the Fair Work Ombudsmen, unions using right of entry to your workplace – the list of IR complexities goes on…

While IR instruments play a role in providing certainty regarding the relationship between workers and the organisation, they do little in the way of building tangible constructive relationships between worker and boss. Far too often organisations spend a disproportionate amount of time and resources understanding the ever changing legislation, conversing with and often catering to unions, leaving little time to simply talk openly and directly with their people.

There is no denying that time and resources must be devoted to developing a mutually acceptable and adaptable industrial instrument. However organisations that best maximise their performance have such an instrument, but do not allow the instrument to dictate the way the business is run. These organisations focus their energies on providing a culture that fosters an engaged and high performing workforce. Leaders of such organisations devote time to their people and build direct relationships with them, building trust and loyalty. Seems simple doesn’t it?

Yet results from employee engagement surveys constantly remind us how often companies get it wrong.  Managers and executives often fail to see the power of involving front line workers in process improvement initiatives, equipment purchases, decisions that affect work life balance or general productivity. When we engage workers in decisions, or in change projects, ownership of the decision skyrockets, change projects become successful.  The preoccupation with IR issues has become an increasingly time-consuming distraction that has caused many capable managers to stray from the basics principles of good leadership.

Confiance provides practical advice in relation to the ever changing industrial landscape. We help organisations create and implement successful IR strategies through the careful analysis and management of risk. We help design simple yet workable industrial agreements which facilitate the successful management of your company. But we refuse to allow the complexities of industrial relations to choke your business.  Please contact Confiance if you would like further advice regarding HR strategy, industrial relations, or how to develop a workforce of committed and productive employees. info@confiance.com.au

Jo Westh, General Manager
Confiance Australia
Unit 2/97 Moggill Road
TARINGA  QLD  4068