Hey HR, which hat are you wearing today?
With ongoing changes in the way we work, societal pressures (cost of living) and the release of Safe Work Australia’s Work Health and Safety Strategy 2023, HR has an important role to play. It’s a role that requires a clear understanding of HR’s strengths as well the skills and strengths of other professionals in this sphere.
What can HR do when staff are sick or injured? It could be work-related, non-work-related, physical, psychological or a blend of the above...
One of the biggest challenges we have in injury management is communication. We know that when contact is made within the first three days of an injury and maintained, RTW outcomes are better. Organisations need supervisors and managers who can listen well, communicate clearly and regularly.
Having ‘difficult’ conversations
Often managers are trying to keep lines of communication open with a worker who holds the workplace responsible for an injury. At other times a manager may notice a worker is ‘not themselves’. Are your managers being given the skills they need to build trusted communication with their staff? Are your managers aware of the processes and resources they have available?
Supportive workplace culture – from the top
We know that better health outcomes are achieved when leadership are supportive of early identification of issues and are responsive in dealing with concerns. HR can use their seat the table with the C-suite to help embed a supportive culture.
Where do you go if you need help?
- RTW coordinator
- Occupational and Environmental Physician
- Occupational Rehabilitation professional