Positive Outcomes for Everyone. From Compliance to Performance
In my last newsletter (see below, if you missed it), I spoke to you about the new WHS legislation and what it means for all of us. I just want to clarify some of that information (I think I may have scared the bejaysus out of some folks!).
There are a great many positive outcomes to compliance with the new regulations. I want to cover just a few of them here (feel free to share this with anyone in your organisation that needs to see it).
There are three points I would like to make.
Compliance may appear harder than it really is, but is more important than it sounds!
Compliance is only half the story – sustainable performance is the goal.
It is a very short hop from compliance to performance.
If your people leaders are seeing this whole exercise as an extra burden on them or the business, perhaps this might change their minds.
Positive outcomes for the business include:
Higher engagement and higher performing teams – higher productivity
Safer and more inclusive environments, which means greater innovation.
Enhanced reputation (of leaders and the business) and attraction for talent.
Stronger organisation resilience
Higher retention, lower absenteeism and presenteeism.
Investment in this offers a 2.3-4 times ROI
Positive outcomes for People Leaders
Higher performing teams – better results and productivity
Enhanced reputation for team cohesion, leadership and greater empathy
Reduced time spent reacting to issues, better spent delivering performance and achieving results.
Financially rewarding (empathetic leaders earn more and are valued more).
Deepening skills in positive leadership traits (empathy, EQ, motivation)
Delivering superior performance
Driving positive culture in teams and the organisation
Positive outcomes for Team members.
Being seen and heard at work
Greater wellbeing at work
Motivated to perform well, as individuals and teams
More satisfying work and workplace
Sense of pride and commitment
Greater role clarity
Inclusion and collaboration in creating safer workplace.
Enhanced Job satisfaction and performance
Better team spirit and camaraderie.
Safe place to be okay, or not be okay.
The best leaders are comfortable and confident in dealing with mental health in their teams. The research says that more than 50% are unsure and unclear about what to do and say. 75% of leaders think they are creating this safety already, but only 35% of employees believe them. That’s a big gap.
I believe it starts with leaders wanting to be better. I can get them there. I am like a lifeguard, showing them where the hidden rips are.
My program “Can We Talk?” precisely targets your WHS policy ‘identified hazards’ and ‘controlling outcomes’ of your strategy. We equip them with the skills for being competent and capable in knowing what to look for and what to do about it, through immersive masterclasses and coaching.
Let’s have a chat about lifting your leaders to be better.
https://calendly.com/markbutler1/30min Find some time in your diary that suits you to have a conversation with me. Obligation free, of course.
