Guides
Practical guides for the people part of work
Straight-talking, AU/NZ-specific writing on psychosocial safety, workplace culture, retention, performance and leadership, drawn from Melanie Sisson's 20 years of HR and culture consulting.
What is a culture survey, and what does a good one measure?
What a culture survey is, what a good one measures, and the pitfalls that make most of them a waste of everyone's time. Plain, practical guidance.
Leadership training that works, and the kind that wastes money
How to commission leadership training that works: what good looks like, the red flags in a polished proposal, and the questions to ask a provider first.
Psychosocial hazards training: what your managers actually need
What psychosocial hazards training should teach frontline managers versus execs, why compliance e-learning alone fails, and how to spot training that works.
Psychosocial safety in New Zealand: an employer's guide
How New Zealand handles psychosocial risk under the Health and Safety at Work Act 2015, what WorkSafe NZ expects, and how it differs from Australia.
Psychosocial hazards: Western Australia
What WA employers must do under the Work Health and Safety Act 2020, what WorkSafe WA expects, and why FIFO and remote work make WA distinct.
Psychosocial hazards: South Australia
What SA employers must do under the Work Health and Safety Act 2012, how SafeWork SA enforces psychosocial risk, and the practical steps to comply.
Psychosocial risk management: turning a legal duty into a routine
How to turn psychosocial risk management from a one-off project into a repeating identify, assess, control, review cycle embedded in normal management.
Using a psychosocial risk assessment template (and the tools worth trusting)
What a good psychosocial risk assessment template should contain, the free validated tools worth trusting, and how to actually keep a hazard register alive.
How to manage psychosocial hazards: the controls that actually work
How to manage psychosocial hazards using the hierarchy of controls: eliminate at the source first, redesign the work, and treat wellbeing support as a backstop.
