Managing employee performance can sometimes be uncomfortable, but that doesn’t automatically make it workplace bullying.

A recent article from South Geldard Lawyers explores the distinction between workplace bullying and what is considered reasonable management action carried out in a reasonable way.

Examples of management actions may include:

• Providing performance feedback
• Addressing misconduct
• Setting reasonable work expectations
• Managing attendance and leave issues
• Conducting workplace investigations

The key issue is often not just what action was taken, but how it was carried out.

For employers and managers, the article serves as a useful reminder that clear communication, consistency, and fair processes are essential when managing workplace issues.

To find out more, read the full article from South Geldard Lawyers: https://southgeldard.com.au/workplace-bullying-or-reasonable-management-action/