Subdivision Controlling inadequate recognition and r - Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024 - Controlling inadequate recognition and reward

Controlling inadequate recognition and rControlling inadequate recognition and reward

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Controlling inadequate recognition and reward

Note: These are examples only. You must identify and implement control measures that eliminate or minimise the risks in your workplace, so far as is reasonably practicable.

Job/work design	- Use fair, transparent and meaningful ways of providing recognition and rewards to reflect workers efforts (e.g. avoid only recognising the workers doing high profile work; recognise teamwork and corporate contributions).- Design fair and transparent performance management processes (e.g. ensure performance measures relate to aspects of work within a worker’s control and consult workers on performance expectations).
Providing appropriate recognition and reward	- Provide recognition or feedback promptly and ensure it is specific, practical, fair and clearly relates to workers’ performance.- Consult workers when designing reward and recognition systems.
Safe work systems and procedures	- Develop leaders’ abilities to provide constructive feedback and recognise good performance.- Ensure performance management systems focus on aspects of work that are within the worker’s control.- Ensure you attribute work correctly and ensure the right workers receive recognition for achievements.- Train supervisors on how to have difficult conversations and manage underperformance in a way that prioritises improvement over blame.
The worker	- Implement systems to support performance (e.g. training and mentoring) and provide opportunities for development (e.g. allow workers to take ownership of particular tasks).- Recruit or train supervisors with the skills to provide constructive feedback and recognise the contributions of workers.