Don’t let a workplace injury let your relationships sour
Don’t let a workplace injury let your relationships sour
Christina Willcox MHSc; PostGradDIp OHS; BBus
Workplace Health & Safety Specialist
Workers Compensation systems in Australia operate on a model of workplace rehabilitation, wherein an injured employee returns to work at a medically appropriate time either performing their pre-injury role, or on a return to work program consisting of suitable duties or a graduated return to work.
On paper, this is a straightforward process, however in many cases it is problematic and in some, disastrous- resulting in a complete breakdown of the relationship between employee and employer. In this scenario a successful and durable return to work is virtually impossible and the resulting outcome is bleak for both parties and expensive for the employer.
Managing workers compensation and return to work can be particularly challenging for small to medium sized businesses, who may have limited understanding or experience with workers compensation and return to work and who often lack internal resources such as HR personnel, OH&S Managers or Injury Management Advisors found in larger organisations.
Undoubtedly, workplace injuries are difficult for both injured employee and employer. The employee has sustained an injury which has caused them pain and suffering, inconvenience and interruption to their lives, and worry about their recovery and financial wellbeing. For employers there are the concerns of managing an employee’s partial or total absence from the workplace, ensuring key projects are completed, that timeframes are met, as well as keeping on top of the administrative aspects of having a workers compensation claim, such as maintaining and lodging documentation and monitoring an employee’s rehabilitation and return to work. In this context emotions can run hot and if not curtailed or managed appropriately, can escalate quickly.
So what is it that is the secret ingredient for successfully navigating the workers compensation and rehabilitation maze? In a nutshell, communication is the key. On reading this you might sigh, roll your eyes slightly and think ‘but we are already doing that and it is not working’. The thing is, when it comes to maintaining relationships following a workplace injury, communication cannot be the token tick the box/send a standard letter or email kind, if it is to be successful.
My five top tips for maintaining a sound relationship with injured employees are;
1. Be empathetic and genuine
2. Keep them in the loop
3. Provide Information and assistance
4. Respect boundaries
5. Focus on the big picture
There is much to be gained and little to be lost by maintaining sound employer/employee relationships following a workplace injury. Other employees will observe how the injured employee is treated by the employer. Their conclusions are likely to from part of a judgment as whether that organisation values its employees. Additionally research shows that one of the main influences of an employee’s decision to lodge a common law worker’s compensation claim, is the perception of ill treatment by the employer. With this in mind there is no other path but for the employer to invest in itself by making an effort to maintain strong relationships with injured employees.
