Working Well Together Insights
Is early conflict intervention a key to preventing workplace bullying?
Conflict in our workplace can be both good and bad. On the one hand, where our employees are willing to compromise and find a solution it can lead to great outcomes including positive changes and better work practices. On the other hand, where it has developed into a...
Does ethical infrastructure help prevent workplace bullying?
Ethical infrastructure defines or guides our workplace behaviours. Often, we hear the message that bullying related ethical infrastructure is important in preventing workplace bullying, but do we actually believe it? According to a study of Human Resource (HR)...
Should we cringe at the workplace bullying “victim”?
As might be expected for a workplace bullying specialist, I often read articles and posts on workplace bullying. What I find is that every time someone refers to the bullying victim, I feel this bodily cringe. It has become as predicable as the cat with it's back hair...
It’s time to call out the “invisible” bullying injury myth and excuse
In my time specialising in workplace bullying, I often hear that bullying injury is invisible. It is a psychological injury and you can't see it. Today, I am calling this out as, at best, a myth and, at worst, an excuse. Workplace bullying injury is harder to see, but...
Does being targeted by workplace bullying increase counterproductive behaviours?
Bullying in the workplace has many impacts and consequences. Employees can suffer various levels of psychological injuries from being bullied. It may also cause employees to subtly withdraw their labour and work to rule. This results in ineffective workplaces with...
How Elon Musk can help you to understand and prevent workplace bullying
Elon Musk has been in the media for all the wrong reasons in the past few days. If you haven’t been following the news he labelled Vernon Unsworth, rescuer of the cave trapped Thai boys, a “pedo”, an oft used reference to a paedophile, in a Twitter tweet. This has...
Should we reimagine workplace bullying systems with a positive approach?
I was recently supporting an employee who was working her way through alleged workplace bullying. We were talking about processes used by companies to address workplace bullying and discussed both formal and informal solutions. I sent her off to explore the workplace...
Is the injury that occurs from workplace bullying psychological or physical?
Most of the time we tend to think of workplace bullying injury as psychological. However, the reality is workplace bullying is often a combination of psychological and physical. The research often lists the psychological impacts of workplace bullying. This includes...
Flexible work arrangements – preventing workplace bullying claims
At a recent networking event, the topic of the day was flexible working arrangements. They can bring about many company benefits including more productive employees. However, this had me thinking about the question of how flexible working arrangements could result in...
Awareness and action – a $1.46 million workplace bullying lesson
In August 2017, Judge J Henry awarded Mary-Rose Robinson $1,468,991 in damages. Her former employer, the Queensland State Government, was found to have been negligent and breached their duty of care to her in not acting to prevent the injury that was caused by...
About Michael
Michael Plowright is the founder of Working Well Together. Led by a profound belief that people should live happy, productive lives both in and out of the workplace, he supports companies and organisations that are resolute about preventing and managing workplace bullying.
Michael started Working Well Together because he saw that despite workplace bullying undoubtedly being a serious issue, many workplaces are ill-equipped to prevent or manage it. Managers and HR and OH&S staff often don’t have the time or skills, or find that the systems they have in place are too broad and generic to deal with what is a very particular issue.
Michael has over 15 years’ experience in leadership and management in the not-for-profit sector, successfully leading teams at both strategic and operational levels. He has experienced first-hand the challenges of managing staff with difficult behaviours like bullying, and knows what it’s like to be in the centre of a human storm. His extensive experience managing office behaviours, providing support to targets of workplace bullying, and rebuilding teams affected by it, forms the foundation of Working Well Together. This, together with his specialist, up-to-date knowledge of workplace bullying and legislation, allows him to help companies and organisations so they can focus on their core purpose and keeping their clients happy, and so that employees can go home safe and well at the end of each day.
Are you interested in learning more about Michael? Click here to get in touch, or connect on LinkedIn.