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Sharing of information between teams and academics and professional staff

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Sharing of information between teams and academics and professional staff

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a kitchen and lunchroom (with kettle fridge and sink would be fab) in building 450.

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a kitchen and lunchroom (with kettle fridge and sink would be fab) in building 450.

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Why don't we workshop this with staff, rather than try and solutionise this on our own

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a few small social occasions - say a casual drinks gathering , or a morning tea gathering schduled every month or two would be good

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a few small social occasions - say a casual drinks gathering , or a morning tea gathering schduled every month or two would be good

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What gets measured gets done

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Return to office expectations to be agreed on at the discipline level

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Return to office expectations to be agreed on at the discipline level

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having events that include both prof and academics together would be good. there is a disconnect. people don't know one another anymore.

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having events that include both prof and academics together would be good. there is a disconnect. people don't know one another anymore.

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Professionals can share what they see going on in other parts of MU

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Professionals can share what they see going on in other parts of MU

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could we open up the office in building 450 on level 3 so the prof staff are not cordoned off and can have contact with academics?

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could we open up the office in building 450 on level 3 so the prof staff are not cordoned off and can have contact with academics?

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Calling out 'wins' amongst the area. e.g. via a teams or 'give kudos' on LI

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Calling out 'wins' amongst the area. e.g. via a teams or 'give kudos' on LI

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modelling prof behaviour by us (which I know we try to do of course).

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modelling prof behaviour by us (which I know we try to do of course).

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'say my name' ... acknowledge staff by name who have contributed to ideas, projects, outcomes, events, etc.  Eg: email School/College teams with good news. 

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'say my name' ... acknowledge staff by name who have contributed to ideas, projects, outcomes, events, etc.  Eg: email School/College teams with good news. 

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a newsletter from the ED every fortnight that has info on achievements and provides opps for recognition would be great

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a newsletter from the ED every fortnight that has info on achievements and provides opps for recognition would be great

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the system is very complex and people have learned what the "can't" do - make it more obvious what you can do and also publish all decisions

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the system is very complex and people have learned what the "can't" do - make it more obvious what you can do and also publish all decisions

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Understand from staff how they are best recognised

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Understand from staff how they are best recognised

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Some will want the public acknowledgement, others may prefer other benefits (such as time off, extra project or resource support for a defined period, opportunities for extension etc

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celebrate achievements.  Let all staff know of great outcomes for individuals and groups.  Disseminate these success stories of social media, and ask teams to forward social media posts to their networks.  CC in Murdoch news for additional promotion.

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celebrate achievements.  Let all staff know of great outcomes for individuals and groups.  Disseminate these success stories of social media, and ask teams to forward social media posts to their networks.  CC in Murdoch news for additional promotion.

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regular local recognition- eg awards, student success etc. I tend to do this within discipline as part of regular emails

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regular local recognition- eg awards, student success etc. I tend to do this within discipline as part of regular emails

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teams site or similar for "who does what" a lot of email stuff gets lost

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teams site or similar for "who does what" a lot of email stuff gets lost

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review need for all meetings - in the business vs on the business 

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review need for all meetings - in the business vs on the business 

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Disrespect been called out, rather than waiting for it to be addressed behind doors (to show we don't accept this)

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Disrespect been called out, rather than waiting for it to be addressed behind doors (to show we don't accept this)

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I have called out what I felt was 'critical' commentary in my committee (about a senior colleague) and explained that it was not ok.

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I have called out what I felt was 'critical' commentary in my committee (about a senior colleague) and explained that it was not ok.

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Decide what we won't accept - do we have zero tolerance around bullying? If so, why are instances of such not making it to PCO for formal disciplinary proceedings?

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Empowering people to speak up when they see something that doesn't sit right with them

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Empowering people to speak up when they see something that doesn't sit right with them

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I begin staff meetings with an (i) acknowledgement of country and (ii) a 'reflection' on something that matters about what we do and how we work.  I invite junior colleagues, who don't often have a voice, to begin staff meetings, so they have influence and are introduced to others.  This ensures they are included and their ideas are considered by others.

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I begin staff meetings with an (i) acknowledgement of country and (ii) a 'reflection' on something that matters about what we do and how we work.  I invite junior colleagues, who don't often have a voice, to begin staff meetings, so they have influence and are introduced to others.  This ensures they are included and their ideas are considered by others.

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Acknowledge that not everyone is an academic/marketing professional etc and to adjust language to suit. E.g. Speak in layman terms 

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Acknowledge that not everyone is an academic/marketing professional etc and to adjust language to suit. E.g. Speak in layman terms 

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All of us completing the ACAT training with staff, encouraging staff to do so

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Have a set of agreed behaviours for meetings

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Have a set of agreed behaviours for meetings

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  Bad behaviour often comes from frustration with systems and impersonal "nos". Lots of people are frustrated and scared and this causes heightened awareness. Some human to talk to is useful and can reduce this

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  Bad behaviour often comes from frustration with systems and impersonal "nos". Lots of people are frustrated and scared and this causes heightened awareness. Some human to talk to is useful and can reduce this

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Deborah Gare is excellent in creating a respectful and calm environment even in the most difficult of situations

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Deborah Gare is excellent in creating a respectful and calm environment even in the most difficult of situations

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leaders (who are time-poor, I know) make a huge impact when spending regular one-on-one time with their team members, or in small groups.  It increases opportunity for all to have a voice, enables communication of ideas, and makes staff feel valued if share time with them.

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leaders (who are time-poor, I know) make a huge impact when spending regular one-on-one time with their team members, or in small groups.  It increases opportunity for all to have a voice, enables communication of ideas, and makes staff feel valued if share time with them.

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Comms cascade on relevant topics in team meetings ... let's not rely on people going to the MU website and reading it for themselves when they're time poor

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Celebrating and mentioning different holidays and events special to different cultural groupings

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Celebrating and mentioning different holidays and events special to different cultural groupings

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identify "group think/ everyone knows" issues and challenge them

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identify "group think/ everyone knows" issues and challenge them

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Spell the persons name right - its often in their signature, so there should be no excuse for this

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Spell the persons name right - its often in their signature, so there should be no excuse for this

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And agreed way of working, that if you're going to put a problem on the table, that you're also going to put some possible solutions on the table for discussion also - and be prepared to take the lead on these

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Informal one on one "well done" for successfully completing a task or taking ownership of an issue 

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Informal one on one "well done" for successfully completing a task or taking ownership of an issue 

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Default response should be 'yes, go for it'.

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Default response should be 'yes, go for it'.