The Cast of Good Vibes
A podcast for internal comms professionals who want to bridge the communication gap and build a more informed, aligned, and inspired workplace.
We explore how visual communication and behavioral nudges are reshaping the way modern organizations connect with dispersed, hybrid, and frontline teams. From amplifying compliance messages to delivering maximum impact on a tight budget, this is your go-to resource for snackable insights, bold strategies, and stories from comms leaders doing things differently.
Brought to you by the team at Vibe.fyi - the platform that transforms everyday screens like screensavers, lock screens, wallpapers, and digital signage into powerful communication channels that build culture, boost visibility, and drive lasting change.
Let’s cast some good vibes.
The Cast of Good Vibes
Respect@Work Messaging: If it’s not seen, it’s not communicated!
Welcome to today’s episode, where we uncover a critical blind spot in workplace respect and compliance, one that many organisations overlook.
It’s not enough to have just have a compliance policy; if your Respect@Work messages aren’t seen, they’re not making an impact.
Drawing on insights from Vaughan Reed’s article- The hidden risk in respect at work - we will explore how you keep respect visible, engaging, and part of the daily rhythm at work.
Welcome to the cast of Good Vibes, where we explore how visual communication and snackable learning are well really reshaping how modern organizations connect with all their teams dispersed hybrid, frontline, you name it. Today we're getting into something absolutely critical, I mean really vital, for every single organization out there Respect at work messaging.
Host 2:Yeah, and it's important to stress this isn't just, you know, a nice to have or another HR thing to tick off, it's actually a legally enforceable mandate now.
Host 1:Exactly. The whole landscape has shifted, hasn't it? Especially with these legislative updates around the positive duty, that term really puts the focus squarely on being proactive.
Host 2:It does. It's not just about reacting anymore when something goes wrong like harassment. Organizations have this active obligation. They have to work to eliminate sexual harassment and really build safe, respectful workplaces from the very foundation.
Host 1:It's a fundamental shift and you know the big question that raises, particularly now, with teams spread all over the place, hybrid setups, people working from home, folks on the warehouse floor setups, people working from home, folks on the warehouse floor how do you actually make sure every single employee truly sees, understands and, importantly, remembers what the organization expects when it comes to respect at work?
Host 2:That's the million dollar question, isn't it? It feels like a huge task.
Host 1:It really does.
Host 2:And this is exactly where those traditional communication methods well, they often fall a bit short. We've all been there right that mass email that just gets buried under 50 others.
Host 1:Oh yeah, or the Internet post you glance at for two seconds.
Host 2:Exactly. Maybe you glance, maybe you don't. The point is, these things are so easily overlooked. They just don't guarantee that these vital messages about respect are actually seen, let alone absorbed or understood by, you know, the whole workforce.
Host 1:So it creates a kind of hidden risk.
Host 2:Precisely A hidden risk, because if that crucial message isn't seen, isn't processed, then effectively it hasn't been communicated and that leaves these big gaps, not just in compliance, which is serious enough, but in the actual culture you're trying to build. It's like shouting into the wind and just hoping for the best.
Host 1:That's a great way to put it. We think we've done the job by sending it, but reception is well, that's a whole other ballgame, yeah, okay, so let's dig into that a bit more. What are organizations specifically being asked to do now under this updated Respect at Work framework? It sounds like it's much more than just having a policy document somewhere.
Host 2:Oh, much more. It's far more comprehensive, far more active. The framework is pretty clear on expectations. First off, employers have to take proactive steps, preventative steps to stop sexual harassment happening in the first place.
Host 1:So not just waiting for a complaint?
Host 2:Not at all. It's about creating an environment where it's just less likely to occur. Second, they need to actively promote awareness, Awareness of rights responsibilities for all employees, every level every department, and that's not just a one-off training session? I assume Definitely not. It needs ongoing reinforcement. Third, you need clear, accessible ways for people to report issues, Plus robust support systems for anyone who experiences or witnesses misconduct. It must feel safe and easy to speak up.
Host 1:Makes sense, what else?
Host 2:Well, organizations are also expected to communicate behavioral standards and company values regularly, make it part of the everyday conversation, you know, so it becomes ingrained in how things are done, not just some annual reminder email.
Host 1:Right part of the workplace fabric.
Host 2:Exactly. And finally this is crucial they need to be able to show it, demonstrate they've taken reasonable steps to meet this legal duty.
Host 1:Reasonable steps. That sounds like the key phrase there.
Host 2:It is. It's not about good intentions, it's about provable action.
Host 1:And what's really striking is, like you said, this isn't just on HR or the leadership team.
Host 2:It's across the board, right, all levels, all locations. Mark MIRCHANDANI, absolutely. You can't just send a memo from head office and pick the box. You have to ensure it lands everywhere.
Host 1:OK, so let's flip that. What if an organization doesn't manage this, If they don't embed and reinforce this messaging effectively? What about that hidden risk? What are the real world consequences?
Host 2:Well, if we connect this back, the consequences are frankly pretty severe and they go way beyond just legal fines, though those are significant. First, yes, there's major legal exposure. If you can't show you took those proactive, reasonable steps, you're vulnerable.
Host 1:And regulators are looking closely now.
Host 2:They are. The Australian Human Rights Commission has enforcement powers and they are actively auditing companies. So that's risk number one. Beyond that, think about the reputational damage, Negative press, public backlash, maybe even regulatory intervention hitting the headlines.
Host 1:Yeah, that can destroy trust overnight affect hiring customers.
Host 2:Everything, investor confidence. Even Then there's the internal impact. You see trust and leadership just erode if people feel the commitment isn't genuine. That leads to lower engagement, definitely lower morale and critically higher staff turnover.
Host 1:Especially among certain groups.
Host 2:Particularly among women and younger employees. Often they are, quite rightly, very attuned to these issues and will vote with their feet if the workplace doesn't feel genuinely safe and respectful.
Host 1:Wow. So it's incredibly serious. That old tick the box mentality just isn't going to cut it anymore, is it Not even close? And the standard isn't just do we have a policy? It's do our people actually see it, understand it and live it every day?
Host 2:That's the benchmark now. If they aren't internalizing these messages daily, the organization is still exposed. It shifts the burden really.
Host 1:From just having the document to proving the message landed and is actually changing behavior.
Host 2:Precisely. Which brings us back to the challenge how do you make these vital messages constantly present, make them stick when everyone's overloaded with information and, let's face it, attention spans are short.
Host 1:Right. So if the old ways aren't enough and the stakes are this high, what are the solutions? We've been looking at this interesting article by Vaughn Reed, the founder of Vibe FYI. He really pushes this idea, this philosophy if it's not seen, it's not communicated. Simple but powerful. It really is, and he suggests this snackable learning framework is key for actually operationalizing something like respect at work. Can you tell us a bit more about how that framework functions?
Host 2:Yeah, it's a fascinating approach because it directly tackles those communication roadblocks we talked about. So, instead of you know long dense policy docs or those annual training sessions, people forget instantly the ones everyone clicks through. Huh, exactly, the Snackable Learning Framework takes these crucial themes like respect at work and transforms them into well bite-sized visual messages. Think like a short animation showing respectful communication, or maybe a simple infographic breaking down how to report something into three easy steps with clear icons.
Host 1:Okay, so short visual bursts.
Host 2:Yes, and importantly, these aren't just one-offs. They're designed for continuous delivery. They pop up across the digital channels employees are already using day to day.
Host 1:Ah, so meeting them where they are.
Host 2:Exactly. And this constant but sort of low key delivery harnesses the power of spaced repetition which is, you know, a proven cognitive science thing. It seriously boosts memory, strengthens recall over time.
Host 1:So it actually helps drive lasting behavior change because the info keeps getting reinforced.
Host 2:Precisely, it makes it stick.
Host 1:So the goal here is making respect really visible, embedding it in daily behavior, moving way past just ticking a training box.
Host 2:That's the core idea. It sounds like it's not just about awareness but actively building that culture of respect, day in, day out.
Host 1:Absolutely. The aim is to shift gears from just meeting a compliance need, which is the baseline, to genuinely fostering an environment where respect isn't just a word in a policy.
Host 2:It needs to be visible, understood and just Part of the daily experience for everyone.
Host 1:And what are the specific upsides of doing it this way?
Host 2:Well, there are several clear benefits.
Host 1:Yeah.
Host 2:You get sustained awareness of expectations rights, how to report things. It stays top of mind. You also get much higher retention of these critical messages. Why? Because that steady repetition on screens people actually see every day.
Host 1:Right the spaced repetition effect.
Host 2:Exactly. It also means less message fatigue. Because the updates are short focused and slipped into existing workflows, they don't feel like another heavy task.
Host 1:That's a big one. People are already overloaded.
Host 2:Totally and crucially from a legal standpoint. It provides that demonstrable proof, evidence that the organization is making a real proactive effort to meet those reasonable steps duties.
Host 1:It's like building this constant visual drumbeat of your values.
Host 2:That's a great way to put it a visual drumbeat.
Host 1:It seems like the real strength here is how adaptable it is. How do organizations actually get these snackable visuals out to everyone, making sure no team gets missed? Frontline workers, hybrid teams, everyone. What sort of channels or tools really work for this?
Host 2:Yeah, the principles scale really well. So, for example, think about frontline teams. Maybe they don't check email often, might not even have a desk For them. You can use strategically placed digital signage put screens in break rooms, common areas, warehouses, operational hubs.
Host 1:Ah, places they actually gather.
Host 2:Exactly these screens become these passive but constant touch points for respect at work messages. They see them while grabbing coffee, taking a break. It reaches those teams who are always on the move without disrupting their actual work.
Host 1:That makes total sense. Meet people where they are. Don't make them hunt for the info because realistically they often won't.
Host 2:Precisely, and it doesn't stop there For your hybrid teams, your in-office folks. Think about using screensavers and lock screen messages.
Host 1:Oh, that's clever.
Host 2:It's incredibly powerful actually because it's passive. Every time someone steps away, comes back, or the machine just sits idle for a bit, bam, there's a key message. It reinforces those respected work values, the expected conduct, without interrupting anything. It drives that repetition with literally zero friction.
Host 1:It's just there part of their digital wallpaper almost.
Host 2:Exactly, it's embedded. You're not sending something they have to open. It's just part of the environment they're already in.
Host 1:So it becomes unavoidable, but in a positive, reinforcing way.
Host 2:That's the idea, and you can take it further. Think meeting rooms, visitor displays in reception areas. Extend that culture of respect into shared spaces. Reinforce your values not just to employees but to anyone walking into your building. Make it part of the physical environment.
Host 1:Right, making it truly pervasive.
Host 2:And what really ties this together is the ability to target the content, use targeted scheduling Because, let's be honest, respect at work isn't always one size fits all. Different sites, different roles, might have unique nuances or challenges. True, so this allows organizations to tailor the visual messages, send specific content by location, by job function, by region. Make sure the messages are relevant, appropriate and hitting the right audience at the right time.
Host 1:That supports both compliance and genuine culture building and avoids bombarding people with irrelevant stuff.
Host 2:Exactly. It ensures no one gets missed and everyone gets what's most pertinent to them.
Host 1:It really drives home that point again, doesn't it? That respect at work compliance needs that ongoing visibility, consistent reinforcement and tangible proof. It's not a project with an end date. It's a continuous commitment that needs constant attention.
Host 2:And that's the real value of this visual, snackable approach. By weaving these messages into the daily work rhythm, you ensure consistent communication whether people are in the office working hybrid or on the front line, and, honestly, it's relatively low effort for the central comms team once it's set up.
Host 1:But high impact for employees.
Host 2:High impact exactly. Ultimately, it helps organizations not just tick the legal boxes but actually build a culture where respect is understood, seen and reinforced constantly. Every is true for something as fundamental as respect at work.
Host 1:What other vital messages, what other core cultural values might be slipping through the cracks in your workplace right now, simply because they aren't being visually reinforced or delivered in a way that actually lands and sticks.
Host 2:That's a really good question for people to ponder.
Host 1:Definitely something to think about. What messages are you really getting across effectively? Right, that's it for this episode of the Cast of Good Vibes. We really hope it's given you some practical ideas, drawing from Vaughn Reed's insights, to make your Respect at Work program something people genuinely connect with and, you know, live every day.
Host 2:Yeah, moving beyond just compliance.
Host 1:Exactly, and next time we'll actually explore that difference more deeply delivering respect at work just to meet compliance versus delivering it to create real, lasting culture change.
Host 2:Looking forward to that one.
Host 1:The cast of Good Vibes is brought to you by Vibe FYI. They help organizations turn those everyday screens into really powerful communication channels, reaching employees right where they naturally spend their time and always remember. Respect isn't just some policy buried on the internet. It's something your people should actually see, feel and live every single day. For more great workplace insights and to learn more about making sure your communications are seen, understood and remembered, do check out Vibe FYI online.