Deborah Peppard - HR Director
Small businesses typically take a fairly informal approach to appointing new staff. Often it is done verbally and if there’s time, there may be a short written position description. Many don’t go the extra step in drawing up an employment contract. While there is no legal requirement for you to provide an employment contract, it should be high on your priority list if you want to protect your business. Here’s why:
Deborah Peppard - HR Director
At HR Staff n’ Stuff, we are lucky enough to work with business owners who are focused on nurturing employee engagement and positive organisational culture. This is important as we all spend much of our lives in the workplace, so fostering positive and supportive workplace environments should be a priority for all businesses if they want their teams to be motivated, effective and delivering the best output possible while driving retention of experienced and talented team members.
Thinking about it, things usually run smoothly in your workplace, and for most part, your team and workmates are supportive, productive and show respect and kindness towards one another. But over time, there has been the occasional team member who has shown an underlying and increasing disregard for others. We’ve all witnessed it – the team member that everyone tiptoes around as none of us want confrontation in the workplace and you don't want to poke the bear. Often the perpetrator becomes increasingly volatile and difficult to work with or to manage. So it's best to just ignore the disruptive behaviour isn't it?
It’s the middle of winter and for many the thought of a tropical island holiday is the only thing that keeps them getting out of bed on these chilly and bleak mornings. We know that all full-time employees receive four weeks annual leave per year with part time employees receiving the pro-rated equivalent. Now Virgin, Netflix and Melbourne-based Inventium have all upped the ante and now offer unlimited annual leave – should you?
Millennials. It’s a word that strikes terror into the heart of many employers! But this demographic will form 75% of the workforce by 2025 so its vital businesses know how best to harness the skills and talent of this group.
Millennials are a complex creature so let’s take a look at a few areas you can consider in your business that will help engage and retain the talent that will drive the best results for your business.
Most workforces are comprised of adults and as such, we should be able to assume that they will conduct themselves in a manner befitting grown-ups. Right? Nope, not right. Unfortunately, you will always find that there are those who are willing and able to push boundaries, behave inappropriately and potentially endanger themselves or their colleagues. Sometimes it’s deliberate and damaging and sometimes it is a lack of understanding or naivete that causes the problems.
As a business leader, you need to be on the front foot with protecting your employees and your business from unacceptable behaviour. But how?
Sophie Evans - HR Professional
As a business owner or leader, I bet you are constantly thinking of and planning ways to continuously improve your business? Well of course, that’s what a great business thinker should be doing but it doesn’t always have to involve grand, long term plans that involve huge capital expenditure. Improving your business can be as easy as finding small improvements every day.
It’s a fact, staff turnover costs your business financially and the recruitment process can be an additional load that you simply don’t need. There are trackable expenses such as recruitment and advertising but there are many intangible costs that are not so easy to determine. Lost productivity is an obvious one but it isn’t just limited to lost output when a role is not back-filled before your incumbent departs – it’s also the efficiency of a new employee who won’t be as quick as the experienced team member they replace. And don’t forget the reallocation of time and attention that impacts you or your staff that are involved in the recruitment, onboarding and training a new team member. And for some businesses, these costs are just the tip of the iceberg when it comes to staff turnover.
There is no real way to avoid people leaving a company but working on your retention and looking after the people that help make your business a success, can help you reduce the number of departures and minimise these overheads whilst further enhancing a positive, engaged team with increased productivity as a result. To that end, we have seven quick tips to help you build an employee retention strategy that delivers results.
Your preferred candidate has accepted the job and the start date has been agreed. Awesome. He’ll rock up in a week and you can pop him in Kevin’s old cubicle, and a new era begins you think to yourself as you move on to the next job on your to do list.
If this is what it looks like when you have a new recruit, then you have just set your new gun hire up for failure. But I hired someone smart and experienced I hear you cry. Surely they can just get in there and get stuff done. Well yes, they most likely will jump in if they are as good as you think, but we’ve got some tips that will help you transition them into your business and provide an excellent base for success. After all, you’ve put some real effort into finding the right person – you must want it to work out long term!
Dina Fergadiotis - HR Advisor
A positive change by business leaders is the recent focus on workplace culture, wellness and morale. If businesses are not ahead of the game, they risk losing valued and talented employees to a workplace with a higher morale or stronger culture. With a tough talent market – good, great and especially exceptional employees are really hard to find. High quality candidates have a lot of options and when they are tossing up which position to accept they are certainly more likely to choose a business that is known for its positive workplace culture and morale. Not only do these businesses secure the best candidates, they are able to deliver long term and high levels of engagement and satisfaction throughout their employment – win-win for businesses and employees!
So what's your workplace morale like and is it worth all the effort to make changes to boost it?
Danielle Stone - HR Advisor
Flexible working arrangements have become the new normal in workplaces in recent years. Until recently, it was mostly working parents that requested greater flexibility in the workplace but over time it has become far more common for a diverse range of employees to request a transition to flexible working arrangements for a variety of reasons.
So as a business leader, should you consider these requests?
Yes! In a perfect world, all businesses would be able to offer their employees such flexibility as there are significant benefits to you as an employer, as well as to your employees, but in reality, there are many things to consider.
The art of communication is the language of leadership – James Humes
Without doubt, we’ve all experienced a time (or many times) when we have had to sit through a presentation, a meeting or just a one on one conversation where the thought of poking your eye out held more appeal. Poor communicators can make the experience excruciating for those on the receiving end. As to the message that the orator is trying to deliver - there is no possible way it’s making its way through! If the audience hasn’t simply zoned out, they will be checking their Facebook pages or plotting their escape route.
We all want to make sure our message is heard, so we have 5 quick tips that will improve your communication skills.....
Dina Fergadiotis - HR Advisor
If there is one thing that employers dread it is that knock on the door from an employee eager to talk about their salary. Does that sound familiar?
Sometimes the business cannot afford to increase employee salaries which is absolutely okay! Sometimes you may have a small amount you can afford to spend, but you simply can’t increase your overall wages bill. In fact, you don’t actually have to increase the salary of your employees every year. The only obligation an employer MUST MEET is to ensure their employees’ hourly rate is at least the minimum requirements under the relevant Modern Award.
There are plenty of other ways to reward employees, keep them engaged with the business and keep them motivated in their roles. We have listed a few creative options below that we know work!
The HR Staff n' Stuff team all contribute to our blogs. Enjoy the read!