“Say Something Nice Day”

“Say Something Nice Day”

In the modern workplace and work environment, one of the keys to getting the best out of employee is communication. To achieve success at the company level, employees of the organization must enjoy expressing something nice to one another. A company where the employees work like a well-oiled machine enjoys better productivity and ultimately, better result.

Although there seem to be a glimpse of good in everyone, the way the day goes by often make it hard for us to spot whatever good is in anyone. From the sidewalk to the bus stop, at every junction and intersection, there is hardly a day where you don’t see people yelling at each other.

Unfortunately, attitudes like these are not kept at the bus stop. They are often transferred to the workplace. As a result, employees get on each other’s nerve all day and bully each other so much that coming in for work sometimes often seem like torture: a somewhat necessary evil to achieve a paycheck at the end of the month.

This is why the national say something nice day was established as a day when we can celebrate the good in everyone and make them feel special through nice comments and actions.

So if you are feeling like making a fellow employee feel go on say something nice day, there are few things that you can do and say at work to build up your workmates:

Be intentional with your conversation

Since the idea behind say something nice day is to make every person feel loved, it would help if you could pay attention to your fellow employees throughout the day. This way, you recognize them as an individual that make up the team and not just as another member of the team. This will go a long way in enhancing their morale and make them feel valued.

Striking up an intentional conversation with an employee on June 1st will provide an avenue to discuss matters that do not relate to work issues. Such matters may cut across personal, social, and cultural issues.

Instead of acting as though all is perfect with you, say something nice day is an opportunity to get out of your high tower and connect with fellow employees by giving them a glimpse of your imperfection and vulnerability. Who knows, they might get over their challenges because of this.

How to make a conversation intentional?

  • Give good and genuine compliments. Do your best not to flatter an employee and be specific about your compliments.
  • Do more of listening than speaking during any conversation.
  • Smile throughout conversations and during every contact with employees.
  • Never forget to say thank you.

Share gifts in love

The best way to spread workplace gratitude is by giving gifts to fellow employees. Whether big or small, what really counts is the heart behind every gift. The most recommended type of gift for June 1st is a physical gift. A physical gift allows you to watch fellow employees unwrap their gifts and share another moment of pure bliss.

Tips to making your gifts count

  • Give a gift that is personal to an employee as this depicts the originality of your gift.
  • Give a gift that a fellow employee can use and not abandon on the desk.

Say something nice day is all about workplace gratitude, however, it should not be limited to a single day out of 365 days. As often as you can, say and do things that will make other employees feel nice and make the work environment conducive for everyone.

Happy June 1st to everyone.

 

Build Your Dream Workplace

Inspiring HR Trends for 2019

Inspiring HR Trends for 2019

Inspiring HR Trends for 2019

We live in a business World where nothing is carved in stones. Everything is constantly changing. Just like every other year before it, 2019 brings with it the prospects of technological and economic transformations. A closer look at how Australia’s economy is developing and how demand is being placed on the firms by the clients and the employees, and one can safely say, that 2019 has a lot to it than meets the eyes.

One trend that is obviously likely to emerge in 2019 is Technology. A fact that is recognized both by the small business human resources and large business human resources is that technology will always modify how Human resources works. Technology is currently demanding a shift in how recruitment, processes, and workflow is handled by HR through artificial intelligence. An automated way of getting tasks achieved presents HR an opportunity of developing corporate strategies, organization development and managing Employees effectively.

Another exciting trend will be Investment in Employee well-being. In a bid to keep up with the fast pace at which transformation is taking place, their stress level increases just as well. This plays down on their productivity and reduces the satisfaction that they derive from their work. In line with The Fair Work Act 2009, Australian employees including Gold coast employees are protected with flexible working arrangements, leaves, and other such arrangements that are designed to help them steer clear of stress at the workplace.

The simple logic is, the happier employees are at their work, the more productive they become. Shifts in trends suggest that start-up business on Gold Coast, Sydney, Melbourne, and Australia at large, will ensure that their employees stay healthy and productive. They will most likely invest programs that will aid employees in managing their stress level, maintain mental health and financial wellness.

The role of HR of SME businesses that support building an enhanced work environment for its employee would be to put up channels that will listen to them in a bid to promote a healthy workplace and ultimately increase employee confidence in HR.

Awareness of how much socio-cultural diversity is needed in the workplace is also another trend that is on the rise. The Australian state and national laws such as The Equality Act 2010 dictate equality at work and non-discrimination. Managers, therefore, understand the need for gender equality in employing diverse talented people without discriminating gender. 

This kind of approach is perceived by society as fair and positive. A perception that is capable of increasing the yield and the gearing of the organization in the long run. Hence, for equality, when a structure for direct coaching is applied to men in business, direct coaching for women in business must also be implemented

Unsurprisingly, progress into 2019 further pushes HR managers from the days where the selection of employees, data, strategic and investment decisions are made based on gut feelings. Managers and their employees will look to have a robust trust system that is built on transparency and clear communication. This can be achieved through Talent Analytics.

The ultimate goal of Talent analytics is to provide management insights, increase an organization’s chance of hiring only the best employees, and increasing their ability to retain such employees. For example, Small businesses can generate help and support by making use of Talent Analytics to scout for talents, competition, norms, and compensations in a particular market.

2019 has to it loads of experience for HR and ER support. Get on board through well planned employee wellbeing, technology and an overall well perceived work environment.

Is it really matters? Employee’s mental health and well-being in Australia!

Is it really matters? Employee’s mental health and well-being in Australia!

This blog will answer the following ambiguities!

  • What is mental health & well-being?
  • Importance
  • Reasons
  • Bad effects of poor mental health well-being on Organization
  • Some facts and figures
  • Global ways to improve mental health well-being
  • Future recommendation regarding mental health well-being
Feb 2019 Mental Health in the workplace - Is it really matters? Employee’s mental health and well-being in Australia!

Employee mental & health well-being is an essential factor in our modern workplace’s and its non-existence can cause variety of physical illness such as cardiovascular disease, hypertension, diabetes, headache,  burnout, back pain, disturbances, gastrointestinal, bipolar disorder, substance abuse and different minor illness and it can also cause psychological effects such as depression, anxiety, loss of focus and deduction in decision making skills. Seem harsh to blame all this on a workplace HOWEVER Work-related stress has directly positive impact on absenteeism, medical cost, staff turnover, human error and negative impact on productivity & profit and employee morale.

Stress can be caused by extra work load demands. Although work demand pressure also causes motivation, there is a clear differences between pressure that causes motivation or pressure that cause stress. According to researchers, Level of Risk that causes stress is also different in one occupation to another. Higher stress level means higher hazard for mental ill health. The decrease in Employee mental health & well-being is a worldwide issue.  In the Netherlands 58% of work related issues has been recorded as being because of mental health disabilities and In UK 30%-40% of sickness absence is because of stress. Work related stress is very expensive for employees in the US as an example as employee mental and health well-being cost is twice than all other medical cost. Depression patients claims almost $14,967 USD medical bill an year, compared with $5,929 a year for the total population. This really does show a stark need for having a mandatory requirement to make some efforts to improve employee mental health and well-being.

ABS National surveys of Mental & health well-being reports that around 65,000 suicide attempts are made a year in Australia. 38,000 of this  total is linked back to or is because of the Australian health system. The reason behind these 38,000 suicide attempts have been recorded as being pain, depression and internal torture. Professor Robert Goldney from the University of Adelaide concluded in his book, Suicide Prevention,  that More than 70% suicide attempts are because of clinical depression.

This may seem all to daunting for business owners but there are many ways to improve mental and health well being in your workplace. Employers arrange wellness programs that increase physical health. Employers are starting to give more importance to support employees  and this will go a long way in the  increase in their mental health, well being and improve social, emotional and financial aspects.

There are Employee Well-being Awards ceremonies as well that also motivate employers to maintain employee well-being. Swisse Wellness has been recognised as an Employer of Choice in The Australian Business Awards 2016. Swisse made it their mission to promote health in the wider community through the provision of their products, but this also extends to their internal focus.

Work Stress Scale (WSS) is an instrument to estimate the work related stress so that it can be controlled. WSS allows an individual to evaluate degree the of stress in different domains such as work, family, conflict, poor job prospects, relationship problems with colleagues, relationship problems with superior, performance pressure and bureaucratic constraints.  Employers are planning and working towards making mental health their top priority.

Mental Health Council of Australia’s (MHCA) is a strategic publication which focuses on Mental Health & Well-being in Australia. This publication emphasizes on significant incidents regarding Australian employee mental health in multiple sectors. The best thing about MHCA is its better contribution that is not only in addressing problems but to resolve the problems effectively as well. Its aim is to truly improve the millions of employee’s mental health well-being of physical and psychological concerns.

Missing In Action – Managing Employee Absence

Missing In Action – Managing Employee Absence

Missing in Action – Managing Employee Absence

What you need to know

Discover the answers to the below in our easy to follow “fact sheet”

  • Definition of absenteeism and the common causes
  • Checklist on how to mitigate the risk of absenteeism in your business
  • How to implement a plan to deal with absenteeism
  • Introducing flexible working practices
  • Requesting medical information for taking personal leave
  • Taking disciplinary action for absenteeism and the legal risks
  • Step by step guide on how to manage employees who are frequently late or absent from work

WATCH OUR VIDEO ON ABSENCE MANAGEMENT

Businesses failing to grasp sickie epidemic among workers

AUSSIES are taking off 90 million sick days every year and it is costing us billions. But are we really sick or just a bunch of slackers? People see that they have 10 sick days a year and they feel that they might as well take them,”  “Some people do the right thing and take no sick leave, some people take the full 10 days and a bunch of people take well over that. Read more HERE

WHAT PEOPLE ARE SAYING

5 five stars - Missing In Action - Managing Employee Absence

As a start up business Paulette was FANTASTIC in assisting us with everything we need! She made me feel confident when onboarding new staff members, was available to chat and answer any questions at anytime, even after hours! Paulette created our full manual, personally delivered to our office and a wonderful hamper of fruit! Paulette was sensational and cannot wait to continue doing business with Fresh HR Insights.

Natalie Tobin

Marketing Manager, Jump on and Stay

5 five stars - Missing In Action - Managing Employee Absence

Paulette has an amazing world of knowledge. As a person she is very caring, honest and reliable. She has the ability to understand what’s needed for your situation and business offering effective solutions. JUNE 2018

Damon Jay Wilkes

Director, Wilkes Electrical

Bonus Fact Sheet

Download NOW

Absenteeism includes employees;

  • Frequently being late for work
  • Being absent from work for a long period due to long-term illness or injury
  • Taking personal/carer’s leave when they are not entitled to it; or
  • Not meeting the evidence and notice requirements for taking leave

Common Causes of Absence

  • Inability to cope with work;
  • Lack of job satisfaction;
  • Family or household issues;
  • Poor work/ life balance; and
  • Drug or alcohol use
Inductions – Setting up your Employees for Long-Term Success

Inductions – Setting up your Employees for Long-Term Success

Inductions – Setting up your Employees for Long-Term Success

Induction Hot Tips – WOW – Your New Team Member

  • Lets talk Start date
  • Personalise the connection
  • Beware of the overload
  • Personalise the work station
  • First day on the job
  • Accommodate the new team member 
  • Checklist for the first day
  • When it doesn’t work
  • Checklist: The first day
  • Checklist: the first four weeks.
Screen Shot 2018 08 09 at 9.39.30 pm - Inductions - Setting up your Employees for Long-Term Success

Here’s a deal

DO YOU WANT TO IMPROVE YOUR KNOWLEDGE AROUND THE TOP 9 BURNING HR QUESTIONS!

 

Warning! this is NOT a traditional e-book.

I wrote it to teach you how to track and improve your Employee Compliance and knowledge in the shortest possible time. It contains tips and step-by step instruction

SEE WHATS INSIDE THE BOOK

WHAT PEOPLE ARE SAYING

5 five stars - Inductions - Setting up your Employees for Long-Term Success
As a start up business Paulette was FANTASTIC in assisting us with everything we need! She made me feel confident when onboarding new staff members, was available to chat and answer any questions at anytime, even after hours! Paulette created our full manual, personally delivered to our office and a wonderful hamper of fruit! Paulette was sensational and cannot wait to continue doing business with Fresh HR Insights. Natalie Tobin

Marketing Manager, Jump on and Stay

5 five stars - Inductions - Setting up your Employees for Long-Term Success
Unlike other companies we approached, Fresh HR Insights Pty Ltd, were always available to answer our questions, discuss our needs and be our helping hand. Paulette is so accommodating and it was refreshing to be provided with a happy, smiling face. We would definitely recommend Fresh HR Insights Pty Ltd to other growing companies and we are excited to develop our relationship further. Paul Billing

Director

100% MONEY BACK GUARANTEE

I guarantee you’ll find this book valuable if you’re trying to create business compliance. If you dont com away with a better understanding of tracking employee compliance, i dont want your money. Just let me know within 30 days from purchase, and i’ll refund every cent.

Depositphotos 11461644 m 2015 - Inductions - Setting up your Employees for Long-Term Success
Probation Periods – Letting go can be easier than holding on

Probation Periods – Letting go can be easier than holding on

Discover the answers to the below in our easy to follow video and grab the links to the “fact sheet” and FREE letter templates

Screen Shot 2018 06 25 at 11.56.13 am - Probation Periods - Letting go can be easier than holding on

Discover the answers to the below in our easy to follow “fact sheet”

  • What is Probationary Employment
  • Can a Probationary period be Extended
  • How long is a Probationary Period
  • How must you give Notice to an Employee on Probation
  • When can’t you Dismiss
 

Grab our FREE Probation letter templates HERE

 

Probationary Letter Template Successful - Probation Periods - Letting go can be easier than holding on
Probationary Letter Template Unsuccessful - Probation Periods - Letting go can be easier than holding on

Compass Business Support – FREE business Gift for you

Kath Barker from Compass Business Support – as promised – has uploaded her FREE GIFTS following todays webinar. You can grab them by clicking on the button below.

 

SYSTEM MADE SIMPLE WORKSHOP

Learn the secrets of an efficient office that saves you time, money and stress!  
In this workshop you will …
  • Discover How To Free Up Your Time, Automate Your Business And Add Value To The Bottom Line
  • Effortlessly Set Up Systems And Processes
  • How To Systemise Your Business So It Runs On Autopilot
  • The Real SECRET For Freedom In Your Business
  •  Helps You Find Freedom To Do The Things You Love
  • Gives You The Confidence To Leave Your Business Knowing Everything Will Continue To Run Smoothly
  • Quickly Identify The “rusty Tools” In Your Business
  • STOP Worrying About Trying To Get It All Done On Your Own

 

Screen Shot 2018 03 28 at 2.13.09 PM - Probation Periods - Letting go can be easier than holding on
Can we send staff home if they attend work while ill?

Can we send staff home if they attend work while ill?

QUESTION: Some of our staff recently had the flu and attended work when they were clearly not well. We were concerned that they could be spreading their illness to other employees. Should we have told them to go home?

ANSWER:

 In a utopian world, employees would all be competent, conscientious, effective, fit for work on the day and highly productive for the full shift. They would not procrastinate, make mistakes or overlook anything. No-one would be tired, upset, alienated, or busy with non-work matters, and no-one would be the worse for wear, either due to overindulgence the night before, or due to illness. And there would definitely be no-one who came into work with a cold or the flu – coughing and sneezing and breathing contagion, spreading whatever they’ve got among the other staff.

Being present at work but not fully functioning is referred to as ‘presenteeism’, and it is a major cost to business in terms of diminished productivity. ‘Sickness presenteeism’ is a very common variant of this corporate malaise, and it is especially unwelcome, given the risk of illness spreading to other staff.
The sensible thing would be to stay home when you’re unwell but, in many workplaces, turning up at work despite illness is expected, or even understood as a badge of commitment and diligence, according to the unwritten rules of the organisation’s ‘culture’ – its norms, values and practices. Taking a sick day is often informally frowned upon, and seen as evidence of ‘slacking off’.

Ironically, work performance and productivity can be greatly undermined by those who are working ill. The adverse effects are generally threefold. In the first place, the sick individual’s capacity for effective work is impaired, with less output, and work of lower quality. Research has indicated that by working unwell, employees raise their risk of on-the-job accidents. In addition, their illness can be prolonged by their refusal to rest and recuperate; and in the case of an infectious disease, other staff – or even clients, customers or members of the public – can contract it. Co-workers with chronic health conditions or other vulnerabilities, such as pregnancy, age or particular susceptibilities, can be especially badly affected. 

The undesirable consequences are compounded if the unwell employee is working with food, where germs can be transferred to food preparation surfaces, the food itself or other surfaces such as taps and door handles, which are then touched by other staff.

It is useful to consider the reasons for sickness presenteeism, as different causes call for different remedies.

Reasons for presenteeism

Job insecurity is commonly the main prompt for people to come to work when they’re ill. If they believe sickness absence will be interpreted as lack of commitment, they are more likely to adopt the stoic stance and doggedly drag themselves in to work. This is particularly likely if the organisation is restructuring or downsizing, or the business is not thriving, or if their supervisor or line manager has been disparaging about their work performance.

Work pressure in terms of deadlines, volume of work or lack of suitable back-up personnel is another key driver of working when ill. People may recognise their absence will cause losses for the business, or inconvenience and delays for others, or they may have subconscious reasons for believing their presence is indispensable. 

Industrial conditions can also play a part in determining sickness behaviour, as staff without paid sick leave are much more likely to soldier on through illness. A study by the (US) National Institute for Occupational Health and Safety found that employees with paid sick leave were 28 per cent less likely to suffer non-fatal workplace injuries.

The view that ‘I’m probably no longer infectious’ can also be cited as the reason they are at work, not at home, resting. This is not always justified, however, as some viruses can continue to be passed to others for several days after the symptoms subside.

What can you do?

As with other aspects of ‘workplace culture’, management sets the tone. 

Workers can be told – in staff meetings, with notices, through on-the-job direction of line managers and supervisors, and in a wide variety of other ways: ‘Do not come to work if you are suffering an illness’. Clear, practical guidance as to what conditions should trigger a sick day can help, and management also needs to model this behaviour by complying with this restriction themselves.

Management may also deal with the issue by making arrangements for temporary assistance to back up absent staff, where feasible, or agreeing that the person can work from home, or make up the hours when they are well. Flexible work systems can also help with the situation where an employee saves up sick days for when they are needed to care for a sick child or elderly parent.

Allowing employees short periods of sickness absence without requiring a doctor’s certificate reportedly decreases sickness presenteeism, and companies may also choose to offer vaccinations for certain conditions, or provide in-house wellness or health promotion programs, including advice on effective handwashing. 

If employers can discourage staff from coming to work when they’re ill – and even by directing them to go home, if need be – the business is likely to benefit.
By Gaby Grammeno on 31 May 2018

Recruitment & Selection – The raw deal when finding your next star

Recruitment & Selection – The raw deal when finding your next star

Discover the answers to the below in our easy to follow video and grab the links to the “fact sheet” and Checklist below

Screen Shot 2018 05 22 at 10.44.52 AM - Recruitment & Selection - The raw deal when finding your next star

Discover the answers to the below in our easy to follow “fact sheet”

  • ADVANTAGES AND DISADVANTAGES OF INTERNAL VS EXTERNAL RECRUITMENT
  • IDENTIFY YOUR STAFFING NEEDS
  • CREATING A JOB DESCRIPTION
  • ADVERTISING
  • and much much more
 

Compass Business Support – FREE business Gift for you

Kath Barker from Compass Business Support – as promised – has uploaded her FREE GIFTS following todays webinar. You can grab them by clicking on the button below.

Screen Shot 2018 03 28 at 2.13.09 PM - Recruitment & Selection - The raw deal when finding your next star
Overcoming the sorry state of most apologies

Overcoming the sorry state of most apologies

Your workplace culture should acknowledge that people make mistakes and help your staff to learn from them. An important part of this is knowing when and how to apologise.

Facebook CEO Mark Zuckerberg, the CEOs of banks and financial institutions before the current Royal Commission, three ex-members of the Australian cricket team (ball tampering) – public apologies have been front-of-stage over the past few weeks. But in each case the public reaction has often been cynical.

The apologists have sometimes been accused of not being genuine (“I’m sorry I was caught” or “I’m sorry you feel that way”) and/or of positioning themselves, either to save their careers, avoid legal proceedings against themselves and their organisations, or later to challenge the severity of the sanctions against them.

Apologies are sometimes necessary in workplaces — from a manager to an employee or employees, from one co-worker to another, or from an employee to his/her manager. But they will be worth very little unless they are genuine. However, many people find it extremely difficult to make a genuine apology. The key to overcoming that problem is to promote a workplace culture that allows people to freely admit their mistakes and apologise for them.

An apology that isn’t genuine fails to show contrition or take responsibility for the consequences of the person’s conduct. It may be followed by an attempt to excuse the conduct (eg comments were “off the cuff” or “made in private”) and a remark like “now let’s move forward from this and not dwell in the past”, which makes the impact even worse.

These days apologies tend to be demanded more frequently because of the greater “connectedness” of society due to social media, which has made it far more difficult to hide from or brush aside acts of wrongdoing. Those trends apply to workplaces as well, so the ability to apologise when necessary will become an increasingly important management skill.

Loss of trust if you don’t apologise

The major consequence of not apologising for mistakes at work is a loss of trust at the workplace. Once lost in this way, trust is extremely difficult to regain. This in turn has a domino effect on the workplace culture, engagement, productivity, retention and ultimately the bottom line. 

What makes a proper apology?

Responsibility – take full responsibility for the conduct
Remorse – actually say “sorry” and say that the conduct will not be repeated
Restitution – describe the steps required to mitigate the damage

When should you apologise?

When at least one of the following exists:

  • An apology will serve a specific purpose, eg defuse a potentially explosive situation, or redirect attention back to an important issue
  • The (mis)conduct is serious
  • He/she needs to take responsibility for what happened
  • No-one else can do it
  • The cost of apologising is less than the cost of saying nothing 

Also ask the following questions: 

  • What would a proper apology actually achieve?
  • Why would an apology matter (eg strategic or moral reasons)?
  • Who would benefit from it?
  • Can you expect a sincere and contrite apology? If not, it may do more harm than good.
  • Is it likely to placate the aggrieved person(s) and hasten resolution of conflict?
  • Would an apology create legal problems?
  • What may happen if there is no apology? Will the problem fade away or will it escalate?
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Fundamentally, it’s a culture issue

Apologies will be an effective step if there is a workplace culture that accepts that mistakes will be made, acknowledged and learnt from. It should be OK to make mistakes, admit to them without fear of punishment, and be able to learn from them. This means employees take responsibility for their own conduct and don’t try to deflect blame onto others.

Training people in how and when to apologise is not the answer, although providing them with advice can be helpful. A supportive culture is much more important, and the actions of managers as role models will strongly influence that.

Managing interpersonal behaviour in your workplace is much easier if you have the appropriate HR policies in place. Fresh HR Insights policies and documents which can help include:

 

Contact us TODAY for the Below Policies

 

  • Personal Grievance Policy
  • Anti-Discrimination and EEO Policy
  • Code of Conduct
  • Complaint and Grievance Form
  • Conflicts and Personal Relationships in the Workplace Policy
  • Discrimination and Harassment Complaint Response
  • Notice of Discrimination or Harassment Complaint
  • Performance and Misconduct Policy
  • Workplace Bullying Policy

Fresh HR Insights has a SPECIAL OFFER on our base employee handbook –

Click on the link below to find out more

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Written By Mike Toten on 26th Apr 2018

4 Simple Tips For A Happier Healthier Workday

4 Simple Tips For A Happier Healthier Workday

Amidst your stressful and crazed work routine, it’s easy to fall into a pattern of behaviour that drains and wears you down. Having a happier, healthier workday is an attainable reality that can be reached by simply starting a few new habits. By taking small steps towards forming healthy daily rituals, your work productivity, attitude and overall experience are bound to improve immediately.

Adopt a Morning Routine

Work life is full of demands, deadlines, meetings, expectations and stressful situations. It’s important to begin your day calibrated and balanced so that you can go into your workday calm, focused and prepared for whatever comes your way. A great way to acquire this morning zen is to listen to a mediation track on the way to work or at your desk first thing, before the work influences set in.

When you picture meditation, you may imagine a monk or a yoga teacher sitting indian style in a zenful state. But, consider that meditation looks different for everyone. It’s all about becoming aware of your breathe, releasing tension and allowing yourself to observe your thoughts without trying to change them. The ultimate goal of meditation is to become more centered, balanced and better at managing stress.

There are a multitude of meditation apps that you can use to assist you. With guided meditations as brief as 1 minute, there’s no reason that you can’t incorporate this habit. A good beginning goal is to strive for a 5 minute meditation every morning. As you witness how it is benefitting you, you’ll be driven to make it 10 minutes before you know. Keep in mind that the key is to simply start somewhere, even if it’s a baby step.

Pack a Healthy Lunch

 Good nutrition is the first thing to fall by the wayside when more responsibilities get piled on to your to-do list. To have a healthier workday, it’s crucial to prepare for this ahead of time. In advance, expect that you will get busy and will need some quick, healthy fuel for your system to keep your energy levels high, blood sugar balanced and mood optimal.

In addition to a healthy entree-side meal for lunch, it’s a good idea to pack some snacks as back up. A few ideas for snack ideas are a clean protein bar (with simple ingredients and no additives), fresh fruit, a pre made salad, a protein shake, veggies & hummus or roasted vegetable paired with a protein like fish or chicken.

If you fail to prepare yourself with healthy options, you’re more likely to run to the work cafeteria or vending machine and pick an unhealthy option that will weigh you down and decrease your productivity. Keeping a stash of shelf-stable protein bars at your desk is a another small way to set yourself up to succeed.

An added perk of proper nutrition is improved mood; meaning you’ll feel happier and you’ll have a more positive impact on those you interact with. Mood and brain function are both very closely linked to the vitality of your gut and digestions system. Thus, it’ll help out your entire well being to stay honed in on good nutrition.

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Set Reminders to Exercise

Exercising at work can be as simple as taking the stairs instead of the elevator or parking at the back of the lot so you have to walk farther to your workplace. Thinking outside the box in regards to having an active lifestyle is important to make it work within the context of your life.

Taking a post-lunch walk outside in the sunshine is another great way to fit some movement into your schedule as well. Simply adding in small, active habits every day will add up to large improvements.

If you find that the work day often gets away from you in regards to time management, start setting reminders on your phone to get up and walk around. Even if you start by walking to a water fountain or some common place in your building, it’s better than nothing. This will get the blood flowing through your body and keep you alert and efficient. Look at it as a meeting you are scheduling with yourself and make it a priority to attend.

Find an Accountability Coworker 

The human species is communal by nature, in that we are meant to thrive in a collaborative, joint-effort, team setting. That’s not to say that success can’t be attained alone. But you may perhaps find that you achieve health goals faster and enjoy the process more if you are sharing it with a coworker.

Finding a colleague or two to be active with also creates a dynamic that’s conducive to maintaining accountability, staying on track and truly instilling habits until they are second nature.

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Conclusion

The commotion surrounding you at work is a facet of life that’s out of your control. What you can control, though, is your internal state and how you react to the world around you. This is closely tied to self-care, personal wellness and active living.

Finding solace and empowerment in your health journey will serve you in the long run, ramp up your work productivity and leave you feeling motivated. A healthier, stronger worker is a better worker because the mind is clearer and the body is more resilient.

Guest Writer – Helen Sanders is chief editor at HealthAmbition.com. Established in 2012, Health Ambition has grown rapidly in recent years. Our goal is to provide easy-to-understand health and nutrition advice that makes a real impact. We pride ourselves on making sure our actionable advice can be followed by regular people with busy lives.

 

Policies and Procedures – Do I need them and if so which one’s

Policies and Procedures – Do I need them and if so which one’s

Discover the answers to the below in our easy to follow video and grab the links to the “fact sheet” and Checklist below

Screen Shot 2018 04 19 at 7.13.42 AM - Policies and Procedures - Do I need them and if so which one's

Discover the answers to the below in our easy to follow “fact sheet”

  • Why do you need to have Policies and Procedures
  • Communicating Polices
  • What are the benefits to my business
  • What is included in an employee handbook policy
  • What are the essentials (Must-Have) Policies that a company needs
  • How to Implement workplace policies effectively

Employee Recruitment and Selection Policy

Our Employee Recruitment and Selection Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your recruiting policies.

Next month we are discussing Recruitment and Selection – The raw deal when finding your stars

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Compass Business Support – FREE business Gift for you

 

Kath Barker from Compass Business Support – as promised – has uploaded her FREE GIFTS following todays webinar. You can grab them by clicking on the button below.

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Discouraging employees from speaking up is just not cricket

Discouraging employees from speaking up is just not cricket

What Australia’s cricket ball tampering episode can tell you about getting your workers to speak up about problems in your business.

Ball tampering by Australian test cricket players dominated the headlines during the team’s tour of South Africa. Public reaction to the revelations has been huge and often highly emotive. The events may seem far removed from “workplaces” but they still provide some clear lessons for managers on how inappropriate behaviour can severely embarrass your business – and its brand – if it is allowed to fester and gets out of control.

Why the outrage?

It can be argued that the current “crisis” situation in cricket may not have arisen if the game’s stakeholders (players, umpires, other officials) had been courageous enough to voice their concerns earlier. But that raises the question of WHY no-one was either willing to do so, or why they weren’t taken seriously if they did.

The lessons for businesses

A high volume of employee complaints may reflect poorly on you, but the eventual outcome may be far worse if workers know something is wrong but refuse to speak up. The challenge for managers and business owners is to encourage employees to speak up, but in a constructive way and without fear of any retribution.

With several recent major corporate scandals (eg lending by the major bankscar airbags), some managers and employees were well aware of wrongdoing for years before it became public knowledge, with the resulting major reputational damage. The lack of willingness of employees, managers and work teams to hold “difficult” conversations is a very influential factor here.

Why won’t employees speak up?

The main reasons for “keeping quiet” are:
 

  • fear of getting into trouble, or causing it
  • possible retribution or rejection by others (eg “not a team player”), or bullying
  • pressure from either peers or managers to say and do nothing
  • both employees and managers may be scared to have “hard” conversations and therefore won’t rock the boat – with managers, this is often due to inexperience, insecurity and/or lack of training or coaching
  • fear that speaking up will be interpreted as an indicator of a personality clash or workplace politics, instead of a genuine voice of concern.

What can you do?

Encouraging employees to speak up constructively cannot be achieved quickly. It requires building up a culture of mutual trust and respect. Employees will only respond positively once they believe that this type of culture exists. 

It’s natural for workers to observe how managers respond to critical feedback or complaints: if they respond aggressively, ignore feedback or discourage it (eg label people as whingers), then workers will not bother to say anything. They will either bottle up their frustrations and find a way to cope in silence, or leave the organisation.

Critical feedback generally indicates that workers actually care about the situation. Continual silence or apathetic compliance may mean that they don’t care and/or have given up. If an employee known for speaking up goes quiet, this is a warning sign – it probably means that he/she has stopped caring and maybe is planning to resign. Alternatively, it may indicate that some form of bullying or harassment is occurring behind the scenes.

How can you build trust and seek constructive feedback?

 

  • First, regularly seek feedback from employees in “low-risk” situations. At the end of team meetings, ask “how do you think that went” and invite comments.
  • Listen to feedback and take it on board, even if inclined to disagree with it. Don’t immediately launch into a counterargument. Acknowledge that the feedback shows that the employee cares about your business.
  • Say what you intend to do about the feedback. For example, take action yourself, investigate further, refer it to someone else who can act, suggest another course of action/solution, ask for further evidence, etc. Also consider asking the employee what he/she thinks the solution is.
  • Whatever you promised, actually do it, otherwise you are back where you started. 

Use the above to show employees how a problem should be raised and handled in future. This should include providing scope for teams to identify and resolve their own problems.

Finally, managers and business owners need to act as role models. Employees will copy what you do, because they perceive that it is what they must do to succeed. You need to be transparent, honest, willing to admit mistakes and willing to listen to and acknowledge different opinions to your own. Something that Australian cricket ex-captain Steve Smith has now done.
 

Written by By Mike Toten on 12th Apr 2018
Managing Employees – Policies and Procedures

Managing Employees – Policies and Procedures

Discover the answers to the below in our easy to follow video and grab the links to the “fact sheet”

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Discover the answers to the below in our easy to follow “fact sheet”

  • Why do you need to have Policies and Procedures
  • Communicating Polices
  • What are the benefits to my business
  • What is included in an employee handbook policy
  • What are the essentials (Must-Have) Policies that a company needs
  • How to Implement workplace policies effectively

 

Compass Business Support – FREE business Gift for you

Kath Barker from Compass Business Support – as promised – has uploaded her FREE GIFTS following todays webinar. You can grab them by clicking on the button below.

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Barnaby Joyce scandal: how not to do it!

Barnaby Joyce scandal: how not to do it!

Fresh HR Insights and the Barnaby Joyce scandal: how not to do it!

(Please note this is our opinion from our readings on this matter)

When the then Deputy Prime Minister took it upon himself to have an affair with his  staffer, Vikki Campion, it would be fair to note that he could barely have had his head screwed on.   It was not the affair itself that unseated Mr Joyce, but his barely concealed favouritism toward the former media advisor. It seemed that in attempting to deal with his predicament, whilst denying the affair to start with, Ms Campion enjoyed appointments to 2 unadvertised jobs within the Liberal National Party offices and it was whispered that the conservative parliamentarian tried to get his lover a gift of free housing from an unnamed businessman.    In the media turmoil which was created by such allegations, true or not, the continuing intrigue over the affair itself continued to simmer like the milk that rises slowly but surely and then bubbles quickly and suddenly flows over the edges of the pan. Well Mr Joyce’s pan of milk overflowed and created bedlam for the once well-respected politician.

If the misfortunates of the Joyce family and the newly in love couple – who are now expecting their first baby – were not enough for Australia to digest,  there has been a strange and surprising twist in this saga of parliamentary intrigue,  which has caught everyone off balance. It is of course the reaction of our very own Prime Minster who has imposed what has become known, unsurprisingly, as the Bonkban. Malcolm Turnbull has confounded us all by deciding to manage the whole matter by forbidding all Ministers from having sexual relations with their staff members – which could be rather difficult, not to mention annoying, if they happen to be man and wife.  Without the slightest reference to his deputy’s clear abuse of his position, nor his massage of his parliamentary privilege to support his own – we hesitate to say sleazy since it really does look like love – illicit extra marital affair Mr Turnbull has decided that it was the sex that we all abhorred. 

Fresh HR Insights does have a few thoughts on the matter which we will pass to our clients for nothing.   Any senior manager of an organisation, any corporate boss, and any chief executive of a company – large of small, who enters into a love affair with an employee should make sure it is genuine, mutual and respectful. We hesitate to say as we shouldn’t need to, that the affair should not be a way of cheating on a wife and family, but in the event that it is – and none of us handle life in the best way all the time – remember to respect the person you have the affair with. Do not deny,  like Bill Clinton, and do not evade and lie, as Barnaby Joyce has, and definitely do not attempt to deliver a series of rewards to your lover by using your position to deliver favours – like new jobs that you don’t have to apply for, housing that they don’t have to pay for and so on. Why? Because you can’t buy respect, and particularly not that of the rest of your staff.   Fresh HR Insights thinks it is good that Mr Joyce resigned to the back benches – not because we are prudes but because he behaved poorly and way below the standard of a decent person – and that is bad for business, and not just the parliamentary business. 

What Type of employees do you need? – Fixed-Term or Fixed-Task and Employment explained

What Type of employees do you need? – Fixed-Term or Fixed-Task and Employment explained

Fixed-term employment or Fixed-task employment

A fixed-term employee is employed on a contract that specifies the end date of the contract. The end date is mutually agreed prior to work commencing. At the end of the contract the contract comes to an end and the employee is terminated. As such there is no need for either party to terminate the contract; it is automatic, so there is no need for a resignation or a dismissal. These contracts can be useful when you are covering a parental leave situation.

A fixed-task employee is typically hired for the duration of a project or range of tasks and once this project is completed the contract automatically expires and the employment is terminated.

Generally fixed-term employees and fixed-task employees are excluded from:

  • unfair dismissal provisions under s386 of the FW Act
  • minimum notice of termination
  • redundancy pay
  • employers having to notify and consult with unions before implementing redundancies in the workplace

A word of caution – there is a difference between a fixed-term contract versus a contract for a specified period of time. The difference is where a fixed-term contract contains a notice of termination clause; it is prevented from being a contract for a specified period of time, although it will still be regarded as a fixed-term contract.

Business owners need to be aware of inserting a notice provision; the advantage of such a clause is that it allows either party to terminate the contract prior to the termination date specified without the other party being able to bring a breach of contract claim in the common law courts. The disadvantage is that that such a clause will generally prevent the contract from falling within the federal unfair dismissal exclusion.

Workers may be able to perform a number of concurrent fixed-term contracts or fixed-task contracts, however, care needs to be taken to ensure that case law does not determine these contracts warrant treatment as a permanent employee.

Be wary of terminating a fixed-term contract prior to the termination date as this is likely to amount to a breach of contract and there may be a damages claim.  The compensation likely to be awarded is on the basis should the contract have continued to the agreed termination date.

Contact us to discuss your needs


FAIR WORK ACT 2009 – SECT 386

Meaning of dismissed

             (1)  A person has been dismissed if:

                     (a)  the person’s employment with his or her employer has been terminated on the employer’s initiative; or

                     (b)  the person has resigned from his or her employment, but was forced to do so because of conduct, or a course of conduct, engaged in by his or her employer.

             (2)  However, a person has not been dismissed if:

                     (a)  the person was employed under a contract of employment for a specified period of time, for a specified task, or for the duration of a specified season, and the employment has terminated at the end of the period, on completion of the task, or at the end of the season; or

                     (b)  the person was an employee:

                              (i)  to whom a training arrangement applied; and

                             (ii)  whose employment was for a specified period of time or was, for any reason, limited to the duration of the training arrangement;

                            and the employment has terminated at the end of the training arrangement; or

                     (c)  the person was demoted in employment but:

                              (i)  the demotion does not involve a significant reduction in his or her remuneration or duties; and

                             (ii)  he or she remains employed with the employer that effected the demotion.

 (3)  Subsection (2) does not apply to a person employed under a contract of a kind referred to in paragraph (2)(a) if a substantial purpose of the employment of the person under a contract of that kind is, or was at the time of the person’s employment, to avoid the employer’s obligations under this Part.