Whatever the weather: A tip for successful managing
Climate scientists are preparing for even greater changing weather patterns and we have already seen many more frequent extreme weather events: cyclones, volcanic eruptions, tsunamis, earthquakes, and flooding all over the world. Here, in Australia, we have seen some unexpected weather events of our own – not least the storm of orange dust which eclipsed parts of the outback of Queensland in the last few days, due to recent exceptionally dry weather. Reports from the area suggest the event hit people by surprise and that is was scary – more like something you would see in films rather than actually happening. Our thoughts and sympathies are with all those affected by such a distressing event and we hope that they have the help they need at such a time.
Thankfully, frightening weather is something we can prepare for if given sufficient warning so we at Fresh HR Insights want to look at another type of inclemency that can arise – unexpected or extreme events in the workplace!
We often get called for support when a business or company is in the middle of a crisis. We like our clients to think of us in an emergency but we always advise that it is better to be prepared for such eventualities as: unexpected sickness, or death, of employees; an accident that may affect a whole department; a media story that impacts public confidence in your company, its goods or services; the loss of much needed stock on its way to your company rendering your business unable to fulfil its obligations to customers.
There are so many urgent and unplanned occurrences that can literally turn your month upside down and send you spinning off your strategy and budget targets.
Firstly, we at Fresh HR Insights will always advise that your staff team represents the strongest ally and the most solid support possible when a curveball is dealt to your company. To count on them and for them to rally in your darkest hour means there must be a relationship of trust between staff at all levels and especially between senior and junior levels.
Secondly, we will also advise that this trust cannot be achieved if you are not compliant with the law. Australia’s Fair Work Act is not just a document, it is a meaningful set of principles and provisions that directly affect the lives of everyone – and most employees in Australia are provided for by the Act.
If you are not providing fair pay for the job, proper holiday time, sick and compassionate leave, parental leave and long service leave, for instance, then you may have a resentful workforce who in their turn do not care for the company they work for. Individuals who do not benefit from these provisions in your workplace will not have any particular respect for you and what is worse, will suffer badly if these provisions are withheld from them. They certainly will not respect you when calamity hits.
Fresh HR Insights can help you make sure you have the policies and practices that place your company on a good footing with the law and with your staff.
We have developed a series of HIGHLY information eBooks that give you COMPREHENSIVE information and the associated templates. We are adding to these every month so there is something for everyone. Check them out with the below links.
Times can be hard for small business owners. Even when the economic waters are relatively smooth, if you spend your business life running from side to side of the ship, you can find yourself sinking if you don’t have the correct strategy and economic model to keep your ship in the narrow straits of success. In today’s climate, when the only certainty is that there is no certainty, the financial currents are turbulent with an ebb and flow strong enough to sink a tanker. Let us hope your business is not in need of a lifeboat. If it is, or if it is experiencing some difficulties which you feel will not go away, then Fresh HR Insights can help.
Here in Queensland our economy was one of the most successful in Australia in the mid-90s and early 2000s. A downturn, along with everyone else in the world (nearly) after 2009 meant not business failure as such, rather more that there has been sluggish growth. So there is, still, in our view, every incentive to start and to continue running your own business.
The Australian government has facilitated a lot of support for small businesses in Queensland and the Queensland government launch of the Office of Small Business in 2016 has certainly shown that intention to be purposeful. However, maintaining your small company over time is another matter, and this is where Fresh HR Insights can advise small business owners on whether its employment relations model and business policies and procedures can face the future with a level of security.
Many small businesses fail, not through lack of vision or enthusiasm, nor through lack of dedication from the owner, but because she or he did not pay enough intention to a number of things necessary at the outset of the business. She or he did not place enough importance on the planning required to sustain the business and its ongoing costs of operation over time, nor additionally on the provision and support of the essential motivated staff team needed to run the business and adjust its plans along the way.
Fresh HR Insights has found that when there is any particular difficulty, such as a drop in market interest or a sudden change in legislation that impacts the costs of a business, then the weakness of initial strategy may sink a small business, but if these problems are compounded by a lack of robust HR operations it will undoubtedly go down.
Poor employer-employee relations can cost dearly, and poor quality staff without the right skills or knowledge in their roles can also cut a company’s survival chances down vastly. Lack of trust internal to the business will mean the essence of team is lost. Fresh HR Insights can help in the leadership and management dynamic, and the employer-employee relationship. We can help you build a business idea into a reasonable going concern where everyone on board your ship will have an stake and an interest in making sure your company keeps going.
Want to go it alone then we have the solution for you.
Small Business HR Rescue Kit
Hiring a Human Resources or Industrial relations Consultant can sometimes be the thing that separates a startup from a more stable business. HR/ IR professionals help take over several aspects of the business that can be crucial to maintaining company culture – hiring processes, legal compliance, payroll and employee relations. BUT not all business owners will feel the need to hire a human resources professional and that is why we have created the Small Business HR Rescue Kit.
This is a comprehensive eBook with policies and templates that you can use in your business. Grab your copy TODAY
What to give your employees this Christmas – the significance of giving when it comes to employee engagement
The Employer/ employee relationship is a strange bond of mutual and conflicting interests simultaneously. To strike the right balance is critical for any employer since an employee is a vital part of any business’s success story. A clear approach of an employer towards employee rewards is logical and sensible. Besides the usual system of promotions and bonuses, a well-placed gift at an appropriate time works wonders in creating a better performing employee.
And there is no better occasion than Christmas for an employer gift offering. Though cash speaks louder than words, giving gifts rather than cash is a way to foster a personal relationship. What you decide to give your employees this Christmas is a matter of preference and budget.
Here are a few nice ideas (within reasonable budget) to help you decide:
Traditionally books aren’t considered the most valued gift in the world and you won’t score very high with your “not so literary” employees but the “book worms” would love you for that. Giving a meaningful book to a well directed employee (on a subject of liking) is a very appropriate idea. If the employee prefers Audible (http://www.audible.com.au) perhaps a gift voucher instead
Venue Vouchers and Certificates
Giving out passes to bowling alleys or movies can keep your employee’s kids occupied and allow them time to spend with their partners. You can pair these up with some interesting additional items, like a tin of kettle corn popcorn or to go with your gift vouchers. Have a look at Gift Card Store – (https://www.giftcardstore.com.au/)
A beautiful fruit basket of fresh pineapple, strawberries, and honeydew (besides other exotic fruits) can make a wonderful and healthy gift for your employees. Throw in a liquid chocolate bottle for some interesting fruit dips. (https://www.edibleblooms.com.au/category/christmas-gifts/
Bath & Body Accessories Sets
One of the most popular gifts is the body and bath accessories that will make their mark with overwhelming sweet scent and presentation. They may not be just shower gels and fragrances; a set of hand lotions and creams can be cool to brave the chilly elements on Christmas eve. A couple of hand sanitizers can also add up as a handy desk accessory on your employee desk.
A bottle of Wine
Perhaps most customary of all is a golden wrapped bottle of fine wine to celebrate the occasion. It won’t ever lose its charm. So, you can confidently pack it up as your Christmas employee gift.
Host a dinner at your home (for smaller employers)
When it comes to delivering a personal touch, nothing would beat a dinner at your home for your team. It doesn’t need to be anything overwhelmingly fancy or expensive. Bringing the team together in itself for an evening of casual interaction and conversation can be a great way of bonding your team. Make some candy packages to give away at the end as a sweet gesture.
A fun filled field trip.
This is something memorable and you can add it to your company webpage and profile as well. Your employees would appreciate a free lunch and all paid recreation as a Christmas gift. It will pay off in the short and long term alike.
A desktop candy jar
Sweet leaves longer impressions on human brain. Exploit the potential of sweet with a desktop candy jar. An employee will always remember “the last Christmas” every time he or she will pick a candy.
Cash- nothing beats it on a special day
Cash is known to be the best gift ever. It has more options for you employee than you can imagine and it takes off the trouble of choosing the right gift from your head as well. You can play smart by scheduling your annual bonus around Christmas (with some decent add up as a Christmas give away).
Outsourcing your Human resources – what you should look for?
All companies, be it a small company or a military force, heavily depend upon its human resources. Human resources are the optimum strength of any organisation, even if it is a fully automated plant. Therefore, human resource management is all the more important in the growth of a department and subsequently the whole organization. Not many companies offer Professional HR services that are Professional, Experts, Qualified and Passionate about HR. Fresh HR Insights Pty ltd is a Gold Coast HR Consultant that stands out in this regard as they not only have Experience in HR management, high level qualifications, a passion form not only compliance but also more productive, motivated and high revenue workplace, but also has a team of Expert on behind them.
They are the premium Human Resource Specialists that you are looking for. We not only specialise in HR management as the right choice if you have to outsource your human resources and get the best skill set for the best price in the market. The first question before you hire Professional HR services from any Expert HR firm you should ask yourself is that what are you actually looking for by outsourcing your work to an HR consultant company.
There are many angles at which you may need an HR firm like Fresh HR Insights as your EXPERT Gold Coast HR Consultants. For the formulation of policies and procedures may be the prime reason for your need of Experience in HR. The next possible reason may be dishing out the correspondence part of your organisation which takes away maximum time of your skilled labor in one working day. This way you can save a lot of time and the person hired to do a specific job may be engaged in that. You should look for these along with options of hiring and firing. Hiring and firing employees are a risky business and you should look for a firm that holds the requisite expertise in this department.
If you are looking for all this and more in the aspect of Experience in HR and Professional HR services you should search no more and make an appointment with Paulette McCormack at Fresh HR insights Pty Ltd. Paulette is a professional HR service provider with a vast number of years of Experience in HR.
Her motto is to deliver workplace which are happier encouraging employees to fulfill their potential and take the organization forward. She heads the Gold Coast HR Consultant at Fresh HR insights Pty Ltd. The question of what you should look for in an HR firm will best be analyzed by Paulette and her Expert HR team. This will allow you to purchase the best HR deals available, be it on hourly, daily or contractual basis. Professional HR services at Fresh HR insights are the best thing you will ever come across if you decide to outsource your human resources, be it letter writing, or other problems that may require innovative HR solutions.
If you are looking for Experience in HR and Professional HR services, look nowhere else as Paulette McCormack at Fresh HR insights and her team awaits you with numerous solutions for all your HR outsourcing problems.
What we are not is an off the shelf generic solution or online Human Resource Solution. Fresh HR Insights Values and Beliefs are that Human Resources is about bringing the Human back into Human Resources Management. When dealing with employees you are dealing with emotions and emotions do not fit into check boxes, every situation is different and every reaction varies. Employees are your greatest asset and your business your greatest expense. Look after them with our customised and flexible solutions.
We may not be the cheapest on the market but we are the most Passionate and we get and understand your business. To us your business is our business and your success is our success
Here is our latest feedback that we are super proud of
“As a start up business Paulette was FANTASTIC in assisting us with everything we need! She made me feel confident when on-boarding 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”
Our number has changed from the 1300 – please call 0452471960 or email firstname.lastname@example.org
The type of employees that you choose to meet your business requirements is a very important decision. Business owners need to be aware of the legal ramifications relating to each employee type and manage them accordingly and appropriately. Businesses should follow ‘best practice’ to reduce the costs, minimise legal exposure and develop an engaged workforce. A well-designed Recruitment Process and New Starter documents also goes a long way to ensure your processes and procedures are effective. This also help integrate new employees for the long haul and not just a passer bye.
Once any employee has been hired, they must be given the Fair Work Information sheet thereby ensuring the employer meets their obligations under the FWA.
Types of Employee’s
Fixed-term employment or Fixed-task employment
Non-employees such as Independent Contractor
Labour Hire Workers
These employee’s are seen as working on an ‘as needs’ basis with an irregular pattern of work. Each time the casual works it is deemed that they are entering into a distinct and separate contract.
Practically, casual work involves employment for fewer hours than the normal full- time working week. It is normal for casuals to be paid by the hour. As a casual employee there are no accruals of permanent employee benefits such as overtime, annual leave, long service leave, paid personal leave or payment for public holidays.
Their rate of pay does, however, incorporate a loading to compensate for the lack of benefits, which is currently 25%. Casuals have less protection when it comes to dismissal; they are not protected under Unfair Dismissal laws unless they have completed a minimum period of 12 months of service and all casuals are excluded from minimum notice periods.
Unless their relevant award, employment contract or enterprise agreement states otherwise, casual employees can be dismissed at the end of their shift. The rationale for this is that they are typically employed from shift to shift.
Aspects to consider for Casuals and the National Employment Standards
Casuals are not entitled to minimum notice period or to redundancy pay, regardless of their length of employment
Casuals cannot be requested or required to work more than 38 hours per week, plus reasonable additional hours
Casuals will only be entitled to request flexible work if they have been employed on a regular & systematic basis for at least 12 months and they have a reasonable expectation of continuing work on the same basis
Casuals are not entitled to paid annual leave or paid personal / carer’s leave. They are, however, entitled to unpaid carer’s leave and unpaid compassionate leave (up to 2 days for each permissible occasion)
Casuals will not be entitled to parental leave unless they have been employed on a regular and systematic basis for at least 12 months and they have a reasonable expectation of continuing work on the same basis
Casuals are generally not entitled to Long Service leave however, do check with the relevant State legislation
Casuals are entitled to unpaid community service leave but they are not entitled to paid jury service leave
Casuals are entitled to take a day off for a Public Holiday however, they are not entitled to be paid for that day off unless they were rostered to work that day
Casuals should receive the Fair Work Information Statement when they commence casual employment
Be aware that under some awards, after a Casual has worked on a regular and systematic basis for a set period of time, they are required to be offered full-time or part-time permanent employment
Dismissal of Casual Employees (proceed with caution when dismissing a Casual)
If the Casual is not exempt from Unfair Dismissal laws they will have the right to claim relief with respect to their termination. Procedural fairness needs to be evidenced and a ‘valid reason’ for the dismissal given
If the Casual is excluded from Unfair Dismissal laws they may still be able to bring a claim under general protection if dismissed for a proscribed reason such as a ‘workplace right’, discrimination, a breach of contract, award or agreement or a trade practices claim
Despite the label of ‘Casual’ worker they may bring a claim stating that they are in fact a permanent employee.
Tips for managing Casual Employees
A letter of appointment should be provided to all casual’s employees. The letter should clearly indicate that the role is casual, that the amount of work offered to the individual will vary from week to week and that work is not guaranteed
Casuals do not have weekly set hours of work. They should be notified of their hours of work, if any, by the distribution of a roster
There should be no indication of any kind that casual employees will eventually be moved to a permanent status
There should be no indication of any kind of any future work beyond one month in advance
Review casual employee’s employment prior to their six-month employment anniversary or 12 months for small business employees. If a casual has been working on a “regular and systematic basis” for at least six months and the employee has a reasonable expectation of continuing work on this basis then they will have access to unfair dismissal remedies. Even if there has been a short break in the employment the individual will be able to bring an unfair dismissal claim if the total period of employment is at least 12 months. A break of more than three months will generally be sufficient to prevent the employee from bringing an unfair dismissal claim.
Casuals that perform well can be engaged on a longer basis but care must be taken that the employee only has work rostered week to week and that there has been no indication given of ongoing work or the potential to move to a permanent role.
If the casual is covered by an Award that gives him or her the right to move to a permanent status then you must ensure that you follow the relevant steps set out in the award or you will be in breach of the award.
Employees Permanent Full-time Permanent Part-Time explained. The type of employees that you choose to meet your business requirements is a very important decision. Business owners need to be aware of the legal ramifications relating to each employee type and manage them accordingly and appropriately. Businesses should follow ‘best practice’ to reduce the costs, minimise legal exposure and develop an engaged workforce. A well-designed Recruitment Process and New Starter documents also goes a long way to ensure your processes and procedures are effective. This also help integrate new employees for the long haul and not just a passer bye.
Once any employee has been hired, they must be given the Fair Work Information sheet thereby ensuring the employer meets their obligations under the FWA.
This is the most common employee relationship. These individuals are employed on an ongoing and full-time basis. There isn’t a formal definition of permanent full-time however, it is generally taken that they work a 38-hour week or longer. Under the Fair Work Act 2009 (FWA), if an employee is employed on a full-time basis but there has been no agreement of their ‘ordinary hours of work’, these can be considered to be 38 hours per week. When it comes to dismissal these workers generally have access to the complete range of legal remedies unless it is explicitly stated otherwise in their award. Damages awarded to a permanent employee would typically be higher than those awarded to a casual or fixed-term employee.
There is also no formal qualification of part-time hours, however, it is understood that they generally work less than 38 hours per week. They are different to casual employees in that they typically work the same hours each week. As defined by modern awards, they work ‘reasonably predictable’ or ‘constant’ weekly hours. When it comes to dismissal these workers generally have access to the complete range of legal remedies unless it explicitly states otherwise in their award. Damages awarded to a permanent employee would typically be higher than those awarded to a casual or fixed-term employee.
11 Signs your Employees may be suffering from stress
Look out for the following signs and symptoms that may indicate that a worker is suffering from stress:
Social isolation or withdrawal.
Irritable and argumentative behaviour.
Alcohol or drug use.
Indifference and reduced work performance.
Change in appetite, e.g., eating more or less.
Change in sleeping patterns.
Sadness, depression or anxiety.
Complaints of headaches, dizziness, aches or other physical symptoms
If you suspect a worker may be suffering from Stress – give us a call 1300 332 322 or practical solutions
P.S. Don’t forget; we offer no lock in contracts, meaning, unlike our competitors, you only pay for what HR help you need, and when you need it. Let’s talk soon to see how I can help you, and your staff continues to prosper. Call us on 1300 332 322
The employer/ employee relationship is tricky, and a lot is said and heard every day.
Ryan Kahn, the founder of the Hired Group and a career coach once mentioned honesty as the best policy in conversing with your boss. However, there is also appropriate conversations that you would and would not have at work. I doubt that bragging about a weekends conquest would go done very well with your boss and is not appropriate either. Whenever it comes to the language and words that is important for every employee to be careful while saying something to the boss. There are a “Few things”, as mentioned above that should be held back if you want to keep your career on the right track.
All experts on the workplace mannerism agree to the same point that there are some words, phrases, questions and comments that have more negative impact than others and they can cause serious hindrance in your relationship with any boss. Here are a few tips to avoid such occurrences. 81% of employers surveyed by Careerbuilder.com believe that swearing at work “bring an employee’s professionalism into question”.
The study showed that 64% of employers think less of an employee who swears repeatedly, and 57% said they are less likely to promote someone who is using curse words. A further 71% of employers said that swearing shows a “lack of control,” while 68% says swearing demonstrates a “lack of maturity.” Perhaps most interestingly, says CareerBuilder.com spokesperson Jennifer Grasz, is that 54% of employers said that swearing made their employees appear “less intelligent.”
“It’s all about perception, and cursing does influence how managers view people,” says Grasz. “If it’s a one-time thing, it’s not going to be a big deal, but if cursing becomes a pattern, then it starts to show a lack of intelligence and can show that you’re someone who doesn’t have the ability to handle a tough situation.”
They very first step to avoid such using inappropriate conversation and language is to pause before saying anything. Pause and think if what you are just about to say can cause you to regret it later on and can they be inviting an unpleasant reaction from the boss. If you realise that you are going to make a mistake by saying those words, then step back and find softer and more acceptable words.
Here are few phrases we think that should never say to a boss:
First of all, never say “I cannot do it” when you are assigned a task. It may give an impression that you lack confidence or willingness to undertake the assigned task.
Secondly, you should not say “that is not my area” because when it comes to workplace nothing is set in stone and your thoughts and capacities need to be flexible. Moreover, willingness to undertake work beyond your assigned domain can help in career progression.
Thirdly you should never answer any question by saying “I don’t know”. Rather if you don’t know the answer you can make a decent guess or may inform your boss “I would find an answer as soon as possible”. This will have a positive impression with your boss.
Fourthly, one should never say “No” to a boss. Every employee at the workplace is expected to be cooperative and polite. Saying “no” to a task directly assigned by your boss can have a devastating effect on your image. In such situations where you need to refuse, you may rephrase your words and choose better words.
Fifth, when you are asked to complete the given assignment in time, you should never say “I’ll try”. This response will make your boss uncertain and unsure about the task that it will be completed in time or not. Moreover, if you are not certain about any gossip, then you should not convey to him until you have verified the facts.
You should never ask for “how I will be benefited” from the task. This is against the team spirit which is essentially required in the workplace. Lastly, an employee should never make invalid excuses. A direct “sorry” and a promise of “never to make that mistake” again is better received.
In January 2015 HC online highlighted that definitions of inappropriate language at work could vary depending on context and workplace. In some workplaces, swearing might be commonplace as employees are subjected to stressful situations. In others, workers who use expletives may be frowned upon or even penalised.
Innovation is the key to success in promoting healthy workplace culture.
Innovation is one of such factors that have an indirect bearing on productivity and developing a spirit of contribution among the workforce.
What is Innovation: – The process of translating an idea or invention into a good or service that creates value or for which customers will pay. To be called an innovation, an idea must be replicable at an economical cost and must satisfy a specific need. Innovation involves a deliberate application of information, imagination and initiative in deriving greater or different values from resources, and includes all processes by which new ideas are generated and converted into useful products. In business, innovation often results when ideas are applied by the company to further satisfy the needs and expectations of the customers.Found at http://www.businessdictionary.com/definition/innovation.html
Following are the top 8 ways through which you can improve and develop an innovative environment in your workplace
Encourage innovative ideas and acts – As an employer listen and execute employee’s innovative ideas. They must have a feeling that you not only listen to their innovative strategies but also put them to practice. Make sure your employees are in the loop on your company strategies and challenges and invite their input.
Make a schedule for brainstorming – Allocate some time to encourage brainstorming and for sharing ideas with another. For example, fix a time slot for brainstorming; arrange group workshops and support to encourage team-work. Always keep your doors open to new ideas for solving a problem, challenge or making a new strategy. Remember! Involving your employee’s in brainstorming workshops can prove useful in promoting innovation. You can also place a suggestions box for gathering feedback and innovative ideas in your workplace.
Training your employees towards innovative mindset – Arrange webinars and “On the Job” workshops for the training of your employees in innovative thinking. Motivate them to attend those training sessions so that they can acquire the capability of brainstorming, innovative mindset and advanced problem solving, etc. Allow people to learn from their mistakes. Provide the time and resources to develop and implement those ideas worth acting upon
Encourage your workforce to accept challenges – Appreciate your employees for finding new ways to go about the business and encourage them for accepting challenges in their work. Always add “a little bit challenge” in each task that you assign to your employees. Workers enjoy doing jobs that challenge their ability and assist in enhancing their own innovation skills.
Always appreciate and support your employee – Always try to respond enthusiastically to the innovative ideas from your employees and never respond negatively to even “seemingly foolish” ideas. Always motivate your employees for doing something “new and revolutionary” to encourage innovation. Drop some bonuses for the workers who’s innovative idea brings in some positive change.
Forgive and forget the mistakes –Innovation is a byproduct of learning of the mistakes, so never penalise for the mistakes of your employees (in the execution of innovative ideas). Remember! Innovative ideas can “go wrong”, but innovative ideas are one of the means by which your workforce can challenge itself and learn. So try to forgive the “innovative mistakes” as a workplace policy.
Plan rewards for creativity – Be in the number of companies that reward their employees for creativity. Motivate your workers and teams that come up with the winning innovation through your reward scheme and also appreciate your employees who came up with innovative ideas, suggestions and new schemes. You can plan a holiday scheme or monetary rewards for those who contributed with innovative ideas to boost your company’s reputation.
Act on new ideas that “make sense” – Always keep in mind that innovation nurtures with motivation and there is not a better way to motivate than putting the projected idea into action. Give time and resources to your employees to bring their innovative ideas into their work. If you will not “transform” their ideas into “practical form”, then your workforce would loose the motivation for brainstorming and coming up with innovative ideas.
How can you be innovative?
Remove self-limiting inhibitions
Take risks, make mistakes
Write things down
Find patterns and create combinations
Here are ten things you can do on the job to make it easier to be more innovative every single day.
Start Conducting Stand-Up Meetings. Your entire energy changes when you’re standing. …
Running a business is a delicate balance between setting goals, achieving set targets and handling employees in such a way that it remains productive and trouble free. Whereas it may be relatively easy to set and achieve business targets, it may be as easy to maintain a workforce in a productive mood and vibe.
When we discuss maintaining the productivity of a workforce, a lot of it depends on upon the communication between employer and employee. This is precisely where appropriate tone and language in a workplace comes into the equation. We all like to be treated with respect in social settings and it should be no different in work.
When we think about appropriate tone and language in a workplace, classically it overlaps in three prominent dimensions; employee tone and language towards employers, employer tone and language towards employees and employee tone and language with potential clients. Here is how each one is important in its own right:
Employer to employee tone and language. It is important for every employer to understand that communication is the practice of exchanging information and ideas. In order to be an effective communicator in your workplace, it is essential to be able to deliver your intent in the most appropriate tone and choice of words. The tone has a lot to do with winning over hearts and mind. No wonder it is said “there are bad ways of saying a good thing’s and good ways of saying the bad things”.
Some employers carry a wrong perception that being “tough” means a frequent display of tongue lashings. Nothing can be further from the truth. A tough-talking employer can get the job done half as efficiently as a kind talking an employee. In any case, getting a job done by tough means should be only resorted to as the last measure.
Did you know that as an employer that if things are 80% good and 20% bad that we tend to focus on the 20%bad and forget about the 80% that’s good meaning we only talk about and complain about the 20%.
Employee to employer tone and language. This is one of the more pondered upon dimensions of appropriate tone and language since it involves more serious repercussion when violated. Traditionally, an employee is expected to be polite and more considerate in communicating with an employer for a good number of reasons. An employer must always try to deliver his or viewpoint in the most appropriate tone and language. Avoid slangs and harsh sounding words in communicating to your employer. Try to disengage as quickly and quietly as possible if you find yourself in a confrontational situation with your employer during a discussion. Never press upon an opinion or point if you find it irritating for your employer. Don’t be afraid to step away or ask for a break to calm down.
Employee to client tone and language. This is one dimension that affects businesses more than the previous dimensions when it comes to landing business in the first place. A present or potential client expects to be treated with a very courteous tone and language. Whether your business lands a client or not has a lot to do with how your staff treats a client with tone and use of language. Certain businesses have a special emphasis on the tone and use of language in generating the first impression (hospitality, airlines and call centers, etc.).
It is natural to carry a professional impression of a business when a client calls a business, and he or she is responded in a very professional manner by the call receptionist or operator. It is, for this reason, PA and operators are specially trained in call reception and client handling. Good customer contact skills are an important prerequisite to dealing with conflict situations – and more so to avoid conflict.
When we work with our clients at Fresh HR Insights, we bring together Employee Handbooks that reflect how a workplace wants to be seen. We recently completed one for a new restaurant opening. Here is the “How we conduct ourselves” policy
How we are seen is how our business is portrayed – make it a good impression. We expect high standards of service and presentation from all Employees. The following requirements are designed for the security of the employment location and Employees in order to ensure all working conditions are safe and as harmonious as possible.
An ethical and professional Company depends on individuals taking responsibility for their own behavior and decisions, with manager and supervisors providing encouragement, feedback, and appropriate modeling.
The Company will not tolerate the following staff actions:
Asking a customer for a third party payment;
Personalising services so that they do not conform to established standards; and
Discussing or commenting about employment, staff or business operations that are negative (either with customers or co-Employees), these comments should be discussed with your manager.
It is the Company’s policy that all Employees are ambassadors of the Company at all times including traveling while working.
While representing the Company Employees should not compromise their professional integrity by being vulgar, obscene or abusive, being unnecessarily confrontational or causing any form of discomfort or offense to customers, fellow Employees, contractors or visitors.
Failure of Employees to comply may results in disciplinary action, up to and including summary dismissal.
Open Door Policy – Let’s talk. The best way of resolving issues is through open communication. As part of our commitment to teamwork, the Company has an open door policy for discussing problems when and if they arise. Start with your supervisor or manager. If you don’t feel it is appropriate to discuss your concerns with them the Company owners are here to help.
Every employee in our Company should be treated with courtesy and respect. Failure to do so may result in disciplinary action – which may include dismissal. We are dedicated to supporting an amicable, enjoyable workplace. Anything less is a compromise of our values.
We are continuously expanding our knowledge base for our clients so join up our Newsletter by clicking on the below picture – You will receive fantastic advice, tip bits, knowledge, events and offers direct to your inbox.
What are the top eight most important Employer Brand Values?
Employer brand is a technical term usually used to define an organization’s status as an employer, and its value intention towards its employees, as contrary to its more general business brand reputation.
In today’s era, it is as crucial to building a strong employer brand as it is to earn profits or leave the company’s name to the top lists. This calls for a better atmosphere provided to workers. Employment branding is a directed, long-term tactic to accomplish the attentiveness and insights of employees, prospective employees, and linked stakeholders of a particular firm. The line of attack can be modified to drive enrollment, preservation, and efficiency management efforts. It functions by always putting forth an image surrounding management and business practices that make your organization an attractive and a good place to work. This indeed results in successful employment branding.
The quality and quantity of applicants are increased day by day. Thus it provides growing workforce productivity. Employment Branding needs to be systematic; you need to plan out things accordingly to avoid mishmash and entangled policies. It must contain the following essential elements:
Encourage the value of sharing and continuous enhancement: Trace out the best management practices and introduce ethics about it. Spread the word about your doings, about your accomplishments, about your standards. Even if it was not done a couple of decades back, do it now! In this era of technology, public advertising has become a norm in top organizations such as that of Wal-Mart and GE. There should be rewards for development, and this should be certainly shared. The word gets across quick in this century.
Maintain equilibrium amid upright management and high output: Making many community work impacts on an organization’s exterior employment image. However, the chief groundwork of any work is the firm’s management practices. Regrettably, some firms go overboard to just look good. This may result in managers becoming excessively lenient and also lose their emphasis on the importance of upholding an accumulative productivity of the workforce. On the other side, some managers get too focused on workforce productivity and go overboard; disregarding sound management practices for interim gain. Some of the problems that occur when managers thrust productivity at the cost of sound management practices include augmented employee exhaustion, increased fault rates, reduced customer contentment and increased revenue. Consequently, to protect a strong brand as well as enhanced employee productivity, firms must notice and reward stability between the use of acceptable management practices and efforts to improve employee productivity.
Everyone should be talking about you: The number of organizations that make up the business press has matured and has become so influential that being mentioned in particular publications has become a vital component in building a strong employment brand. Getting mentioned entails two essential components. First, managers must speak and write about their management practices in extremely detectable ways. While an internal meeting is ideal for communicating information to a small group of employees, a conference or monthly column provides more considerable publicity.
Become a standard firm: The best-managed firms are those also known as standard or benchmark companies. These are the companies that have best practices that everyone else wants to acquire about and imitate.
Boost candidate awareness of your finest practices: A great employment brand doesn’t just surge the potential applicant’s perception of the firm, it goes one step further to inform potential applicants about the management practices that make you a good place to work.
Set a system of measurement: Constructing a product brand involves effective effort over time. You can’t rest on your glories when you have a prosperous brand. You must continually improve it and carve it to fit the varying needs of your target audience.
Attain public recognition: Undoubtedly, the increased interest in employment branding during the past few years has been a result of the growing number of organizations and magazines that create lists of great places to work. Although it’s factual that many of these lists are deeply partial towards firms that offer significant benefits, no one can argue against the benefits of coverage that occur as a result of being recorded.
Employees should be actively telling stories: One of the major qualities of a great employment brand is that employees go out of their way to tell stories about the firm’s administration, business practices, and influence on their life because nothing talks better than experience.
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Lewin’s 1951 three-step model to manage change in the workplace.
There are many ways of incorporating change at a work place. Many strategies have been reformed over the years of corporate management. One of the theories and subsequently the model of change was given by Kurt Lewin in 1951. Kurt Lewin was a psychologist who is considered to be the pioneer of modern organizational psychology. Mr. Lewin gave a three-step model to incorporate a change in the work place. He developed this model in the 40’ and was implemented later in the 50s and 60s. The model still holds good for the current working scenario setups. The article explains the three steps and the way they can be implemented in a specific or general workspace.
THREE STEP MODEL
The three steps, although very simple in the name have some complicated connotations. The three steps are named as unfreeze, transition and freeze.
Figure 1. Kurt Lewin model for change management
UNFREEZE – According to Mr. Kurt unfreezing is done by reducing the forces that are striving to maintain the status quo and disassemble the prevailing culture of the system. This should be done by giving the workers and supervisors a situation where they realize that the problem exists in the current culture. This will eventually make everyone realize that a change is needed. Hence the terminology of “unfreeze” which means to disassemble the process and take a step back to see the damage being done by the prevailing culture.
Tips for the Unfreeze step – It should be understood before unfreezing that change should not be inculcated just for the sake of likes and dislikes. It should be based on some sort of analysis. Some sort of order should be maintained while the unfreezing process is underway. A simultaneous method of working should be in place before the current status quo is challenged. It is also necessary for the workers and supervisors to be on board the change and the reasons for the change. These plans should not be prepared and implemented in closed offices without any reason told to the people that will be affected by that specific change. For this honesty and proper means of communication should be established otherwise the unfreezing process may fire back.
TRANSITION – According to Mr. Lewin transition relates to developing new attitudes and culture by changing the overall culture and processes in the work place. This phase accommodates for the lack of trust by the workers as change is taking place. Human nature negates change and applying the change model may come to some people as a challenge to their old working methods. Therefore, firm resolve from the management side is absolutely necessary to avoid confusion in the change process.
Tips for the Transition step – The most important factor in this step is the smooth flow of communication between the top tier and bottom tier through the middle managers. Therefore it is required for the management to be involved in the complete transition step so any sort of miscommunication can be avoided. The policy made for change should not be considered to be etched in stone, and running changes can be made when necessary to avoid any unforeseen instance. Transition step should also be broken into different steps so that the progress can be easily and effectively measured in the transition step.
FREEZE – According to the model, this is the final piece of the puzzle. This as it names states relates to the freezing of the change that has been implemented in the transition phase. This is the point of no return and old ways should not be opted for in any case. If the model is not working, another change model should be worked out to revert back the process or make it better. Once the process and change are frozen, it should not be played with.
Tips for the Freeze Step – It is important to communicate the goods that come out of the whole change process. It is necessary to involve the workers in your success as well as failures. Communication is also important in this step as it was in the previous two. Many people will try to revert to the old ways under the radar, but it is important to keep an eye on indicators that tell about this force being applied. It is necessary to freeze the process irrespective of personal motives and incentives. Only the company’s well-being should be kept as a goal. To ensure this, regular meetings with the key members should be held to understand the change and the effect it has brought in the work space or organization. Training new people in new ways is also important so that the next generation of the company follows the new culture rather than being misguided on the old methods.
The change model presented by Kurt Lewin shows that a work place or organization needs to improve consistently. For this, the change process and change management are absolutely necessary. The change once decided by analysis and process should then be implemented and constantly reviewed so that the organization moves in a positive direction over a period of time.
No organisation in this world can prosper if it doesn’t satisfy its employees
No organisation in this world can prosper if it doesn’t satisfy its employees. Before talking about the external customers, a company needs to talk to the internal customers which are its employees.
The profit of a company is related to the productivity of the company. The productivity of a company is in turn directly proportional to the level of satisfaction the employees feel while working for it. The more the employees are satisfied, the more will you be able to witness the productivity amongst them? Some of the best ways to increase the level of satisfaction of the employees in a company are:
Make them comfortable:
If you do not come up with an idea of orientation amongst the employee, they won’t be able to feel comfortable in the environment. Mingling with the peers is required for them in order to be able to work comfortably with them. A formal, as well as informal orientation, is required to make the new employees own the company as much as the previous ones do.
Everyone has financial needs and if your rival offers a good salary to the best talent that you have, he will immediately make the decision to switch. It is that one fight that every company in the world has. Losing the best talent makes it difficult for the organisations to come up with the same level of productivity once again. Therefore, in order to keep them satisfied, make sure that you provide the competitive salary and other monetary benefits to your employees.
Being generous and empathetic is what you need to be in order to make the employees feel that you care for them. Informal events like celebrating an employee’s birthday or an instant party for an employee’s promotion will enhance his regard for you. If you treat your employee like a family member, he would never want to leave you. The level of contentment automatically increases manifolds when you show unexpected friendly gestures.
Training and development:
No one really wants to stay at the same level of skill for the rest of his life. If you come up with regular training and development activities for your employees, it will increase the functionality of the employees. Along with that, the idea that the organisation is actually doing something to develop the employees will enhance the level of satisfaction felt by the employees in the company.
Fringe benefits work wonders when it comes to enhancing the level of productivity of your employees. Providing small and unexpected benefits to the employees will rejoice them and they would love to work harder for the organisation next time. A simple massage, a tour to an exciting place or a complementary lunch will work marvellously.
Value their feedback:
Nothing provides satisfaction to a person more than the idea of him being heard does. IF you really want your employees to flourish, make sure that you keep asking them for their point of views time and time and encourage them to speak up their minds. They will feel valuable and would try to come up with unique ideas to share.
Hygiene is an important and critical part of the life of any human being. The importance of hygiene can be best understood by the fact that almost every religion on earth has preached hygiene. The benefits of hygiene are not only limited to the physical structure of a human being, it also influences some psychological behaviors. It creates self-confidence, boosts morale and uplifts the self-esteem of a person.
Why is hygiene so important? Why has man converted his forests and lands into cleaner roads and proper societies? The answer is simple. Hygiene is a measure of a person’s way of life. A person having good self-hygiene not only enables himself to feel comfort in his skin but it also helps others around that person, to work in comfort. A person with good values will never ignore his personal hygiene.
Every workplace has its norms and policies. Cleanliness and personal hygiene are always a part of these norms and policies. All businesses have a dress code. This dress code is a part of the self-hygiene of employees. Maintaining a proper hygiene at the workplace is very important for the good reputation of businesses. Both the office authorities and the employees need to take care of the hygiene. No boss would want a dirty person to represent his company in the market or in front of the public. Similarly, no employee would want to work in a firm with dirty restrooms, cubicles, and environment. The contribution by both the parties is essential for the good reputation of the firm.
Contribution by the workplace authorities:
Employee retention is one of the major concerns of the firms nowadays. Keeping the employees happy and content in their workplace is very important for the consistent success of business. Employees are greatly influenced by their workplace environment. A tempting workplace creates a good level of comfort in the employees. Keeping a workplace clean helps in creating a good environment. There are several essential measures that can help maintain the hygiene of the workplace. Some of them are mentioned below:
Emptying the trash cans on a regular basis.
Regular cleaning of restrooms.
A Spray of some light air freshener in intervals.
Cleaning of the windows.
Contribution by the employees:
What would happen if an employee, who is supposed to give presentation to a multinational company, shows up with messy hair, no tie, rough nails, dirty shoes and smelly body? The answer is obvious, he’ll get fired the minute he sets his foot in the office. The standard of hygiene of employees of a firm gives the idea of how good the firm is. Maintaining a proper self-hygiene by the employees is as critical to the repute of the firm as their performance. Some essential measures by the employees are discussed below:
Following the proper dress code.
Taking a bath every morning before coming to office.
Proper haircut and hairstyle.
Use of a deodorant.
Self-hygiene greatly enhances the value of a person. If employees maintain their hygiene up to the mark, they fall in the good books of the boss automatically. Also, a clean workplace ensures good health of the employees and they are less prone to contagious diseases. Consequently, the performance of the employees is greatly increased.
How employers can express appreciation to employees
Employee retention has emerged as a new kind of nightmare for the employers. The increased competition in the business world has given rise to this monstrous problem of employee retention. Keeping employees happy at their workplace is a very important for the continued success of a business.
There are many ways to prevent the employees from switching their jobs and keeping them content in the firm. One of the major ways to keep employees happy is to appreciate them. No person on earth would like to work in a firm where he is not appreciated, respected or valued. Appreciation is surely a magic that can change the moods of a person in a good way. There are many ways of appreciating the employees. Some of them are discussed below briefly:
Reward: Setting up some kind of rewards for good work is an important way of appreciating the efforts of an employee. Whenever an employee shows some good performance as compared to the performance of the past, he should be rewarded. That reward not only gives him appreciation but also gives the motivation to work even better and with more attention.
Honor the opinion: Whenever a difficult scenario comes in the middle of a business proceeding, calling up employees and taking their opinion in that matter helps them feel valued. They realize their importance in the firm and thus feel as a part of the firm. This creates loyalty and honesty in the employees.
Show the good work:Appreciation comes in different flavors. Endorsing the good work done by an employee and mentioning it in front of whole staff can be a good gesture of appreciation. This gesture makes them feel honored. Their correction in case of a mistake in private space would always be a good idea. Honoring the employees in front of everyone and correcting them in private is the key to building a strong relationship with the employees.
Decision making: Allowing the employees to make crucial decisions in some kind of deal or proceeding makes them feel appreciated. They start trusting their own abilities which creates confidence in them. This can help in the grooming of the employees in the exposed business world.
Extra time off: Giving some extra time off to an employee wouldn’t harm the firm but it would greatly increase the happiness level of an employee. Such perks are always good for the growth of the employees. Monitoring the condition of workload keenly and letting the employees take some time off accordingly is a good way of giving respect and appreciation to their efforts.
Factors like respect, reward, value etc. contribute towards the appreciation of employees. Appreciation of employees helps in creating a comfortable environment for them. Helping them with their tasks, taking them out for lunch or dinner, getting involved in friendly discussions and rewarding them with small bonuses means a lot to employees. All of this is an investment in the firm. The more the satisfaction of the employees, the more they perform well.
Many of you will not be aware but Paulette McCormack, Director of Fresh HR Insights Pty Ld is completing her Public Speaking Accreditation through PowerTalk. As part of this Paulette needed to write a speech to Inspire and deliver it. Glad to say she passed with flying colours and below is the speech.
Speech to inspire
Today, is a good day. Do you all agree?
Because someone you love is sick, or perhaps you feel under the weather – or because you don’t have enough money in your pocket – or maybe because all you want right now is some sleep?
But I still say: today is a good day.
I shall be stubborn and adamant on this, till someone can prove me wrong. And to prove me wrong, you will have to convince me, that just being alive today, doesn’t make it a good day. Because you know what? I firmly believe that as long as you live, everything will be okay. It doesn’t sound as impressive when I say it, but it was most beautifully expressed by Daphne du Maurier, and hear what she said:
‘‘You will embark on a fair sea, and at times there will be fair weather, but not always, You will meet storms and overcome them, You will take it in turns to steer your boat through fair weather and foul, Never lose courage, Save harbour awaits you…in the end.’’ There, now do I have everyone’s vote that today is a good day? Probably not, but I’ll let you all clap for me anyway. Because I believe in staying positive! And today, I want you to start believing in it too. Yes, right here and right now. You can start immediately, no registration required. It’s absolutely free too! All you have to do is to believe, with every fibre of your heart and mind, that today is a good day. Because by doing that, you will conquer the obstacles in your path, and break free from the stress that you have harboured inside of you.
By believing that today is a good day, you will teach yourself to compromise.
Today I want each and everyone in the audience to dig deep and find your most precious, most valuable ability. The one ability that can make or break you, the one that can help you survive even on the brinks of death. And that ability is your ability to bounce back. The ability to face hard times and challenges head-on, and push through, and achieve what you were looking for.
You see, the obstacles on the way make the goal rewarding. The ups and downs in life make life worth living. It would be a pretty bland existence if everything was just running fine, every day, all the time. Yes, you would be bored of perfect weather all year round – even if you hate it when the rain soaks your shoes. Taking each and every development as ‘good’ will help you build a strong, positive mindset.
There are some adversities which may seem to be just too much to bear – just last week a student committed suicide because his mother was diagnosed with cancer. He couldn’t face it – the stress of the treatments, the worry of the effect on studies, and the fear of tomorrow laid to rest a young life that had so much before him. Where was he to find positivity from, you ask?
Well, I will risk sounding clichéd, but I must say: every cloud has a silver lining. If he had had a positive mindset, he would have contacted the support groups of cancer survivors who could have pulled him through the fear, as well as help his mom. He could have lived, if only he would have believed that things will get better. Cultivating this belief is not easy: but it’s not hard either. Repeat after me!
Today is a good day.
You’ve lost a pet to a flu today – but it’s good that poor Bubbles won’t feel any pain anymore. And it’s a good day because maybe you can adopt a needy soul from the rescue shelter now? I’m telling you, it’s very important to see things from this perspective. When you start thinking positive early and start building a positive mindset, you can control your mind and your emotions in a way that even baffles science. You will see solutions when everyone else looses hope. You can be the key to your own successes. Once you’re in control, nothing can unhinge you. Be positive. Be happy. Be strong. Today is a good day.’’
Terrie Brushette summed this up well.
Never stop caring about the little things in life.
Never stop dreaming, and don’t give into strife.
Never stop wondering are we on our own.
Never stop thinking has your spirituality grown.
Never stop building bridges that lead to better tomorrows.
Never stop trying, and don’t give into sorrow.
Never stop feeling amazed at the beauty that surrounds you.
Never stop hearing the music, and don’t give into the blues.
Never stop pushing away negative thoughts that make you feel sad.
Never stop looking at the all the miracles we have had.
Never stop loving the ones you hold dear.
Never stop giving, and don’t give into the fear.
Never stop smiling, but look forward to each new day.