Expecting your employees to discharge their job descriptions as agreed is not unreasonable. Contrary to popular belief, it’s not difficult to dismiss serial poor performers. There’s no general rule that you have to give an employee 3 warnings, or even 1 warning, before ending their employment. But there’s a way to do it that is fair and reasonable and keeps you out of trouble.
Research tells us that the number 1 reason people leave jobs is because they don’t feel their contribution is being valued or they don’t feel ‘heard’ and it’s often not until their resignation is on the table that a manager sits up and takes notice. A solid Grievance Handling Policy can prevent this. But what is it and how does it work?
The top 5 reasons why Australians quit their jobs or start looking for a new one have been pretty much the same for a while now. Yet we still see people resigning for the same reasons. And it’s not what most employers think. So, what are the reasons and what can you do to pre-empt them?
We’ve had three female candidates in the last month asked in separate job interviews whether they are planning to have children any time soon. All three women withdrew their applications as a result. So, why can’t you ask that question? And what questions can you ask?
Engaging contractors to keep your employee headcount down can seem like a good idea – no tax, super or work cover obligations to worry about and you can finish them up when it suits you. But if it’s found they aren’t genuine contractors, you can be hundreds of thousands of dollars out of pocket. So how do you tell the difference between an employee and a contractor?
Every company strives to achieve and maintain the two big “P’s” – Productivity and Profitability. It’s universally accepted that a huge part of achieving both is making sure the third ‘P’ is working for you – your People. But in your efforts to get the most out of your people, are you ‘killing’ them? So, what are the secrets to keeping you and your team on track, happy to be at work and performing at their very best?
The emotional long haul of the pandemic has taken a toll on everyone and we need to understand how that will impact productivity and profitability as everyone starts drifting back to the office. It’s called ‘languishing’ and here’s what you can do about it.
The ‘great resignation’ that was predicted has started. Are you confident that your staff are all really locked in and secure for the coming year? Like any relationship breakdown, the signs of a pending resignation are often there. It’s just that we prefer not to see them, so we don’t – the head in the sand approach that is all too familiar. So, what are the signs that someone is fed up and about to leave?
If you decide to mandate vaccines for staff in order to comply with the re-opening rules, are you going to be hit with a claim after December 1st? Data gathered from employees suggests you can approach your vaccine policy with confidence.
Last week we had our first candidate instruct us not to represent her to any firms who intend to mandate COVID vaccines. Welcome to the new world! But employers must tread carefully on this subject of mandating vaccines.
Getting someone to start with you is only the beginning of the employment relationship. The first 4 minutes, the first four hours, the first four days and the first four weeks are the critical milestones in laying the groundwork for the success and longevity of your new hire.
Even though unemployment levels are still high in a number of sectors, Hiring Managers and Recruiters are struggling to get the candidate response rate they’ve been used to. The candidate market is thinking, feeling and engaging differently as a result of the last year and we need to catch up with that.
What can Winnie the Pooh, Piglet and Tigger teach us about effective leadership? And team behaviour? Well, quite a lot it seems. For starters, we know that Tigger will be the one posting inappropriate content. And Owl and Rabbit have the potential to drive everyone mad. And Pooh thinks injecting bleach sounds like a good idea. Thank goodness for Christopher Robin!
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