Employment contracts aren’t mandatory in Australia but their absence can create all sorts of confusion and resentment for everyone. Just like a prenup, understanding who owes who what can be a solid foundation upon which to build. So, what should be in an employment contract? And how can they protect employers?
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?
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.
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.
A shortlist of candidates doesn’t always guarantee they are the most suitable ones for you. In fact it could be a disadvantage to your business to rely on it, particularly if you’ve taken a “hands-off” approach to the process.
Job Fit Assessment ensures that you are getting the right person in the job by using psychometric testing techniques that offer valuable hiring insights into candidate personality traits and their organisational fit.
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