Welcome to The People & Culture Office – Quality HR solutions for SME’s

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

Oh. My. God!

I don’t know about you but my head has just been in a spin the past 2 weeks; helping my clients make necessary changes to their business operations while simultaneously wondering if I will even have a business in 6 months.

Watching webinars to see what other businesses were implementing so I could *hopefully* keep my clients just that one step ahead. Trying to preempt what might happen next while assisting with contingency planning based on what we know now.

It’s been a ride that’s for sure. Pivot is everyones new favourite word but every time I hear it I’m like

Last week I shared some clips to Facebook & Instagram with the aim to disseminate the most pertinent information, I want to make use of this post to be able to expand on that.

Unless your employees have just awoken from a coma they know something pretty unprecedented is happening in Australia right now. Early survey data is showing overwhelmingly Australians are feeling anxiety and fear. These feelings can make employees feel unmotivated, detached and less obligated to their employers. If management isn’t communicating with employees then you can expect these feelings on steroids.

Don’t hold your cards close to your chest, communication needs to be clear and such that it provides clarity and instils confidence. Be specific, what’s in scope and what’s not, if your strategy is to buy time and preserve cash then communicate that. You need to be open with your employees so you can gain their buy in if you need to need to look at changing rosters and pay reductions. Don’t make assumptions as to what your employees will or won’t do, or that they’ll only look out for themselves.

But, you need to be a role model. And that can mean taking the hardest hit yourself. All trust and respect will be lost if you start making cuts but continue to pay bonus’ to management or treat yourself.

From a people perspective where to from here?

Well it depends on your financial situation; if you fall under the WA or Federal Industrial Relations system; your employment contracts and your relevant Award ** side note Fair Work and the Unions have rushed a few changes through to amend Awards in light of the current crisis. It always pays to check the Award for any amendments before making decisions **

If you can make it through the next 6 months relatively intact after some adjustments you should be looking at purchased leave agreement; amendments to work hours; pay reviews and voluntary leave without pay. These strategies are designed to minimise immediate expenditure with little disruption to your operations and workforce.

If the next 6 months is a bit so / so now is the time to be looking at annual and long service leave liability and if you should be looking at clearing some of that now, rather than at a possible closedown; standing down non essential positions and as a last resort redundancies. The strategy here is to tighten up financially while keeping your workforce “on hold” so you can revert to normal operations as quickly as possible once the lockdowns are over and the economy starts to recover. The Job Keeper payment is payable for employees stood down as a result of COVID-19.

And if you’ve consulted with your accountant and it is likely your business won’t survive this period? Your options are going to depend on your business size because redundancies are treated differently for businesses with less than 15 employees.

What I can tell you with certainty is no matter your size, turnover or industry you should be focussing your attention to the following functions:

Paying for experts; if it’s not your area expertise now is not the time to wing it. At all.

Show strong, ethical leadership; your employees are looking to you for guidance right now, back yourself and lead by example

Plan; look at your cashflow and get business continuity plans in place. Look at your workforce planning. Plan that sh*t out to within an inch of its life

Nail down those processes; If the past 2 weeks has shown you that you need to get some structure to your operations now is the time to do it. From a HR perspective this isn’t just about actually having documents to minimise risk and strategies to add value to your operations, it’s about perception. A business with well presented and accessible information for their employees (and potential employees) looks 100 times more professional than one that has very little in place. And if you think that’s neither here nor there then how about this – employment law is complex and ignorance of your obligations isn’t going to save you from being slapped with a Fair Work penalty.

Pivot! Diversify, Innovate; Has the virus disrupted the way you normally conduct your business operations? Find a work around, get online, change your product. At least you can say you gave it a red hot crack.

Create loyalty; focus on your existing customers and cliental, create a sense of “stickiness” to keep them engaged with your business. Get out there and talk to them, see where they are at, ask how you can modify your operations to service their needs more effectively

Communicate, communicate, communicate; You might be doing something really great behind the scenes, but behind the scenes is just that – hidden from view. If you want people to know what you are up to you need to tell them. Pump those good news stories out. With social distancing and lockdowns people have only social media to keep in touch and this is where your voice needs to be. Still create content but save the hard sells for another time. Right now people just want support, a laugh and to know they aren’t alone.

and finally…………

Be a good corporate citizen; Please? Is it really that hard? Trust your employees to work from home, employ strategies to help with minimising the spread of infection, think about your employees financial and emotional wellbeing; not just profit, got something that would benefit someone worse off? How can you allow them to access it. I wrote this post a couple of months back, I honestly believe attitudes are changing and people are less willing to allow unconscionable behaviour slip on by. Don’t be on the wrong side of history (mic drop 🎤 rant over)

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

I’m here when you’re ready

Now’s the time to start communicating with your employees about the impact of the current crisis on your operations.

Right now we are all feeling a sense of anxiety & fear

During these times, in the absence of a leader who is clear, authentic and transparent in their communication, employees will begin to feel detached and less obligated to the organisation.

Communication (well the right type of communication) can assist with allaying the fears of your employees. People are looking for clarity and confidence in their leaders, now is not the time to hold your cards close to your chest – everyone knows what’s happening out there, they know there is going to be pain, you don’t need to pretend everything is fine.

But you do need to be clear on the reality and what your strategy is.

And it’s time to pay for good advice, let the specialists take care of your people and financial matters. You need to be out there talking to your clients, understanding where they are at, looking at strategies to pivot your business operations, making the necessary changes to your core business.

What can your employees expect if your industry goes into lockdown?

Will you be looking at stand downs over redundancies?

As the lockdowns and job losses impact the economy what is your strategy to minimise the pain?

You have a requirement to communicate any major workplace changes to your employees – we are here, the time is now. 

They need time to plan & prepare – emotionally and financially.

This is all about having a workforce there ready to go back to work when this is all over.     To buy time to weather the storm

I’m here to support you through this when you are ready 

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

People capability frameworks

You’ve developed your mission, you’ve workshopped your values, but how do get from here to a workforce who’s values, behaviours and capabilities fit with your vision of your business and its operational requirements?

A people capability framework that integrates with your job descriptions is a transparent approach to underpin people management strategies and enhance workplace culture.

I’ve used this approach with businesses with just 2 employees through to 100 employees, while the Key Duties component of your job description details the nuts and bolts of the job, the Key Behavioural and Capability component defines the person profile.

How many times have you worked within a team where an employee is perfect on paper but interacting with colleagues and clients has seen them be disruptive to the team culture, productivity, created conflict and upset clients.

Commonly this is created by too heavy a focus on skills and not enough on behaviours & values.

“Behavioural & values based recruitment is the understanding that past behaviours predict future behaviours”

A HR strategy that has at its core a people capability framework is able to develop initiatives and strategies that describe the expected behaviours and capabilities of all employees. The framework is relatively new thinking geared towards building a strong workforce who is able to attract, retain and engage a skilled, capable and motivated workforce. It serves to meet future needs, aligning employee performance with organisational strategy, identifying workforce development priorities and more.

When integrated with job descriptions each capability group is accompanied by a set of statements illustrating the type of behaviour expected at each level. Each statement is aligned to the values of the business, by combining both the Key Duties and Key Behavioural & Capability Indicators it provides greater opportunity to manage performance and behaviours towards achieving the strategic goals.

You can download a handy guide on how to apply the Capability Framework here

Employment Law & people management is a complex beast, if you need assistance navigating your way around we are on hand to provide support & add value to your business

I‘d love to meet with you to discuss how I can create a HR Strategy that adds value to your business, Contact Me for an obligation free chat.

This post is the first in a series of how quality HR solutions can add value to your business. HR is so much more than a set of policies and procedures. Strategic HR Management is about developing value adding strategies surrounding compensation & benefits, workforce planning, recruitment, performance management and career development. The policies and procedures aspect of HR is about compliance and risk management; they work within the wider business environment but their core purpose is to provide a risk management framework to manage the industrial relations and employee relations aspect of the business.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

A bit of this, a bit of that part deux

This is one of those posts when you have a lot to say but not enough on each topic to justify a whole post on its own 😂

Just bits and pieces that you need to know about, so here we go.

General Protections at Work & Adverse Actions

Are your management actions lawful?

General Protections is a section under the Fair Work Act to protect employees from unfair treatment for exercising a workplace right such as enquires about their pay, working conditions or engaging in industrial action.

Adverse Action is the conduct undertaken by the employer to contravene a general protection. Adverse Action can include treating an employee unfairly, assigning duties to disadvantage an employee, passing the employee over for a promotion or termination of employment 

The Fair Work Commission can impose penalties of up to $12,600 for an individual and up to $63,000 for an organisation plus compensation to the employee 

Flat Rates of Pay

Offering flat rates of pay are commonplace in the Goldfields, however, what a lot of employers don’t realise is that in order for a flat rate of pay to offset Award terms and conditions such as overtime, the contract of employment must contain an offset clause. Without such clause (or a contract of employment) that pay rate is subject to the full Award T&C’s in their entirety ie: penalty rates, leave loading etc

An additional point – when adding offset clauses to your contracts of employment, you don’t get to pick and choose which parts of the Award you wish to keep and what parts you wish to offset, so if you are offsetting overtime you offset every reference to overtime in the Award. Ordinary Hours become the normal hours of work, even when in excess of 38 hours per week, and as a result leave accruals and superannuation will be impacted.

Inherent Requirements

What is it? It’s the essential criteria to fulfil the skills, qualifications and physical capacity of the job. It is the legal standard an employer must satisfy in relation to decisions surrounding recruitment and ongoing employment.

Scenario – It’s a requirement of the position that an employee be deemed medically fit for employment / entry to a clients site. The employer doesn’t supply a job description stating the requirement to meet the medical criteria. Rejection or termination of employment based on failure to meet the minimum medical requirements becomes legally fraught and the employer is exposed to discrimination claims as a result

Scenario- An employee is required to hold a valid C class MDL, the employee loses his license for an extended period which causes difficulty for the employer to assign work tasks that ensure the employee is productive. The employer terminates the employee but without the protection of detailed job requirements and policies the employer is left exposed to an unfair dismissal claim

The takeaway – Job Descriptions are more than a list of duties, they play a significant role in establishing the legal & essential criteria of the employment relationship.

Payment for training, inductions and other tasks outside of work hours

Long story short; if you want an employee to do something they must be paid for it.

This also includes attendance at team meeting or arriving early / staying late to open and close.

The test is, if it’s compulsory then the employee is paid for their time, some business owners will elect to allow the employee accrue time in lieu (TIL) in place of payment. In these instances the employee must receive TIL equal to what they would have been paid – the employee can’t be worse off.

An example is if your employees work a standard day then are required to be on hand at an after hours event. As they had already worked their standard work day any additional hours, if paid, would incur penalty rates. Therefore the TIL is accrued on the same basis ie time and a half, double time etc.

There are slight variances between Awards so it’s always best to seek advice on how extra curricular hours can impact your business

Employment Law & people management is a complex beast, if you need assistance navigating your way around we are on hand to provide support & add value to your business

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

Here’s the thing

When I launched this business I went in search of like minded business people. I needed to find my support network, my bit of community over competition.

I also went in search of other businesses as clients. I tried all the regular stuff, I sent emails, I pounded the pavement, I went to networking events………..

OMG – how awkward & intimidating is networking when you know nobody in the room.

It’s also a concept that’s a bit stale, there’s nothing innovative about it, nothing about it has changed in decades and as a newcomer to the business community I’m not even sure, in fact I know, it wasn’t working for me to build my client base & business.

As someone who has based their whole business model on offering up a different experience to my competitors I was seeking an alternative.

Something a bit cool, a bit fun…….. something a bit different.

And then something amazing happened, I found my community.

A collective of business owners with similar values who were also looking for that………something

So we created it

Business speed dating is a concept that’s been around in the US for a few years but is a reletively newish concept in Australia and definately something fresh & new for Kalgoorlie.

We want to introduce ourselves & our services to Kalgoorlie based businesses, and we want to help you make those same connections in a fun, less awkward setting.

Everything you need to know is HERE, tickets are only $10 and include refresheshments

So the only other thing is….. will we see you there?

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

Is 2020 the year ethics will become cool?

Do you feel like change is in the air? So much happened in 2019, economically, politically, it seems like we’ve kicked off 2020 with a collective “the rot stops now” attitude.

First inclination it’s not just me was reading this article by Gary Martin the head of AIM WA. In the article Gary talks about unscrupulous big bosses like those engaged in the finance industry participating the Royal Commission or those at the helm of wages scandals.

But then he drops a truth bomb, the majority of immoral behaviour comes from regular, everyday bosses.

“Ironically, much of the immoral behaviour in our workplace is driven by everyday bosses who might be beacons of best practice when it comes to personal integrity but unwittingly create workplace environments that allow the unethical behaviour of others to flourish.

Many bosses, for example, make it unsafe for workers to speak up about unethical behaviour in their workplace despite proclaiming that they have an open-door policy. 

They fail to encourage workers to report questionable behaviours and, on the odd occasion a concern is raised, find themselves ill-equipped to take appropriate corrective measures or protect a well-intentioned whistleblower.

Others mistakenly believe ethical issues are suited to post-mortem discussions only after some form of catastrophe has occurred. 

Even worse, some bosses apply excessive pressure on team members to reach unrealistic targets.”

It’s not just bosses who encourage a bit a fudging of the rules to get ahead, there’s also the bosses who turn a blind eye to bullying or other inappropriate behaviour in the workplace – or are a perpetrator themselves.

Then yesterday this article published on Inside Small Business popped up in my Facebook newsfeed.

It’s a vibe, I tell ya!

It’s easy enough for small business owners to think this isn’t about them, those articles are just about big business right, got nothing to do with me.

In a time of low unemployment and skills shortages it becomes evident who the unethical employers are.

Struggling to hang onto to staff while your peers have little disruption to staffing levels at all?

Struggling to attract applicants for vacancies when the competition next door has skilled candidates approaching them?

High absenteeism & low morale?

Are you picking up what I’m putting down here?

Skills shortage, regional living, FIFO; your up against a lot as it is, don’t let poor management practices be added to the list.

Looking to get maximum value out of your Business Plan? We can assist with the development of people and culture strategies to give you a competitive edge over the competition. Drop me a line to learn more.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.