Welcome to The People & Culture Office – Quality HR solutions for organisations Australia wide

No Lock-in Contracts, No Ongoing Fees, No Hard Sells

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

Your Recruitment Playbook

Your recruitment playbook

One of the keys to running a successful business is having the right person, in the right job at the right time.

But landing great people is easier said than done, especially when you’re competing against big competitors with deep pockets and a plethora of dedicated recruiters.

Right now, the reality for many businesses is that quality candidates, or just any candidates for that matter, are hard to come by.

Whether that be because of a skills shortage, geographical location, that the vocation lacks a bit of “cool factor”, ineffective recruitment practices or the reputation of the employer; businesses approaching their talent acquisition efforts without having some sort of plan in place is an inefficient use of financial & people resources

To drive your company’s growth & success, you need a plan that gives you a shot at bringing in the top talent.

In fact, the top 10% of candidates have often landed their next role after searching for just 10 days, while the average time to hire for most companies is around 29 days!

By clicking here, you’ll find a Recruitment Playbook full of tips and tools that will help you recruit with the big guys & level the playing field

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

You can find us on our socials, give us a like on Facebook and follow us on Instagram

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.

The psychology of recruitment

The People & Culture Office Recruitment

When it boils down to it recruitment is ALL about psychology, right from the moment a job vacancy arises through to the candidate starting and being retained, psychology impacts every step of the way

Before you commence the journey towards recruitment success you need to be able to answer the following 2 questions. What is the primary motivator for jobseekers and exactly WHO are you looking for?

Who are you looking for?

You can’t recruit effectively if you don’t understand the brief. What are the ideal skills and capabilities? What behaviours will best suit your ideal culture? (remember you are recruiting for the culture you want, not the culture you have). Are the skills required scarce?

Think about: Soft Skills – What soft skills does a candidate need to thrive in this role?; Culture and values – From a culture perspective, what are the necessary soft skills/values needed for this role?; Top performer – Who at our company is a high achiever in the same role?; Technical knowledge – What technical knowledge and/or qualifications are needed for the role?

A framework such as our Key Behavioural Capability Framework identifies the capabilities required to achieve organisation and team objectives. It guides the recruitment of suitably qualified staff. Through the use of the Framework your recruitment practices can be adapted to ask behavioural questions that will quickly identify candidates who possess the skills, behaviours and values to drive achievement of your operational outcomes.

Whats the motivator?

According to the Australian HR Institute 2019 Turnover and Retention Report, the top 5 reasons for leaving a job are: lack of career progression opportunities; better pay elsewhere; poor workplace culture; lack of training & development and poor work life balance.

It makes sense then when composing our advertising we touch on these motivators to appeal to those who place a high priority on them.


For the purpose of writing the remainder of this blog a quick Google search has pulled up some Core Values of a random organisation, and I’m going to pretend I’m looking for an Administration Coordinator.

Our Core Values – Accountability; Safety; Efficiency; Respect & Courtesy

Our Key Behaviours & Capabilities for the position – Welcome new challenges and persist in raising and working through novel and difficult issues; Promote a culture of integrity and professionalism within the organisation; Liaise with stakeholders on key issues and provide expert and influential advice; Build a culture of respect and understanding across the organisation; Drive a culture of achievement and acknowledge input of others; Exercise due diligence to ensure work health and safety risks are addressed; Comprehend the wider contexts in developing long term goals and determine strategies and actions required to achieve such goals; Encourage others to challenge “the way we’ve always done things” to increase efficiency and effectiveness.

The psychology behind the job ad

Your job ad needs to consist of more than a list of duties followed by a list of skills. Remember you are attempting to make a connection with the jobseeker, you want to use language that creates the ability for the jobseeker to imagine what it is like to work for you. Bullet points don’t convey the same amount of impact as taking the candidate on a journey with you.

Employ tactics that excite and engage

“The People & Culture Office is seeking an experienced Administration Coordinator to join our dynamic team.

A key role in our organisation, the Administration Coordinator drives the achievement of our strategic goals through leading a team of administration and finance professionals.

To succeed in this role you will require demonstrated experience in a similar role, including the ability to effectively lead and mentor high performance teams; you will require excellent time management and communication skills coupled with the ability to build effective relationships with internal and external stakeholders.

But what is really important to us is you, we recognise that our people build our organisations success and our values guide everything we do, including who we recruit. We value employees who embrace a culture of respect, integrity and achievement. Who have a safety focus and who exercise due diligence in all that they do; who strive to achieve because we know when you do well, we do well.

In return we will offer excellent compensation and benefits, personal development opportunities and a great place to work”

The psychology in the interview process

Asking behavioural questions is a good way to spot candidates who’ll excel. Behavioural based interviewing is the understanding that past behaviours determine future behaviours, by asking scenario based questions you can analyse candidate responses to measure their suitability for the role in question.

For example adaptability is essential for thriving in a rapidly changing work environment. Given that 54% of employees may require significant Employees who are adaptable are more likely to achieve better outcomes as priorities shift or setbacks occur, since they’re already comfortable making strategic adjustments. or upskilling over the next few years to keep pace with new technology and evolving business needs, adaptability is essential. You may want to ask questions such as:

  • Tell me about a time when you were asked to do something you had never done before. How did you react? What did you learn? Listen for: Excitement about tackling new challenges and willingness to leave their comfort zone, knowing they’ll learn something valuable from the experience.
  • Describe a situation in which you embraced a new system, process, technology, or idea at work that was a major departure from the old way of doing things. Listen for: Eagerness to explore new ways of working and improve based on what they learn; if they discovered a better way; whether they embraced the change.

Interview for culture fit. Companies with inclusive talent practices generate up to 30% higher revenue per employee. Employees should be fundamentally aligned with your company’s mission and core values. But finding the right person for the job doesn’t mean finding someone who’s exactly like everyone else. Ideally look for someone who not only “fits” your ideal culture but can also enhance it. Weed the top performers out by asking:

  • What are the three things that are most important to you in a job? Listen for: Alignment between what’s most important to them and what the role and company have to offer.
  • Tell me about a time in the last week when you’ve been satisfied, energised, and productive at work. What were you doing? Listen for: An indication that the work environment and day-to-day responsibilities are right for them.

65% of candidates say a bad interview experience makes them lose interest in the job

Its all about them, not you

The whole point to the interview process is to get to know the candidate so you are able to get an accurate insight into how they will fit within your team. All candidates feel nerves but an overly formal, stuffy recruitment process does little to put those nerves at ease. The goal is put the candidate at ease so they relax enough so their personality shines through.

Build rapport by centering the conversation around them. The goal is to solidify trust and uncover their wants, needs, and strengths. Stay genuinely curious. Be authentic. Don’t fool yourself into thinking tricky questions, formal / big panel style interview processes makes you appear professional.

To jobseekers, the recruitment team’s style offers a glance into life after hire. And for your organisation, it’s an opportunity to differentiate yourself from competitors chasing the same talent. Hiring is an intimate process. Make candidates feel welcome, and they’ll be far more likely to see it through to the very end – the start of their journey with 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

You can find us on our socials, give us a like on Facebook and follow us on Instagram

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.

What is it that you do?

I know you work in HR but what do you ACTUALLY do?

I don’t know a single HR person who hasn’t been asked this question at least once.

More than just policies and hiring & firing, HR is an integral component of any business looking to succeed. Human Resources is the function in an organisation that manages all employees and ensures maximum engagement & productivity, as well as making sure the company is protected from any issues that may arise from the workforce.

So what is it I can do for you?

A lot of businesses have been sold this idea that an outsourced HR function is a booklet of extremely (boring) generic policies, a template of an employment contract, a lock in contract and monthly fee’s whether you use the service or not.

Heck no! And I can’t stress this enough HECK NO!

Quality HR is a function that will add value to your business, policies are there to support the operations, but the role of HR in a business is a strategic one.

While a lot of senior managers view HR’s role as being there solely for the company, a good HR person will balance whats best for employees against a managers expectations. HR’s main objective is to minimise risk against an organisation, so understanding how managements expectations will impact the workforce, both in a positive and negative way, and being able to communicate that in a respectful and persuasive manner, is the role of HR. Theres no point in acquiescing to every request from management if it’s likely to bring the organisation before Fair Work and / or totally destroy the reputation of the organisation within the community and as a good employer.

Managing risk isn’t just about keeping Fair Work from your door, it’s managing the risk of not having the right people in the right place at the right time, the risk of developing a poor reputation as an employer, the risk of not being able to recruit in a proactive and cost effective manner, the risk of losing your top talent because you aren’t addressing performance issues and the risk of setting your pays way too high or way too low.

The People & Culture Office is Kalgoorlie owned and operated; with a background in mining & trades and considerable experience in undertaking high volume recruitment we are your local choice for quality HR services that will add value to your operations.

No lock in contracts, no ongoing fee’s and nothing but one on one quality service.

If you’re looking for less selling and more helping its time for us to chat.

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.

Talking Business with the City of Kalgoorlie-Boulder

Register for your free ticket here

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.

Value, parity & pay strategies

Going out and chucking money at people to come work for you, no matter how tempting it may be to secure their employment, is fraught with devaluing the efforts of others and creating a poor workplace culture.

Employees evaluate their pay, and the fairness of their pay, relative to other employees in the organisation. Employees measure the ratio of their total compensation & benefits (salary, bonus’, flexibility, working conditions) to their effort, ability and experience at work, and then compare it to others.

If there’s a perceived inequity employees can usually be depended upon to act in ways in which they believe restores equity. Such as:

  • Reducing their output at work such as not working as hard, not contributing to discussions, going through the motions and doing the bare minimum
  • Increasing their “compensation” ie: theft. Research was conducted in several manufacturing businesses who had to temporarily reduce pays by 15%, it found the incident of theft amongst the workforce doubled during this time.
  • An increase in dysfunctional behaviours such as high turnover, frequent absences and and unwillingness to work as part of a team.

When looking at creating an effective compensation and benefits strategy you are looking at being competitive to what is happening externally and achieving parity internally to ensure you are achieving the right outcomes from your strategy, as well as ensuring it aligns with your strategic and operational goals.

Last year I wrote this blog on compensation strategies. An effective strategy should allow your business to remain competitive in the labour market to attract a high calibre of talent while maintaining controls on the upper salary limits, encourage and reward high performers and reduce turnover.

Within the mining industry many of the big miners subscribe to the MacDonald report which benchmarks salaries across the mining industry. Hay’s recruiting has a similar report for download, though it lacks the depth of qualitative information that the MacDonald report includes.

Other ways of collecting data on industry rates of pay is to ask peoples expectations and current rates of pay at interview, conduct exit interviews to gain an insight on the employees decision to leave your employment and request feedback on your pay and benefits, trawl seek with the salary filters on to see the pay ranges your competitors have set.

As with anything in your business it should be approached in a considered and consistent way, backed up by research and data.

“Without data to back your decisions you’re just another person with an opinion”

The experienced team at The People & Culture Office can develop a best practice compensation and benefits strategy to help you achieve business success. Contact us to arrange an obligation free meeting.

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

This post is the 5th in a series of how quality HR solutions can add value to your business. Catch up hereherehere, & here

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.

The lasting legacy of poor leadership

“A fish rots from the head down”

My friend was stood down from her job due to COVID-19 on March 23, she, along with her colleagues, hasn’t had any contact or communication from her employer at all during this time. At the time of writing this blog that’s been 11 weeks.

I have another friend who’s team at work was sat down by their manager a matter of hours after initial lockdown announcements were made and were told they’d probably have to make people redundant. This is a business who’s core operations were not affected by the lockdowns at all. No discussion about how the operations may change or how the business values their employees and will aim to do everything in its power to retain jobs – straight to the fear inducing.

Kylie McLerie from Collective Culture Consultancy, a Kalgoorlie based business consultancy service that specialises in leadership development, believes that “Leadership is, or should be, a people based exercise. Effective leaders are always remembered for how they made people feel valued and part of the big picture, not simply a cog in the wheel.”

Leadership comes from inspiring and empowering those around you, a position title doesn’t make you a great leader, which is why you find great leaders at all levels of an organisation. (You can read more about this here).

If I were to ask you to think of your most inspiring and well respected managers or supervisors at work, and their most admirable traits, many of you would respond with some common themes; honesty & integrity; good communicator; inspirational; accepts accountability; empathy; ability to delegate & empower; humility; transparency; resilience and decision making capabilities.

Kylie McLerie states the ability to be a great leader comes from the ability to “be the standard that you expect. If it isn’t modelled from the top then it won’t be part of the culture”

“What you do has far greater impact than what you say” Stephen Covey

An organisations culture is the standard it accepts, not the standard it expects. If a leader can’t emulate the right behaviours then why should your employees?

Which brings me to my opening quote “A fish rots from the head down”

If a leader in your organisation thinks is kosher to not follow policies and procedures; lead by intimidation and fear; not communicate; speak poorly of clients, employees and / or people from minority groups; withhold relevant information from employees, then guess what?

Your employees will think that it’s ok to act that way as well

It will impact business profitability significantly.

Employees will have low rates of engagement and productivity, they’ll speak negatively about their experiences while working for you and you’ll suffer frequent and high turnover – and that’s just the obvious symptoms of poor leadership.

“Leadership is not about you; it’s about investing in the growth of others” Ken Blanchard

Employee HR Meeting | The People & Culture Office | Kalgoorlie

In 2015 a behavioural statistician, Joseph Folkman, commenced a study to look at the legacy of poor leadership within organisations. The aim was to conduct analysis to reveal any correlation between an executives capacity to effectively lead, and the impact of that leadership style on their direct reports and so on throughout the organisational structure.

Joseph gathered 360 degree feedback on 6000 leaders, looking specifically at the feedback from their direct reports and was then able to match those direct reports to 360 degree feedback from their direct reports.

The results were statistically significant. Managers who came in at the lowest 10% for their coaching skills had direct reports who’s coaching skills rated in the 45th percentile. Thats 5 points below average. On the flip side to that, Managers who scored exceptionally well for their coaching skills had direct reports who scored in the 60th percentile, or 10 points above average, for their coaching skills.

It is clear from this study that good coaches tend to develop good coaches and that poor coaches influence others in the opposite direction.

If you promote internally you can see the legacy implications of poor leadership.

“Value your team, you’re only as good as the people around you” Ali Kent

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.

In the wake of a global pandemic, what changes will you make?

This morning I made my pilgrimage to the local coffee van in the park, my journey there is adjacent to a number of bike paths and walking trails. For the past 7 weeks my well trod journey has presented young & old out riding bikes, walking, Mum & Dad and the 2.5 kids out living their best lives in the sun & soaking up nature.

The global pandemic has seen the best and worst of humanity, amongst the stories of dust ups in the Woolies loo paper isle are stories of bike sales going through the roof as people step away from their smartphones and endless social commentary about the future of work.

Nationwide lockdowns and directives from all levels of Government to stay home has opened the door to many employees having a work from home conversation with their bosses.

If the past 7 weeks have taught us anything, for many employees having to continue to structure their work around traditional office hours, in a traditional office building, dealing with traditional office politics is an outdated, and unwanted mechanism.

See, the thing with employees is they have lives outside of work. They have children and elderly parents, friends and pets they’d prefer to spend a lot more time with. Big, big lives that don’t always fit into the neatly compartmentalised structure of the daily grind we have been conditioned to accept.

What happy, productive employees need is flexibility. The freedom to structure their workday around the other demands in their life.

COVID-19 gave parents the ability to work from home and spend a lot more time involved in their kids lives, lots of very confused (but happy) dogs were going for lots of walks and trips to the park as more and more people grabbed any opportunity to get outside and soak up the sun & fresh air. For many, our lives simplified and became a whole lot more free, quite literally overnight.

People found that with out the constant interruptions and frustrations of office politics they got so much more work done.

But, as with everything what works for some won’t resonate with everyone.

Recently Mark Bouris interviewed Georgia Vidler, Director of Product at Canva on his podcast The Mentor. Understandably their conversation quickly turned towards the changes Canva had implemented to continue being a productive organisation in the face of the lockdown & social distancing requirements in Sydney. Mark admitted that prior to this period he always thought people requesting the flexibility to work from home were having a lend of him, what he found was he had a much, much more productive workforce.

While employees were positive about the changes made, there was a good percentage who indicated they liked working from home but also craved the social interaction that working in the office gave. They didn’t want to be back in the office full time though, they wanted a blend of both. This lead to Mark looking at creating 2 teams and having them in the office a week about, of course this means going forward he needs less office space, giving up a whole floor in the Sydney CBD will offer considerable cost savings.

But more importantly to the sustainability of the business, Mark was able to see a different – a better way – of working and ran with it.

I’m not pollyanna, I am aware that not everyone working from home will do the right thing, but chances are if they are that way inclined they probably aren’t working to full capacity in the office either. A line manager who has an understanding of each job role and the expected outputs will pick up on this pretty quickly and effective performance management processes will address the shortfall in achieving the expectations of the organisation.

Given that you pay people to do a job, not sit in a chair, if the job isn’t 100% customer facing does it really matter where the employee works from? And if they are achieving their outputs does it really matter if they only work for 7 hours on the odd day here and there instead of sitting on Facebook for the last hour of the day because people can’t get past the concept that unless they are “at work” for 8 hours then they aren’t getting full value from their employees.

I know I’d rather an absolute star who applies themselves and gets their work done in a 4 day week than pay someone to fluff around for the majority of the day and be under the pump to meet deadlines.

Quality over quantity baby…….. Quality over Quantity.

What changes do you hope to come out of the global pandemic? Have you made any lifestyle changes that improves the quality of your life?

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.

It’s a vibe

Have you ever walked into a business and it’s evident that it isn’t everyones ideal work environment?

They just don’t suit the vibe of the business………… there’s something that’s just off.

I’m not talking about appearance. Hiring for cultural fit isn’t about how someone dresses, how attractive they are, the presence of tattoo’s, piercings and everything else that falls under the umbrella of employment prejudice.

This is about defining your strategic direction and values and then developing a set of strategic people processes that will assist you with achieving your business goals.

People processes that are developed around a balanced scorecard.

Businesses who place too heavy of a focus on skills risk having a dysfunctional workplace culture. At the extreme end of this concept are organisations that recruit based on skill based selection criteria’s, and score each candidate based on their ability to meet each criteria, at the lower end, and most common use of this practice, is to look at a resume and base the hiring decision around a degree, trade or years of experience in a particular industry.

The problem with this approach is that yes, technically they can do the job, but is that person actually someone that you would want to represent your business?

Do they have personal attributes that align to your values? Do they understand where your business is headed and have the right attitude to help you get there?

Skill & Competency versus Behaviours & Capability. The approach should be balanced, a nice little blend of both.

Drilling down, this is about finding employees that fulfil your expectations in regards to personal attributes, relationships, delivering results and the functional aspects of their jobs.

This is why we’ve developed our Key Behavioural & Capability Framework, to provide a toolkit towards achieving a competitive advantage through your people.

This balanced approach to your people management feeds into everything you do, it permeates through each and every initiative involving your employees. It starts with your organisational strategic direction, the framework takes your operational goals & values, develops a set of behaviours and capabilities and cascades them through assessing the capability of your organisation, how you recruitment, how you manage performance, how you develop your employees and how you plan for the future.

An all encompassing HR strategy to meet your business needs.

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 4th in a series of how quality HR solutions can add value to your business. Catch up here, here & here

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.

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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.