In researching this blog I read the following passage; “In the realm of leadership, a revolutionary approach has been gaining momentum over the past few years – person centred leadership.”

Is considering the impact of your actions on your employees revolutionary? Valuing people, having empathy, giving people a voice and choice, is this revolutionary?

Who’d have thought valuing our employees for their individual qualities and impact they can make to our teams was so radical.

This approach (person -centred leadership) flips the traditional top-down model on its head and places the focus squarely on the individuals within an organisation. It’s a philosophy that acknowledges the profound impact of valuing and empowering individuals, not just as employees, but as unique human beings with their own aspirations, strengths, and needs.

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When researching the impact of employee experience (EX) to business outcomes Josh Bersin and his team of researchers concluded :

“Human-centered leaders inspire trust in the organisation, communicate transparently, behave with integrity and authenticity, and model the kinds of cultures that will lead us to EX transformation. Without the right leadership mindset, capabilities, and behaviors, any progress in EX will be short-lived and unsustainable. At every point in the process, we must make an active, conscious effort to put our people first. Even if we have nothing else to invest in EX, if we focus on driving people-centered leadership, we will be making great strides.”

Graphic: Josh Bersin Research

At its core, person centred leadership is about recognising that the success of an organisation is intricately tied to the wellbeing and growth of its people. This leadership style prioritises creating an environment where individuals are not just cogs in the machine, but valued contributors who are encouraged to bring their authentic selves to work.

In the Employee Experience: The Definitive Guide, Josh Bersin Research identified the biggest drivers of employee experience. The items with most impact were those that offered purpose, empathy, transparency, a sense of belonging and development beyond the financial goals of the organisation.

Person centred leadership isn’t just a management strategy

It’s a mindset shift that has the potential to revolutionise workplaces. By prioritising the wellbeing and growth of individuals, organisations can create a culture where people thrive, collaboration flourishes, and performance soars.

In a world where human capital is the driving force behind success, person centred leadership is a beacon guiding us towards a brighter, more harmonious future in the realm of leadership and management.

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If you would like a strategic approach tailored to your specific business needs contact us to arrange an obligation free chat about how we can help.Through impactful HR we create a positive employee experience every time.We aim to create future-focused, people centred HR solutions to accelerate organisational and employee wellbeing, engagement and performance by making HR easy.

THE PEOPLE & CULTURE OFFICE SUPPORTS HR TEAMS AND ORGANISATIONS AUSTRALIA-WIDE TO TAKE A FRESH APPROACH TOWARDS THEIR PEOPLE AND CULTURE FUNCTION. 

Hey there! Today, we’re diving headfirst into the colourful world of workplace culture green flags.

Just like a blooming garden, a healthy work environment thrives when nurtured with positivity, collaboration, and genuine support. So, put on your gardening gloves and join me as we explore the refreshing essence of green-flag workplaces!

Open Communication – Picture this: you’re in a meeting, and your opinion is not only valued but actively sought after. In a workplace with open communication, ideas flow freely, and every voice matters. Green flag alert! This culture encourages transparency, active listening, and constructive feedback.

A Growth Mindset – Just like plants that grow towards the sun, green-flag workplaces nurture a growth mindset. These organisations invest in employee development, fostering continuous learning opportunities and career advancement. They understand that when their people thrive, so does the company.

Flexibility and Work-Life Balance – Flexible work arrangements and a focus on work-life balance are the greenest of all green flags! Acknowledging that employees have lives outside of work, these companies offer the freedom to balance personal commitments with professional responsibilities. As a result, the workforce feels more energised and productive.

Diverse and Inclusive – Diversity is the essence of life, and green-flag workplaces embrace it wholeheartedly. They understand that diverse perspectives lead to innovative solutions. These companies cultivate an inclusive culture, ensuring everyone’s voice is heard and valued, irrespective of their background.

Empowering Leadership – Green-flag leaders are not just managers; they are mentors, coaches, and cheerleaders. They empower their teams, providing guidance and support while trusting employees to make informed decisions. This nurturing leadership style promotes autonomy and fosters a sense of ownership in the workforce.

Embracing Mistakes as Learning Opportunities – In a green-flag environment, making mistakes is not a taboo; it’s a chance to grow. Employees are encouraged to learn from their errors rather than fearing repercussions. This supportive approach fosters a culture of innovation and risk-taking.

As you embark on your professional journey, keep an eye out for workplace culture green flags. These subtle indicators can guide you towards an environment where you’ll thrive, grow, and feel fulfilled. So, choose wisely, and remember that your happiness and fulfilment at work matter just as much as the tasks you perform.

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If you would like a strategic approach tailored to your specific business needs contact us to arrange an obligation free chat about how we can help.Through impactful HR we create a positive employee experience every time.We aim to create future-focused, people centred HR solutions to accelerate organisational and employee wellbeing, engagement and performance by making HR easy.

THE PEOPLE & CULTURE OFFICE SUPPORTS HR TEAMS AND ORGANISATIONS AUSTRALIA-WIDE TO TAKE A FRESH APPROACH TOWARDS THEIR PEOPLE AND CULTURE FUNCTION. 

Less than 50% of apprentices will complete their trade qualification.

No, you didn’t misread the subject line, less than 50% of apprentices Australia wide complete their trade.

WA fares slightly better with 57% of apprentices undertaking automotive, engineering, construction and electrical trades actually seeing out their 4 year qualification.

There is no doubt this is impacting the skills shortage, and your ability to grow your organisation.

In the 12 months ending March 2023,  2,815 apprentices commenced an automotive trade in WA. From those numbers only 1,689 will likely complete based upon trend data supplied by the National Centre for Vocational Education Research.

I’ve seen the strengths and weaknesses of the apprenticeship experience from both a professional and personal perspective.   I have 2 sons who’ve both completed automotive trade apprenticeships in recent years. When I told them of these stats one said “I had a few cobbas I went to TAFE with drop out because they didn’t like doing sh*t jobs” “It’s those jobs that make you though”

What if those jobs were re-framed? What if your leaders and apprentice masters could re-frame the work to engage greater motivation? What would that look like?

Everybody needs purpose and meaning to their work, educating employees and leaders how to translate this into employee engagement is our jam. It’s what we live for.

And it’s not just blue collar trades with terrible non-completion rates. Only 41% of business services trainees, 60% of community services trainees and 40% of hairdressers complete their training.

So, the elephant in the room. where is it going wrong?

Experts say poor work conditions, bullying and low wages are the leading factors contributing to high non-completion rates.

What do we think? Workplace culture ➡️ leadership & the way employees experience working for you.

When looking to improve business results where do leaders spend most of their time? 26% on workplace culture and 74% on strategy.

What has the most impact on business results?

96% culture, 4% strategy.

You can take a strategic approach to the skills shortage by putting more and more people through training, or you can have an intentional focus on workplace culture and leverage employee engagement and experience strategies to reach the untapped potential in your workforce.

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If you would like a strategic approach tailored to your specific business needs contact us to arrange an obligation free chat about how we can help.Through impactful HR we create a positive employee experience every time.We aim to create future-focused, people centred HR solutions to accelerate organisational and employee wellbeing, engagement and performance by making HR easy.

THE PEOPLE & CULTURE OFFICE SUPPORTS HR TEAMS AND ORGANISATIONS AUSTRALIA-WIDE TO TAKE A FRESH APPROACH TOWARDS THEIR PEOPLE AND CULTURE FUNCTION. 

Hey there, fellow adventurers in the world of HR! Today, we’re embarking on an exciting journey through the ups and downs of transforming workplace culture. Just like exploring uncharted territories, changing the culture of a workplace is an adventure filled with challenges, discoveries, and triumphs. So, grab your map, pretend we are in Jumanji, and let’s delve into the unexplored realm of cultural change!

The Comfort Zone Conundrum Picture this: your office is like a cozy living room, familiar and comfortable. The first challenge of changing workplace culture is getting people out of that comfort zone. Humans are creatures of habit, and stepping into the unknown can be daunting. It takes time and effort to encourage employees to embrace change and embrace the journey ahead.

Resistance Monsters Lurking As with any great adventure, you’ll encounter some resistance monsters along the way. People might question the need for change, fear the uncertainty it brings, or simply prefer the old ways. Overcoming this resistance requires effective communication, empathy, and addressing concerns head-on.

Patience: The Virtue of the Explorer In a world of instant gratification, changing workplace culture requires the patience of a seasoned explorer. Cultural shifts don’t happen overnight. It’s been likened to turning a great big cargo ship – slow.

The Legend of Unwritten Rules Unwritten rules can be the hidden traps in your cultural journey. They are the norms and behaviours that exist but are never explicitly stated. Changing culture means challenging these unwritten rules, which can lead to discomfort and resistance. Identifying and addressing them is essential for a successful transformation.

Leaders as Trailblazers A cultural shift needs strong and visionary leaders to lead the way. Leaders must champion the change, embody the new culture, and inspire others to follow. However, not all leaders may be on board initially, and aligning their vision with the change can be a challenge in itself.

The Siren Call of Past Habits Even as the winds of change blow, the echoes of the past can be alluring. Employees may be tempted to fall back into old habits and practices, hindering the cultural transformation. Reinforcing new behaviours and celebrating successes are vital to keep everyone on course.

Staying True to the North Star In the midst of challenges and uncertainties, it’s essential to keep sight of the cultural North Star – the values and principles guiding your journey. Staying true to these guiding lights will provide direction and help you navigate through rough waters.

Celebrating Small Wins Remember, even in the toughest challenges, there are small victories worth celebrating. Acknowledge and appreciate the progress made, however minor it may seem. These celebrations act as morale boosters and keep the team motivated to continue the expedition.

The Endless Odyssey Changing workplace culture is not a one-time adventure but an endless odyssey. It’s an ongoing process that requires adaptability and a willingness to learn from every experience. Cultures evolve, and so should your approach to nurturing them.

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If you would like a strategic approach tailored to your specific business needs contact us to arrange an obligation free chat about how we can help.Through impactful HR we create a positive employee experience every time.We aim to create future-focused, people centred HR solutions to accelerate organisational and employee wellbeing, engagement and performance by making HR easy.

THE PEOPLE & CULTURE OFFICE SUPPORTS HR TEAMS AND ORGANISATIONS AUSTRALIA-WIDE TO TAKE A FRESH APPROACH TOWARDS THEIR PEOPLE AND CULTURE FUNCTION. 

Cold hard facts, every time a member of your leadership team walks past a behaviour thats contrary to your values you are eroding your culture.

Employees see it, they hear about it and they no longer believe us when we talk about our values. It unravels HR’s hard work and it exposes your leaders to your employees for what they really stand for (hint** it’s not those bright shiny values posted all around the workplace)

But what is workplace culture exactly? Because living the organisational values is just 1 element.

When I first commenced in HR my mentor at the time said “Being a good leader is essentially being a decent human being” It’s being the person you were taught to be as a kid – be kind, treat others how you want to be treated, include others, do the right thing not the thing that benefits only you. You get the picture.

Your workplace culture is the sum of your leadership team

• It’s their leadership capability
• It’s the systems and processes they put in place (and how human they are)
• It’s the way they speak to, and treat other people
• It’s the standard they walk past and the behaviours they reward
• It’s how they treat whistleblowers
• It’s how they deal with the brilliant jerks
• It’s the messages they send employees about what is required to succeed in your organisation
• It’s whether humanity exists within leadership decisions and actions
• It’s too heavy of a focus on business outcomes at the detriment to the human factor of the workplace

“It’s too heavy of a focus on business outcomes at the detriment to the human factor of the workplace” Let me present this to you another way, your workplace culture is how you achieve business results.

Do you encourage a bit of sneaky shortcutting to get there quicker? Is it all about the number on the P&L and therefore the areas of driving a positive culture (the human elements) are not invested in. Employees are a means to achieving shareholder outcomes at all costs, and it shows in your employee metrics.

Yes, business outcomes need to be achieved and we should be looking for ways to drive productivity, but it has to go hand in hand with the employee experience.

But what if I told you that a human centred approach to leadership, culture and engagement could generate up to 17% higher profit?

Imagine the financial benefits to reduced recruitment expenses, minimising the loss of productivity from absenteeism and onboarding new employees? Your reputation as an employer – the way your current and ex employees speak about you?

The role of the leadership team is to understand culture, how it impacts the bottom line and the integral role they play in building culture.

“The culture of an organisation is shaped by the worst behaviours your leaders are willing to tolerate”

“Your culture is how your employees feel about work Monday morning on Sunday night”

“Culture is the way things are done around here”

Regardless of how you say it culture isn’t a HR responsibility, it’s everyones responsibility and it’s driven from the top.

You can read more about culture & leadership here, here and here.

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If you would like a strategic approach tailored to your specific business needs contact us to arrange an obligation free chat about how we can help.

Through impactful HR we create a positive employee experience every time.

We aim to create future-focused, people centred HR solutions to accelerate organisational and employee wellbeing, engagement and performance by making HR easy.

THE PEOPLE & CULTURE OFFICE SUPPORTS HR TEAMS AND ORGANISATIONS AUSTRALIA-WIDE TO TAKE A FRESH APPROACH TOWARDS THEIR PEOPLE AND CULTURE FUNCTION. 

Here is the thing, as a leader, embarking on a workplace culture change project can be highly uncomfortable. At the heart of the process is putting a magnifying glass over the leadership team and examining your structures, values and behaviours.

We’ve all heard the corporate quotes about workplace culture “Culture is how things are done around here”, “Culture is the actions and behaviours you walk past”

While true, in essence your culture is leadership, systems and capability. It’s the people you recruit and the people you let go. It’s what you reward and what you let slide. It’s how you deal with the brilliant jerks.

So to get to the heart of what fuels your culture we are looking at you. We are looking at what you let slide. We are looking at how you speak to, and treat your people. We are looking at what employees feel they need to do in order to survive in your organisation.

It’s a lot huh? It’s only for the brave, because if you aren’t willing to look at how you might be might be contributing to poor behaviours, low wellbeing, turnover, absenteeism and safety then embarking on a culture change project is a moot point.

Culture is an enabler of business results, if you want to succeed you need to examine how your employees’ experience working for you, you need to understand what culture is.

And here is the kicker – you need to do something about it, because in order to achieve change – something has to actually change.

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If you would like a strategic approach tailored to your specific business needs contact us to arrange an obligation free chat about how we can help.

Through impactful HR we create a positive employee experience every time.

We aim to create future-focused, people centred HR solutions to accelerate organisational and employee wellbeing, engagement and performance by making HR easy.

THE PEOPLE & CULTURE OFFICE SUPPORTS HR TEAMS AND ORGANISATIONS AUSTRALIA-WIDE TO TAKE A FRESH APPROACH TOWARDS THEIR PEOPLE AND CULTURE FUNCTION. 

An employer brand represents an organisation’s reputation as an employer and encompasses its values, culture, work environment, and employee experience.

Your employer brand is the perception and image that current, potential and former employees have of your organisation as a place to work. It goes beyond the products or services your company offers and focuses on the experiences, values, and culture you provide to employees. A compelling employer brand creates a distinctive identity that sets your organisation apart from competitors and resonates with individuals who align with your values and goals.

Your employer brand will exist whether you craft it through employee experiences and clever marketing or not. Your brand is what people say about you, good or bad.

Why you need to be paying attention:

Competitive Advantage: A well-established employer brand gives you a competitive edge in the talent market. As job seekers research potential employers, a strong employer brand can differentiate your organisation from competitors, making you a more attractive option for top talent.

Attraction of Top Talent: A strong employer brand helps you attract high-caliber candidates who are actively seeking organisations with a positive reputation. An appealing employer brand can significantly reduce recruitment efforts and costs by attracting qualified candidates who are eager to join your team.

Increased Employee Engagement: When employees feel proud to be associated with your brand, they become more engaged and motivated. A strong employer brand fosters a sense of belonging and loyalty, encouraging employees to go the extra mile and contribute to your success.

Enhanced Retention Rates: Employees who are aligned with your employer brand are more likely to stay with your organisation for the long term. A positive work environment, supportive culture, and opportunities for growth and development foster employee loyalty, reducing turnover rates and the associated costs.

Have you seen the “nailed it” memes? When someone attempts to replicate a cake or craft project of a specialist? Well getting your HR function right is a little like that. You can try, but it will never match the end product of a specialist.

When we are looking at building an employer brand, this is our focus:

Define Your Employer Value Proposition (EVP)

Cultivate a Positive Work Environment

Showcase Your Culture and Values

Optimise the Candidate Experience

Building a compelling employer brand is an ongoing process that requires strategic planning, consistent communication, and a genuine commitment to employee satisfaction.

It needs to be crafted.

If you would like a strategic approach tailored to your specific business needs contact us to arrange an obligation free chat about how we can help.

Through impactful HR we create a positive employee experience every time.

We aim to create future-focused, people centred HR solutions to accelerate organisational and employee wellbeing, engagement and performance by making HR easy.

THE PEOPLE & CULTURE OFFICE SUPPORTS HR TEAMS AND ORGANISATIONS AUSTRALIA-WIDE TO TAKE A FRESH APPROACH TOWARDS THEIR PEOPLE AND CULTURE FUNCTION. 

In today’s fast-paced and competitive business environment, organisations are constantly looking for ways to improve productivity and profitability.

One approach that is gaining popularity is the use of people science and data to create a more engaged and effective workforce, in fact, people science and data is what underpins our Engagement Champions framework.

People science, also known as behavioural science, is the study of human behaviour and motivation in the workplace. By applying insights from psychology, sociology, and other related fields, people science seeks to understand why employees behave the way they do and how to create strategies that maximise their potential.

Data, on the other hand, provides a quantitative understanding of employee behaviour and performance. By collecting and analysing data on factors such as employee engagement, turnover rates, and productivity, businesses can gain a deeper understanding of their workforce and make more informed decisions about talent acquisition, training, and performance management.

By combining people science and data, organisations can create a comprehensive approach to managing their workforce. Here are some of the benefits of using people science and data in your organisation:

◼︎Improving Employee Engagement: Employee engagement is a critical factor in driving productivity and reducing turnover rates. By applying insights from people science and analysing data on engagement levels, businesses can identify areas where improvements can be made and create strategies to boost engagement.

◼︎Enhancing Talent Acquisition: People science can help businesses identify the qualities and attributes that are most important for success in specific roles. Data can be used to identify the sources of top talent and to evaluate the effectiveness of recruitment strategies.

◼︎Driving Performance: By using data to monitor and analyse employee performance, businesses can identify areas where improvements can be made and create strategies to optimise performance. People science can provide insights into how to motivate employees and create a positive work environment.

◼︎Managing Turnover: High turnover rates can be costly for businesses. By analysing data on turnover rates and using insights from people science, businesses can identify the factors that contribute to turnover and develop strategies to reduce it.

◼︎Creating a Positive Workplace Culture: People science and data can be used to create a positive workplace culture that promotes employee well-being, engagement, and productivity. By understanding employee motivations and behaviours, businesses can create a work environment that fosters creativity, innovation, and collaboration.

People science and data are powerful tools for managing a workforce. By applying insights from behavioural science and analysing data on employee behaviour and performance, businesses can create a more engaged and effective workforce that drives productivity and profitability.

If you would like a strategic approach tailored to your specific business needs contact us to arrange an obligation free chat about how we can help.

Through impactful HR we create a positive employee experience every time.

We aim to create future-focused, people centred HR solutions to accelerate organisational and employee wellbeing, engagement and performance by making HR easy.

THE PEOPLE & CULTURE OFFICE SUPPORTS HR TEAMS AND ORGANISATIONS AUSTRALIA-WIDE TO TAKE A FRESH APPROACH TOWARDS THEIR PEOPLE AND CULTURE FUNCTION.