I have 2 sons who work in the mining industry as HD Fitters, their closest friends are also Fitters, and I can tell you this; nobody knows the market movements of pay rates better than my boys and their peers. 😂 They are up to speed and making strategic moves to increase their earnings a good 6 – 8 months before their employers seem to cotton on there’s been some market shifts in pay that they need to address.
I’ve collated salary data over the past 4 years from leading salary guides to demonstrate the impact of skills shortages, closed borders & new perspectives on living on HD Fitter (mining industry) market pays
There’s been a 21% increase at the bottom end of the range just in this financial year alone, the upper range has increased by more than 50% in the past 3 years. If you are in this cohort, and aren’t taking a strategic approach to setting salaries, then there is a very good chance your rates of pay are longer competitive.
While other occupations within the mining industry haven’t seen the jumps like HD Fitters, there have been some significant movements. Dump Truck Operators have only seen a 1% increase over 3 years at the lower end of the pay range, however, there has been a notable 23% increase at the upper end of the range.
Outside of the mining industry, Financial Accountants in general have seen a 15% increase in salaries since 2019/20, yet administration based positions have seen very little movement.
The Approach
How an organisation pays and rewards its people has a big impact on its ability to attract the best talent, ensure that they are challenged and motivated and whether or not they will stay with your organisation. When we partner with our clients we are looking to support the overall organisation strategy, the HR strategy and the desired organisational culture. To be effective, the strategy needs to consider the internal relativities between roles; the organisational needs & values and the external market.
In taking a strategic approach to looking at remuneration and benchmarking total packages we can determine if you should take a temporary or permanent approach to address pay issues. We can consider your employee demographic, industry trends, employee engagement and the future of work in making recommendations to suit your organisation. We can look at non-financial drivers of attraction & retention.
Organisations are only as successful as their approach to hiring the right people, setting clear expectations, engaging employees, managing performance and recognising and rewarding employees for a job well done. 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.
Believe it or not we don’t sit in our offices all day dreaming up ways to give you more work or ruin your life.
HR is one of those business functions that people just “don’t get”. They either have this really narrow view of what HR is to business, or they think we are evil b*tches.
The latter is usually because they’ve had some dodgy manager that has allowed them to believe that some decision has been made because of HR.
“I don’t want to do this but HR is making me”
Then, there’s nothing like a manager who doesn’t want to have the tough conversations and puts it back on HR, setting them up as the bad guy.
So, are we all evil b*tches? Well, misconceptions come from somewhere, and absolutely there are some HR people out there doing our sector dirty. Sometime the function itself is outdated and there is no desire to move forward into the new era (or decade) of work, it can have too much red tape and it can all just be a bit too stuffy.
This isn’t how HR should look and feel. And it’s not how we operate.
Let’s unpack some common misconceptions about HR
HR is about protecting the company – HR has a responsibility to minimise risk, sometimes protecting employees is the best way to minimise risk and sometimes it’s protecting the interests of the company. HR’s job is to be a neutral voice of reason, we are there to help leaders and employees navigate doing the right thing.
Yep, a lot of HR people are anti-employee, but this isn’t what HR is, or should be. Sometimes this sentiment is driven by the leaders – if the company you are working for is anti-employee you should probably go find another job
All HR does is hire & fire – Unless you are a dedicated recruiter this is about 10% of what HR is. HR is involved in the hiring and firing process to ensure it is a good process (and a legal process), but we don’t initiate it and it is nowhere near how we spend our days.
HR is easy and anyone can do it – Ok, so we don’t just organise Christmas parties and answer employees questions. A large part of HR is strategising things that may or may not happen in the future, we look at organisational design and ensure you will have the right people to take the organisation forward. We develop initiatives to drive the right culture and build the capacity of your people We manage ego & politics and we need to be able to manage our own emotions when we need to flip from ending someones employment to celebrating someone else’s promotion. HR is full of “big feelings” and you need to be a skilled enough operator to juggle all of that in amongst the day to day & technical aspects of the work.
They are always on our back – If you’re a manager and you aren’t completing a component of your job such as effectively leading your team, then yeah, we are going to be on your back. You know the stakes, if something is part of your job you need to do it. You can’t blame HR for the repercussions of you not doing your job.
Want to learn more about what quality HR is? Click HERE
The People & Culture Office supports HR teams and SMEs Australia-wide to take a fresh approach towards their people and culture function.
With 20-plus years in the HR game behind them, Tiahanna & Simone build capacity and culture in the workplace to drive the achievement of your operational goals and give you an edge in a talent-led economy.
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 us having coffee at our regular haunts and / or our dogs & cats disrupting our work day.
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 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.
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
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.
Whether your organisation has an in-house HR team or you’ve engaged an external HR consultant you need to be getting a lot more value than employment contracts and legislative policies.
Your HR function needs to be business driven and have a strategic approach that aligns the people and culture initiatives to the organisations’ strategic priorities and its values.
To be an effective function within the business your HR team (internal or external) needs to be able to competently perform the critical elements of the people function, but more than that, the executive or leadership team needs to allow them to do their job.
Presumably they have been engaged because management has recognised the need for HR support, as with any professional or expert within their individual field they are there to provide expert guidance and solutions for the business. Their professional knowledge, analysis and reports should be utilised to make evidence based business decisions.
If an Engineer were to advise on a particular course of action to avoid catastrophic failure management wouldn’t disregard their recommendations. High turnover, poor leadership, poor culture, lack of strategic direction, undervalued employees, poor reputation, inability to attract & retain employees are all a sign of catastrophic failure on HRs behalf.
Sometimes these outcomes are a result of the leadership teams failure to act on the recommendations of HR, too heavy of a focus towards business outcomes and a lack of balance with the people aspect of running a successful organisation. It’s the role of an experienced HR practitioner to present an effective business case to influence and educate management, to make a convincing argument as to why an investment in your strategy will result in a greater opportunity to meet the organisational goals.
The Australian HR Institute has developed a Model of Excellence; the competencies to which HR specialists should be measured against. The model reflects the “business and people” approach that is widely regarded as best practice and aims to:
contribute to a profitable and sustainable workforce
increase workforce competency and engagement
develop excellence in people management
create a dynamic and productive work environment
The Model of Excellence
Business Driven – HR adds value to the organisation through understanding the organisational context and objectives. They fully understand your business operations and the priorities of the business; drive a competitive advantage for the organisation through HR initiatives & projects; are proactive in managing the impacts of of economic, political and legislative influences
Strategic Architect – HR develops goals and plans which contribute to the strategic management of the organisation. They develop and implement HR strategies that add value, are valued by the organisation and ensure organisation strategies are achieved; apply analysis to the organisational outcomes and how they might be achieved from a people perspective; take action to ensure HR activities improve the organisations performance and design and deliver solutions to workforce issues, challenges and opportunities
Ethical & Credible Activist – Influences through the provision of valued insights. They have a track record of achieving positive people outcomes; exercise sound judgement and courage when influencing decision making; display a high level of personal values and leadership, they embody ethical behaviour and accountability.
Stakeholder Mentor & Coach – Builds quality relationships and partnerships with key stakeholders to ensure organisational capability. Engages with industry and internal & external stakeholders to develop effective HR solutions; coaches managers to develop their competence and confidence to perform their people management responsibilities effectively; engages in solutions focussed conversations
Expert Practitioner – Builds, maintains and applies expert HR knowledge to deliver HR benefits to the organisation. Continually develops knowledge; challenges the status quo and develops insights on how decisions affect organisational design, culture and performance; understands metrics and makes informed business decisions after analysis
Culture and Change Leader – Foster a sustainable organisational culture in response to the internal & external environment. Has an understanding on the creation of a positive workplace culture; designs HR solutions to foster an optimal organisational culture; translates culture & values into workforce and workplace practices; champions a values based culture
Workforce and Workplace Designer – Designs a workplace that sustains a capable workforce. Aligns the workforce profile with the needs of the organisation; designs a productive, sustainable and engaging workplace that integrates work and life; constructs and designs jobs which match the needs of the organisation and employee capabilities; establish frameworks and systems that ensure a productive and engaged workforce; builds frameworks that enable the development of workforce capacity and capability to meet the future needs of the organisation
Where does your HR team sit within the HR Competency Model? Do they require additional support to provide a HR service that is consistent with the organisational strategic direction and best practice?
If you have engaged an external HR consultant are they meeting this need for you? Are you getting 100% bang for your buck or are you literally getting employment contracts and a booklet of legislative policies?
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 3rd in a series of how quality HR solutions can add value to your business. Catch up 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.
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.
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.
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.
When does a new employees’ introduction to your business begin? Day 1? Signing of the contract?
It starts when they first hear about your job and make that decision to apply. And that settling in, falling into the culture of your business process, takes about a year.
Task & skill wise it takes a new employee about 3 months to be working at capacity, but people rarely leave jobs because they can’t do the work, they leave because of poor leadership, poor communication, poor culture and poor organisation in the way the business approaches it operations.
28% of new employees will quit a job within the first 90 days, 64% within the first 12 months. In my experience you can usually tell within 6 weeks if you’ve lost a new starter or not. Sure they might still be attending work, but they aren’t “there”, they aren’t productive, a bit of a fish out of water, just not quite fitting in.
The solution?
A contemporary & structured recruitment and onboarding process (“Onboarding, also known as organisational socialisation, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organisational members and insiders.”)
Struggling to attract Kalgoorlie residential employees? I’m here to help!
One that doesn’t finish on day 1 after their induction.
According to research by Hibob, many new employees feel as though their role wasn’t accurately portrayed during the recruitment process. Whether that be tasks omitted from discussions or workplace culture being misrepresented it becomes startling evident on day 1 and the emotional disconnect commences. The process has been misleading, the excitement has soured.
More than 25% of employees say that they didn’t receive enough information about their job before accepting the offer. Only 40% of employees say that their current job completely reflects how the position was described during the interview process.
So what does this mean as an employer? It’s all about communication. Make the tasks and your expectations clear from the get go, and keep talking to your new employee about it. People thrive when they know what’s expected of them and what they are working towards.
A week— even a month — isn’t nearly enough time to grasp the complexities of a new company; understanding individual roles and how they fit into the bigger picture.
Beyond the essential information needed to do the job, onboarding is an opportunity to build connection with peers, leaders, work and the organisation. Weaving in workplace cultural elements — the vision, mission, values, norms, behaviours and rituals — in the early stages, takes onboarding beyond improving how individuals work, to strengthening the way in which people work together towards a common purpose.
As the first experience people have with the business, onboarding plays a crucial role in delivering on the promises of the employer brand, and should feel relevant with the overall employee experience.
The People & Culture Office can build your business a Recruitment & Onboarding Strategy, 100% tailored to your business, your values and your strategic goals. Contact us for an obligation free meeting to discuss how we can help you.
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.
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