When Passion Goes Quiet

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Highly motivated employees can, if nurtured, bring an extraordinary exuberance and pep to your business.  These are the vibrant individuals who can drive ideas forward – perhaps with even as much passion and zest as you can!  

They’re the ones who love your brand and put their heart and soul into making it work. Others may have talent. These people bring something extra to the table – creativity, ideas and keenness. 

It’s a worst case scenario when one of your most passionate employees goes quiet. As Tim McClure, professional speaker and brand and leadership consultant observes, ‘Passion is contagious, and so is not having it’.   

Dealing with highly inspired, smart people can take all the emotional intelligence skills you have. And showing them how valued they are is critical.  Because the last thing you want, as a business owner, is to fail in recognising when such individuals are feeling undervalued - and disengaged.

In a changing and innovative world, retaining top potential and keeping employees engaged and fulfilled is the flame you need to keep kindled. If you find yourself faced with the challenge of silence, here are our top three tips to get your most passionate people energised once again.

 

COMMUNICATION – KEEP IT COMING! 

Great communication with your employees has to be given a red hot go pretty much all the time. The effects can be electrifying - charging workplace dynamics, building relationships and trust. Communicating openly and in detail with your team demonstrates that you understanding their input, needs and projects in their every detail and nuance. This is confidence inspiring, and it shows great capacity on your part.

Bad communication and indifference is like a power outage. Connections fail, progress stops, and everything goes dark. 

To communicate well, be candid and open – and that means listening. If one of your mission critical people or projects have gone off track, you need to know what’s going on. And the individual at the centre of it all will most certainly have insights about it. So stop, and pay attention. Create a comfortable space and time where they have the chance to talk without negative comeback. Respond but don’t interrupt. You’ll learn something, and you’ll have started to equip yourself with the knowledge you’ll need to fix things – with your employee alongside you.  

 

SWOOP IN! 

Problems can manifest overnight or in moments around the lunch table. If they gain traction, they can become contagious and even toxic. If you value your team and the individuals within it, act on discontent the moment it manifests. Those special players within the ranks will respect and thank you for banishing discontent, so that they can get back to what they love – making progress and building your brand! 

 

LEAD AND INSPIRE! 

Tim McClure talks and writes about why passionate employees lose their mojo. Often it’s down to an issue with your leadership – you’ve breached trust, you’ve been inconsistent, you’ve overlooked something or something. Be open to any changes you might need to make, or ground you might need to make up. Resolve problems decisively, and most importantly get the buy-in of that team member. The way in which you handle their grievance will determine whether they continue to love your brand - or move on to love another one.  

Passion is infectious, and it’s noisy. So when passion goes quiet and you know there’s a problem, respond! Your response as leader is what those vital employees will remember, and it’s what underpins their loyalty to you and your brand. So break any silences before they morph into something bigger. Get your collective mojos back - and it could take everything to a new level! 

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Body Art at Work - Drawing a Fine Line

Body Art in the Workplace

In the past, body art was generally only seen on the outskirts of town. Now it’s in every high street and walking down the mall. And those are only the visible examples! Who knows what any of us are sporting underneath our crisp business wear. 

Tattoos, piercings, brandings and dermal implants have come to be considered acceptable in society, even normal - within a generation. And if you’re thinking about introducing restrictions on them for the personnel in your business, it can be a legal minefield - so tread carefully. 

One in seven Australians have a tattoo, according to a study conducted by the National Health and Medical Research Council. The study surveyed 8,656 Australians between the ages of 16 to 64 years. The results showed that Australian men are more likely to have a tattoo than Australian women. However, women in their 20s are more likely to have tattoos than men in the same age group.

Go figure.

It’s of course likely that many of those surveyed have a place of work, and highly likely that someone just like them may work for you, or do so at some point.  As a business owner, it’s critical that the decisions you make within your business are lawful, about body art and everything else. And that means bearing in mind that what you might think is acceptable, may not necessarily be aligned with the law.


ARE EMPLOYERS ALLOWED A 'NO TATTOO POLICY’?

Specifically, ‘physical appearance’ is not regulated under the Fair Work Act. However, discrimination, equal opportunity and workplace health and safety are most certainly forefront considerations when it comes to the implementation of rules and employment practices - and it’s here in which body art and physical appearance can be brought to the table for discussion. 

For example, the Australian Human Rights Commission may consider an employer who refuses employment to an Aboriginal applicant because they have a tattoo which is connected to their ethnic origins, to be potentially guilty of racial discrimination.  

And the Fair Work Commission might determine that strict ‘no body art’ rules imposed upon front-of-house staff at sporting clubs could be considered unfair, when we consider the prevalence of professional athletes we see on television who themselves wear body art. In the sporting realm, it could be considered the norm. 

Judgements between governing bodies can be a grey area in this matter. Thus, making body art taboo in your workplace should probably come with a warning.  Before implementing a ban, take advice. The perspectives are as many and varied as the designs your employees or potential employees might be wearing - and implementing rules is not as simple as following your own personal preferences. 


THINK ABOUT A POLICY

Approaching the matter with overall guidelines can offer a lighter touch which doesn’t cause offence. A general ‘personal appearance’ policy helps to impose limits or provide the guidelines which you expect employees to respect. This way, it’s about upholding a professional image, which everyone agrees is best for the business. Implicit in this must be the understanding that a person’s body art does not affect their ability to perform certain duties.

This policy can address things such as (a) where the safety of an employee could be compromised, (b) where it may negatively impacts others, or (c) when there might be a breach of any legal responsibilities of the organisation. 

It’s best to ensure that your policy is underpinned by workplace legislation - specifically discrimination, equal opportunity and workplace health and safety laws.  Getting this wrong could be a costly mistake - so ask for help if you’re not sure.  

Lastly, it’s best to be consistent.  It’s one thing to have a policy, but without fair implementation a claim arising from a dispute could easily be applied - resulting in unpleasant, costly and unexpected implications.

The statistics say that people of all ages and genders are getting inked, pierced, branded, or implanted.  Be an employer who ensures that your rules are sensible and reviewed regularly, so you don’t lose the best talent in the market and you avoid any nasty claims due to oversights.

The writing’s on the wall, and the bodies - we should all be paying attention. 

What do you think? Do you feel that tattoos have a place in the workplace? Let us know your thoughts in the comment section below. 

 

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No More Smoke and Mirrors! Let Your Employees Be Themselves

No-More-Smoke-and-Mirrors

President Franklin D Roosevelt took great care to ensure that he was always seated at the Cabinet table before his Ministers entered the room for a meeting. Whilst everyone knew that he was in a wheelchair, he still went to some lengths to keep his disability from being at the forefront of people’s minds and their impressions of him.

Sociologist Erving Goffman described this as ‘covering’. He coined this term in 1963, to describe the measures we take to conceal certain features about ourselves, those unique identifiers we’d prefer people not to focus on. We often do this socially, he noted, but more often in the workplace.

In his book, Stigma: Notes on the Management of Spoiled Identity, Goffman wrote ‘It is a fact that persons who are ready to admit possession of a stigma - in many cases because it is known about or immediately apparent - may nonetheless make a great effort to keep the stigma from looming large.’

It’s an interesting insight into the world of workplace behaviours. Why do we feel the need to create a smokescreen around a certain aspect of our identity? Why do we strive to keep it out of the spotlight?

And how, when some work colleagues may still take such measures, can we claim to have truly progressive and inclusive workplaces where people can be themselves, wholly and authentically? From a policy perspective, it’s an interesting question. 

IT’S OK TO BE DIFFERENT, AS LONG AS YOU ACT THE SAME

Finding it hard to believe that anyone in a modern workplace has to conceal a part of themselves for the sake of fitting in? Here are some examples.

  • A Muslim sales manager habitually uses a dusty and deserted corner of his employer’s premises in which to pray, instead of using a conference room where co-workers might see him.

  • An account manager bites her lip and holds off from mentioning family commitments she has, including childcare pickup, because she doesn’t want to be the cause of awkward comments about flexible arrangements working in her favour at the expense of others.

  • An administrator keeps his desk free of personal pictures including any of his partner, and is mindful of personal pronouns in discussions, so as not to reveal his sexual orientation in front of co-workers.

  • An executive leaves her jacket on the back of her office chair so to obscure the fact that she’s working from home for the afternoon to care for her children.

All entirely plausible, right? So how do we make our workforces richer and more accepting places where we each feel we can answer our needs, stand out and be proud, rather than being seen to run with the herd?

We’ve all got it in us to strike out and make a difference, but in case you’re having difficulty getting off the blocks, here are three starter ideas.

 

1. LEAD BY EXAMPLE

Hard-wiring diversity and inclusion into our strategic planning is a big and brave step. Such a change has to start at the uppermost level before it can be collectively embraced. So lead by example. Taking time out to watch your kid’s athletics carnival? Be brazen about it! Put the school scarf on as you leave the office and phone the results through from the track.

You’ll make up for lost ground with higher productivity through the rest of the day. Have the same expectation of your team. Work with them on doing the right thing, and a bucketful of renewed commitment to the cause will eventuate. If it doesn’t, keep communicating and make adjustments.

 

2. BE AUTHENTIC

Authenticity isn’t just a buzz word, it’s a state of mind. Brene Brown, author and speaker, defines it as ‘a collection of choices we have to make every day. It’s about the choice to show up and be real.’

To create a diverse workforce and accept co-workers for who they are requires authenticity. Those around you know when you’re being genuine, and when you’re not. So dig deep, and keep it real.

 

3. ENCOURAGE WHOLE-SELF

‘Covering’ for an aspect of ourselves takes energy that could be invested much more productively. When you change the rules and allow your employees to bring their whole self to work, big benefits follow - both for the individual and the company. That’s a great reason to foster an environment where your employees can be themselves.

 

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Work It, Work It - and Breathe!

Work-it-Work-it-Breathe

‘When did you last take time to breathe? Be still, fill your lungs and let it all out?’ This is the question posed to readers by print magazine Breathe recently. In our chaotic lives, they say, it’s easy to forget the importance of investing in our body and soul – just breathing and being.

Are there particular stressors that tip you over the edge into frantic? Business decisions and accountabilities? Pulling long hours? Feeling isolated? Cash-flow? And what about the other every-day factors such as kids, family, spouse and ad hoc events that all add to the pull and push. We’d each recognize and relate to all of those, and the sum of all these parts can seem overwhelming - enough to make even the calmest heart palpitate faster.

We all know deep in our fast-beating entrepreneurial hearts that taking time out for ourselves makes us better business leaders and entrepreneurs - and better humans too.

But when we’re riding the roller coaster it can be hard to find exactly the right moment to jump off for a spell. We might never get back on! Planning a poolside holiday with cocktails is all very well, but it’s easier said than done.

The answer? Build some strategies into your everyday working life to allow your brains and body to re-fuel with the good stuff. No time to make like a Buddha at a Balinese retreat? No sweat! Here are some simple measure you can take closer to home.

 

MAKE EVERY MEAL THE MOST IMPORTANT

Seventy percent of your energy is spent on digestion. Amazing, right? It happens when you’re not doing or thinking about much else, and it takes some effort. Furthermore, the foodstuffs you’re providing your body with make a difference too. The less natural and the more they have to do with white coats, laboratories and conveyor belts, the more energy your body requires to digest them. Yup, turns out nature knows best when it comes to what you’re eating.

So fuel yourself with good food - it’s the least you can do for your body! Be kind with what you put in your mouth, because a diet of fresh, raw and home-cooked foods are the best way to deliver the enzymes, vitamins, minerals, and antioxidants that keep you breathing easy too.

 

MOVE

We’re not talking gym membership, or even an evening jog. Just make movement a part of your working life and bring it up front in your consciousness. Park further away from the office, leave the building to eat lunch, track your steps, walk to someone’s desk instead of sending an email, take the stairs. You don’t necessarily have the best ideas while seated behind your desk. Sometimes they arrive when you’re elsewhere – and your subconscious is doing the work for you. Going for a wander can be productive! Move more and sit less – or ring the changes by holding your next meeting standing up. Simple but effective ways of keeping you on the move, motivated and just a little bit refreshed.

 

MUSIC

Music can have profound effects on both your emotions and your body. Faster music helps us feel more alert, and perhaps even concentrate better. Upbeat music often spurs optimism and positive thoughts, while a slower tempo quiets minds and relaxes muscles, helping us to feel soothed and releasing the stress of the daystress of the day. Just remember: one person’s beat-box is another person’s white noise, so earplugs are the go.

 

A PRODUCTIVITY SECRET

We couldn’t let the chance to share one of our best ‘to-do’ list tricks slip past. Breathe easier by picking the most challenging, important or profitable task of your workday as the one you do first thing. Once it’s achieved, everything else may seem much easier, more manageable, and stress-free. This can help build momentum and keep you focused and achieving for the rest of the day.


We all have those days where clear thinking is gone with the wind and we find ourselves pinned to our seat, paralysed. The trick is to get up, move, keep refreshing and using the simple tricks to manage your workload that do it for you. But most importantly, just breathe!

 

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Why Your Next Hire Should Be An Office Dog

Office-Dog

It’s official – having a dog around the office is good for you. Studies show it can improve your work life balance, boost productivity and morale, make employees more trusting of one another, inspire creativity, and even lower stress levels.

So far so easy. When it comes to choosing a canine friend, that needs more thought.

Here’s the rundown on what breeds are best suited to office life, how to manage them around the desk and the photocopier, and three reasons why your next team member should have four legs.

 

DOGS LOWER STRESS LEVELS

The presence of a dog is now proven scientifically as one of the ways to manage stress in the workplace! Researchers from the University of Buffalo measured the stress levels of 48 stockbrokers in New York City. Half were being treated with a hypertension drug, and half were given a dog. Those with the four legged friends were found to have more stable blood pressure and lower heart rates. Waggy tails all round.  

DOGS RAISE MORALE

A major dog food manufacturer’s report Pets at Work revealed that employees who brought their dog to the office considered it a better perk than coffee or a parking spot. Eight out of ten of those surveyed said it made them feel happier, more relaxed and more social.

Which brings us to our next point...


OFFICE DOGS ENCOURAGE TEAM BONDING

Teamwork is a crucial foundation for a thriving, sustainable business. The benefit of a dog in the office is that they are naturally social creatures who are happy to bond with new human friends – and help the humans form bonds too. Team members who may not usually speak to one another have the opportunity to break the ice over their mutual affection for the office pooch.

Taking a dog out for lunchtime walks or a game in the park goes a long way towards building camaraderie, and it’s a great way to integrate new team members into the company culture.

 

THE 5 BEST OFFICE DOGS

Some dogs are suited to the office better than others. Picking the right one usually comes down to the type of working environment you’re in, and the dog’s personality.

  1. Beagle

Charming, social, smart and affectionate, the qualities that make beagles a family favourite also make them a top choice as an office dog. With a preference for human contact over wide-open spaces, beagles thrive in an office environment. As curious as they are social, they will follow their nose throughout the entire space, making it easy for everyone to interact with them during the day. Quick tip – keep your trash cans out of reach, or make sure they have sturdy lids.

  1. Labrador

According to recent statistics from the RSPCA, Labradors are the third most claimed breed in Australia. It’s no wonder why, considering this breed has buckets of charisma and charm to spare. Friendly, happy and loyal to a fault, they’re never more content than when they’re by our side. That said, they’re also comfortable entertaining themselves or lounging nearby while you do your work. Due to their intelligence and obedience, they’re very easy to train, which makes them great little helpers around the office.

  1. Pug

An obvious choice for wining over the entire office, these wrinkly-faced creatures might come in a small package, but they’re big on personality. As loving and energetic as they are, they can also be a quiet presence. They won’t bark at every sound, which makes getting work done much easier, and they love nothing more than a little TLC.

  1. Boxer

Boxers might look intimidating from afar, but when you get up close and personal they’re one of the most loving and playful breeds around. Naturally high-spirited, a boxer’s personality will make it the life of the office – and a great distraction from mind-numbing or stressful tasks. Better suited to a bigger workplace, boxers love being part of the pack - the bigger the office is, the more enjoyment they will get.

  1. Mixed breed

Re-homing a dog from the local pound or the RSPCA is a philanthropic and humane undertaking – and can pay you dividends in love and loyalty. A reputable organisation such as the RSPCA has dogs checked by a vet, de-sexed and brought up to date on vaccinations. Staff who care for it will tell you about its character. Give a dog-in-need a safe, caring and welcoming home – or office – and you’ll have the most devoted recruit you’re ever likely to make.

 

HOW TO DOG-PROOF THE OFFICE

Once you’ve decided to bring a dog into the office, you’ll need to make the space suitable. Some dogs love chewing things, so make sure any loose electrical wires are taped down and personal belongings are out of reach. Consider getting closed waste containers, as dogs love nothing more than following their noses and rummaging for treats. For your dog’s safety, make sure there is nothing harmful or toxic in the office – including certain plants or food items, office cleaners, highlighters and pens. If you don’t want the dog wandering into areas such as meeting rooms, simply make sure you’ve blocked them off properly.

 

READY TO HIRE YOUR NEW EMPLOYEE?

Having a dog around the office can make for a better working culture. Even just petting them will make you happy and reduce stress. The type of dog you pick will depend on where you work and the kind of space you have. But just know that the breeds mentioned above are adaptable to most office situations – as long as there are people around willing to interact with them. So do your research, dog-proof the office, and put a furry new face on the payroll.

 

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Keeping Your Annual Leave Entitlements Airborne

Annual-leave

Iconic, low-cost Irish airline Ryanair had a fiasco on their hands just recently. The mismanagement of their pilots’ annual leave left them with a shortage of pilots - not enough to cover their scheduled Autumn flights. This led to a massive cost blow-out, reported to be in excess of seventeen million pounds - not to mention an embarrassing blemish on their brand image.

Always Getting Better’? It didn’t look that way, to the pilots, or customers.

Ryanair’s cancellation of hundreds of flights after it admitted ‘messing up’ the planning of its pilots’ leave, makes you wonder. How many more of us who are running businesses could easily fall into the same pit of mismanagement, leading to who knows what consequences?

 

THE STATS

The management and occasional confusion of annual leave can be a simmering mess that quickly reaches boiling point if not enough time is spent on planning. And for those of us in small business, it’s even more crucial to pay attention. The smaller your team, the bigger the impact.

And yet, studies released by Roy Morgan Research show that Australia’s full-time workforce has accrued a total 123,510,000 days of annual leave. That averages out at just under 21 days’ leave for each full-time worker. The research indicates that certain industries have a higher level of annual leave accrued than others, with those employed in wholesaling accruing an average of 25 days each.

 

THE COST

Allowing employees to accrue excessive annual leave in such a way has its cost. So does the approach of not taking care to spread annual leave over the course of the entire year.

Big leave balances are expensive. Why? Because untaken leave is a recorded liability. That’s a big problem. But let’s also keep in mind the purpose of leave in the first place – to prevent burnout! Leave is there to have a positive impact to the mental and physical health of your employees. And that’s a win for you – because it yields greater productivity and a more engaged workforce when they return. Bonus!

 

BEST PRACTICE

Maintaining best practice for annual leave is certainly clever business practice. Here to help you get it right is a quick Do and Don’t Guide on how to get your annual leave planning right first time.

Do:

  • encourage your employees to submit dates for annual leave as far in advance as possible.
  • review employees’ leave accrual regularly and discourage accruals greater than 6 weeks.
  • send reminders to employees on outstanding accruals - anything approaching 4 weeks should be planned for and discussed.
  • speak to employees who have not taken any annual leave nor requested dates for leave - as a matter of urgency.
  • ensure that your employees’ annual leave is planned for in such a way that the business has adequate cover at all times – and keepyour planes in the air. 
  • be proactive in the management of annual leave - this is not a topic to leave at the bottom of your to-do list.

Don’t:

  • leave annual leave allocations to chance.
  • take the view that it’s up to your employees to decide whether or not they choose to take leave.
  • wait until the year end before reviewing annual leave accruals.
  • give in to requests for payment in lieu of annual leave.
  • make employees feel guilty about taking annual leave.


Managing annual leave certainly has its challenges but so do the scenarios that develop if you allow things to get out of hand, or plan badly. With transparency, good communication, forward planning and a culture that values leave taking, things can run a whole lot more smoothly - and with luck there are flights available to your employees’ chosen holiday destinations.

 

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Four Simple Words for Mental Health Week

mental-health-week

Across Australia, it’s Mental Health Week. This takes place in October each year to highlight the essential message that looking after our mental health and that of our colleagues, friends and family members should be a number one priority – at all times of the year.

In Australia, about eight people take their own life each day. Some 65 thousand people attempt suicide each year. And if those numbers aren’t hair raising enough, suicide is reported to be the biggest killer of Australians under 44 years – and men account for around 75 per cent of all suicide deaths.

These statistics are of considerable relevance to those of us in small business. Here in Australia, small businesses account for nearly 98 per cent of all companies. Around 80 per cent of these will fail within the first 18 months, possibly because of the unique set of pressures business owners face. These are exacerbated by a frequent lack of proper support structure and a vulnerability to mental health problems which over one third of us have a predisposition for.

Consider the obstacles to success in small business: financial pressures, high work demands and long working hours, the challenge of maintaining business growth and long-term viability, and too often a lack of focus on self-care and work-life boundaries.  Sadly, it’s no surprise that many business owners contribute to the statistics above.

 

THE BILLY GOAT STORY

Leanne Faulkner is the founder of Billie Goat Soap, a successful Australian start-up launched in 2004 using milk from her own goats to create beautiful soaps. At its height, her business was turning over $2.4 million annually. But when the global financial crisis bit, the business began to struggle, and Faulkner internalised its deficiencies as her own personal failings.

Appearing on this week’s ABC RN Life Matters program, she said, "A bad day became a bad week became a bad month and the bad month became chronic. At the worst I ever felt, I had some very, very dark thoughts and I just really wanted to hang in there for my family and I was starting to get quite scared.”

For Faulkner, the dream of working for herself - having flexible hours and living the high life - wasn’t in fact the reality. Long working weeks, the grind of staying afloat and the long periods away from her family were all at odds with what she associated with the entrepreneurial life.

Faulkner was diagnosed with situational depression triggered from her working conditions, and spent three months away from work. It was hard to ask for help, she explains. “It took me a bit of time to get up the courage to go and talk with someone. In my head it was, if I actually go and do that then I'm really admitting that I can't cope.”

After selling her business in early 2012, Faulkner now works as a mental health advocate for small business owners. “Nowadays I still get stressed and anxious at times, but I understand I have to come first in that process. In the past, when things were hectic at work, I didn't have time to exercise, work was always more important ... I'm much more selective with what I do and don't do these days.”


ARE YOU OK?

There is real need for all of us to ease this burden and look out for those we know who may be labouring under untold pressures. Perhaps we are a small business owner or an entrepreneur – perhaps we work for one, shop with one, or have a partner or a parent who is one?

R U OK?, a Australian national suicide prevention charity dedicated to encouraging everyone to connect meaningfully, says ‘A simple hello could lead to a million things’.

The Prime Minister of Australia, Malcolm Turnbull agrees. ‘R u ok? Four letters, but they can save a life.’

These four small letters can resonate with someone who might be struggling with the demands upon them and their business. We encourage you to check-in with them and listen. It’s that easy. We’ve all got what it takes to follow these steps - and we all have an obligation to look out for one another.

Great leadership is about looking out for the person to your left while supporting the person to your right, and not forgetting about the people above and below. Let’s remember that this week – and the rest of the year as well.

 

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Pimp Your Perks! Why Employee Benefits Should Get Their Attention – and Yours

Pimp-Your-Perks

They say small business is very different to big business. We agree. Entrepreneurs and business owners are fast, smart thinkers. One thing they know for sure is that a happy, engaged workforce is a high-performing workforce.

So when we hear of companies like software designer SAP, with their indoor putting green, or Google with their indoor more-than-you-can-imagine, we think about our own little team - and wonder how we can keep up with the fireworks on offer elsewhere.

The bells and whistles that big players use to keep their teams agile and engaged come with a big price tag too - and a bucket load of resources as backing. This is what can make these benefits seem out of reach for the small but no-less-mighty businesses we normal folk lead. But with the idea for Gmail being dreamt up by a small group at one of Google’s workplace cafes, it’s important to keep an open mind and dream big. Employee perks shouldn’t just be left to the big guys, when we all want to keep our smartest talents on board.

Smaller businesses are mighty in their ability to react and respond quickly, to think laterally without the red tape and boardroom conversations those bigger players have to engage in. All it really takes is a little creative thinking to show your people that you’re committed to finding agile ways of growing your brand and taking them along for a great ride.

Here’s our take on five out-of-the-box ideas to help you get started on employee perks.

 

CLEVER LEVERAGE

Look at the other businesses in your local area. Could trading your services for theirs benefit all your employees collectively? Whether it’s a hair salon, bakery, dry cleaners or coffee shop, leveraging with each other builds connections and creates small but handy and welcome perks. It’s a great way to support each other - and increases the foot traffic through your door.

Mark Bilbe of Mimecast did just that, using the services of a local catering company. ‘We started catering lunches four days a week to allow employees to take a break, socialise, swap stories and enjoy a lunch on us. Food in general is a great unifier of cultures, functions and personalities.’

 

INNER CHILD

Maybe you haven’t got the space for a ping pong table or tennis court, but there are plenty of ways to get your employees away from their desk and talking to each other. Puzzles on the lunch table, pencils and colouring books, board games by the coffee machine – all encourage interaction, and are simple, effective and fun ways to get people talking. It’s certainly not as cool as slippery dip from your mezzanine, but the intention – and the effect - is just the same!

 

DOGS ON THE JOB

If you're a dog lover, this may work for you. Studies have shown welcoming a dog into the office can improve sense of work-life balance, boost productivity and morale, make employees more trusting of one another, inspire creativity, and lower stress levels.

Shayan Zadeh, CEO of app creator Zoosk says, ‘Like any successful company, we want to foster a happy and productive workforce. In order to promote a stress-free environment, Zoosk has a dog friendly workplace, which helps relieve employee tension.’

 

AGILITY AND FLEXIBILITY

Play with your working hours. Allow working for longer hours on certain days in exchange for a shorter week. Try job sharing, half-day-Friday, a Christmas shopping day, pro-rata bonuses and days in lieu. Incentives like these offer great flexibility for employees who appreciate the fresh take and the opportunities. And the cream? These offerings shouldn’t affect your cash flow. Just be sure to check the employment standards in your jurisdiction first - complying with relevant laws and legislation is essential.

 

DISCOUNTS

If your business creates products or services that could be useful to your employees, offer them a discount. Don’t be a Grinch: make sure it’s a discount worth having – you don’t want your altruism questioned for the sake of a few dollars. If you have no products or services to offer, think outside the box. In Australia, a membership to Entertainment is a tangible perk with benefits for the good cause you source it from too. Friends and family movie deals are another option. Get creative! Some crowdfunding startups give employees “bucks” or points to donate to the campaign of their choice on a monthly or quarterly basis.

 

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Swipe Left on Workplace Distractions

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As business owners we’re used to switching - between menu tabs and devices, from messages to email and back again. We might even take the same approach to switching between work and family if we’re based in a home office. And maybe we’re programming our social life in amongst the mix – if we’re lucky enough to have one!

Switching from one thing to another with alarming frequency has become not just the norm, it’s almost an expectation. Our minds have become used to it and allow us to jump from one shiny, new and demanding incoming alert to the next.

But is it productive? And more importantly, is it good for us?

Breaking the habit is difficult, and staying focused on just one thing when we’re used to a plethora of stimulants, is tricky. But we should be clear: the low productivity this lack of single-minded focus comes at a cost – a direct cost to the bottom line, and an indirect cost to our health. The overwhelming and accumulating stress of never quite finishing anything takes its toll, make no mistake.

As business leaders, it’s important to be accountable for overall productivity – and that means our own as well as the people in our tribe. It’s time to nail down the best way to invest our time and energy wisely, and narrow the focus again.

Gary Keller, author, entrepreneur and cofounder of one of the world’s largest real estate agencies, says that when we stay focused on exactly what matters the most at any given moment, that’s when real success becomes obtainable. If all your energy is channeled in one direction, things are achieved sequentially – one thing at a time.

Take a moment to think about how focused you and your team are and whether a blur of devices, screens and sources of distraction are causing a fog of ineptitude. If so, it’s time to turn things around!


Here are three simple strategies to help you stay on one thing at a time.


1. MOST IMPORTANT TASK

Keep it simple. Before you start your working day, determine which is the most important task for that day. Something is always the priority. Don’t build a list here - just choose the one thing. You’ll get to the others later. Once you know what your priority is, plan for it. What do you have to do, to get it done? Don’t waste time with indecision – keep it moving! And then make a start.

 

2. SWITCH OFF

Clear your space of anything that goes beep, bling, kaboom, woop and anything that swooshes or sweeps. Distractions are hard to ignore – they’re made that way. Some of our biggest brand names have achieved success by designing the digital space to be deliberately inviting. No wonder we get distracted.

Can’t resist the lure of the internet? Turn it off! Disconnect your wifi or router. And turn that phone off. Switching it to silent is often ineffective. Close the browser on your computer, and any applications that you don’t need. This limits notifications – those alluring sounds, lights and vibrations that let you believe something tastier might have come in.

Our colleagues in the seventies might have stepped outside for a cigarette and that’s the last thing many of us would do nowadays. But the lure of the smartphone and those minutes spent checking in, are easily just as much of a waste of time.

 

3. FIVE MINUTE WINDOWS

Our working days include many small tasks that take five minutes or so. Start thinking about five minute windows in which you can get one or more of those done. Keep an on-going list of those tasks – anything you can do quickly: before a meeting, between phone calls, before the teleconference. And if you’ve got a spare quarter hour, go crazy and do them all!


The nature of distractions and how many you’re plagued with depends on many things - the type work you do, your office setup, workplace culture, and the size of your company. But the solution is the same. Start a new trend! Acknowledge that you work best when you’re working on just one thing at a time. Swipe left on distractions! And encourage others in your tribe to do the same. It can only lead to greater benefits – for both you, your business and the people you employ.

 

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See Less of Your Team - and Let Go the 'Face-Time' Mentality!

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How you measure the contribution your people make? Do you count the number of hours they spend at work? How well do you measure their contribution while they’re present?

If ‘face-time’ is what matters to you – the time your people spend at the office - ask yourself why. That is, why does the time they spend at work influence your perceptions of their performance? And should it?

We’d say no.

FACE TIME – IT’S NOT THE FUTURE


All too often I meet leaders who believe that hard work means long hours, and that long hours are the only recipe for commitment and success. The reality is quite different. It’s the outcomes people are able to achieve which are the true reflection of their value.

Placing value on someone’s willingness go the extra mile from time to time is natural, and it’s important your people are willing to be there when the pressure is on. But expecting them to be there at all hours and live at the office to demonstrate their commitment – just isn’t.


FACE-TIME CULTURE – SHOULD BE IN THE PAST


A ‘face time’ culture that permeates your workplace can have very real financial consequences for your business – and we’re not talking beneficial ones. For example, it’s common to find that people regularly work overtime to boost their income. Others might be ineffective in their roles and flying under the radar of accountability by doing extra time.

A lack of capability, focus, ability to delegate or share responsibility are common reasons why people work long hours - and business owners pay for it. Good value? We think not.

GET THE BALANCE RIGHT


A team who are willing to put the hours in when the job just has to be done – that’s invaluable. It’s especially important to build a culture that inspires people to roll up their sleeves when the chips are down. However it’s unquestionably in everyone’s best interest to maintain a balance.

Working long hours and regularly making personal sacrifices for our job is detrimental to our health, wellbeing, relationships, productivity and performance. Allowing people to reach a point of burnout is not only irresponsible, it’s also unwise. When people are exhausted and stressed the consequences for them, their families and your business are serious. Mental and physical illnesses are very real costs of unreasonable workload and demand.


FACE UP TO WHAT MATTERS


If your people are spending a lot of ‘face time’ at work, you need to understand why. If it’s a challenging time and they’re driven by dedication, then value and reward their behaviour. But if employees are measuring their own success by the hours they spend in the workplace, you must set clearer expectations of their outcomes – achievements, not hours.

Managing for outcomes and creating a performance-focused culture takes five essential steps:

1. Inspire
Create a clear and compelling vision for the future. Make it clear that you expect your people to influence overall success – with their talent and dedication, which matches your own. Build confidence and energise your team’s spirit with the strength of your leadership.

2. Direct
Get specific. Give clear guidelines for each individual and every team - and then let them get on with the job. What will their contribution be? How will they influence your success? Create specific aims, and communicate them.

3. Empower
Allow each person to take ownership of their role. Empowerment is essential if you want to hold people accountable for their performance. Give them room to make day-to-day decisions for themselves. Be clear about the number of hours they need to meet the needs of your customers and deliver on their objectives.

4. Coach
Influence your team’s approach and capabilities through regular coaching conversations. Give feedback about what works well and how they might approach a scenario or task differently. Aim to give them the spirit and capability to take full ownership of the task - and achieve a great outcome.

5. Accountability
Put mechanisms in place for measuring the standard of performance achieved along the way. Set milestone goals, and measure and reward progress. Long-term objectives are important, for sure, but breaking them down is an important way of maintaining focus, motivation and momentum achieved.

 

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Inspirational Words from Impressive People

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Never give up! It might be a cliché and you’ll hear it over and over when you’re in the thick of building your career or business. But there are good reasons why such time-honoured maxims continue to circulate and hold their meaning. You simply never know when success is imminent. It could be lurking just around the corner. So never give up!

There’s strength and solace in the stories of others as well – of people who have journeyed the same path and made something wonderful from humble beginnings. Their industriousness and relentless, dogged self-belief paid off, and the modern world knows them today as true ‘success’ stories. Stephen King, J.K. Rowling, Henry Ford, President Barrack Obama, Colonel Sanders - and of course Richard Branson. From vastly different fields and with one thing in common – they never gave up!

In our constant quest for inspiration at #HR, we’ve formed a collection of illuminating and inspiring philosophies, by people who have made an indelible imprint on our world. Quotes, clever ideas and self-reflection that pushes us to think differently, diversely - and bravely.


PABLO PICASSO on don’t clone yourself.

‘Success is dangerous. One begins to copy oneself, and to copy oneself is more dangerous than to copy others. It leads to sterility.’
one of the most influential artists of the 20th century.


JASON FRIED on big things in small packages.

‘There’s nothing wrong with staying small. You can do big things with a small team.’
co-founder of Basecamp, a company that builds web-based productivity tools that, ‘do less than the competition’.

HENRY FORD on resilience.

‘When everything seems to be going against you, remember that the airplane takes off against the wind, not with it.’
- founder of Ford Motor Company.

MARK TWAIN on bravery.

‘Twenty years from now, you will be more disappointed by the things that you didn't do than by the ones you did do, so throw off the bowlines, sail away from safe harbour, catch the trade winds in your sails. Explore, Dream, Discover.’
- writer, humorist and entrepreneur.

ALAN WATTS on weathering storms.

‘To have faith is to trust yourself to the water. When you swim you don't grab hold of the water, because if you do you will sink and drown. Instead you relax, and float.’
- philosopher, writer, and speaker.

VIDAL SASSOON on industriousness.

‘The only place where success comes before work is in the dictionary.’
- hairstylist, businessman and philanthropist.

BILLY COX on one thing.

‘I have a friend who’s always jumping from one opportunity or business to another. To him, the grass is always greener on another field. He’s never learned that if you water and fertilize the grass on your own field, it will get greener and you’ll want to stay. Sometimes the grass truly is greener somewhere else, but that’s only because someone is over there taking care of it! Take care of the grass on your own field. If you’re convinced you’ve found your field of dreams, build it! Stop looking for something better and stay focused on the opportunity at hand. If you do, eventually it will become so fresh and desirable that others will want to play on your field.’
- the only surviving member of Jimi Hendrix's three main bands.


The words of ordinary people who have achieved extraordinary things – reading them is irresistible. Perhaps it’s the vast diversity of their professional lives, their circumstances, their niches in life and their journeys which fascinate us. Or it could be that their reflections tap into something we feel an instant connection to. Whatever it is, there’s nothing like a great quote or cliché to get you revved up and focused all over again. Inspired!

 

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When the Chips are Down, Is Your Workplace Safe?

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Workplace injuries. Two words that send shivers down any business owner’s spine. When the cause is also an emergency incident for which you’re unprepared, then be afraid. Be very afraid.

Your employees count on you to have their safety front of mind. So when there’s an injury, whether apparently trivial or evidently more serious, the onus is on you as employer to take responsibility.


BE PREPARED

It worked for the scouts and it’s perfectly apt for your workplace too. In February 2016, Safe Work Australia released a Code of Practice on first aid in the workplace. This Code was approved under section 274 of the Work Health and Safety Act (the WHS Act). It’s a big piece of legislation that is relevant to any business with a duty of care.

This Legislation makes it clear that your duty of care as an employer in relation to first aid goes beyond band aids in the lunchroom or an incident log at reception. In order for business owners to meet workplace health and safety requirements, a set of guidelines and an active approach to constantly improving the safety of your work environment is best practice. It’s black and white.


TRAIN UP

The statistics say that less than one in three Australian employees (31%) currently feel confident to perform first aid in an emergency. Reasons range from ‘a lack of training’ through to feeling ‘personally responsible’ if something were to go wrong.

Well-trained First Aiders are one of the important measures you can take to meet compliance. More importantly, they’re there to save lives.

They’re the ones everyone looks to when injures occur and when your workplace is in the throes of an emergency.

It goes without saying that they should be properly trained in all procedures likely to be necessary, and familiar with all the related workplace policies that govern what happens during an incident.

Types of First Aid Training might include:

  • Basic and Advanced First Aid – common emergencies, CPR, casualty management, incident management, high-risk workplaces
  • Occupational First Aid – as above, with a focus on first-aid facility management;

First Aid in Remote Situations – first aid administration in hard to reach locations, including aerial evacuation.

In Australia, depending on your workplace and its level of risk, there should be at least one First Aider for every 25 employees in high-risk environments. Low-risk workplaces should have one per 50 employees. Think about your own numbers - how compliant is your workplace?

GET THE KIT

An essential part of workplace safety is the tools required – your First Aid Kit. It’s essential to do some research and select the right kit for your workplace.

Here are some emergencies that a compliant First Aid kit can treat:

  • Broken bones
  • Burns
  • Electric shock
  • Minor eye injuries
  • Cuts, scratches, punctures, splinters, grazes
  • Muscular ailments and sprains

Do some research, take compliance advice – then make sure you’ve got the right kit in place, and that your First Aiders know what’s in it.

RESPECT THE RULES

Negligence in this area can lead to serious sanctions. And if you’re lax on compliance, then your employees are always in some danger. So it should be no surprise to learn that infringement notices and conduct investigations are a common consequence, if you fail to follow the rules.

In Australia, there are three types of notices that a business might receive from an inspector:

  • Improvement Notice – If a company fails to fix the listed problems, penalties can be up to $50,000 for individuals and $250,000 for corporations;
  • Prohibition – All work operations must cease until improvements have been completed. Non-compliance means fines of up to $100,000 for individuals and $500,000 for corporations;
  • Non-Disturbance notices – A preservation period of 7 days is issued. Potential penalties are the same as those listed for the Improvement Notice above.


LEAD YOUR TRIBE

Employers are responsible for the health and safety of their employees. Keep your team updated and informed. Provide them with all the resources they need to minimise workplace risks and injuries. It’s the least you can do - and it’s also the law.

First aid compliance is important to your business. Ensuring that you meet the requirements for making your workplace safer for all your employees is your number one priority. And if ever in doubt, outsource. Find the right service provider of first aid resources that can support your business on its journey to compliance.

 

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The Magic Number – Not to Be Dismissed

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There’s a magic number which most owners of an Australian business would definitely know. Fifteen. 

This is the golden number below which their employee head count should always be, to benefit from the more generous clauses set out in the ‘Small Business Fair Dismissal Code’.

 

WHAT IS THE CODE?

It’s simple.  Small businesses with less than fifteen employees have different rules for dismissing employees. The Code protects small businesses from unfair dismissal claims – as long as that employer has followed the fair and reasonable steps set out the legislated guidelines.  

In the code, there is a checklist.  This takes the employer through a step by step guide, in assessing and recording reasons for terminating an employee.  It supports the employer in understanding their procedural obligations and how to best be compliant.  In so doing, it protects both their business and their credibility. 

 

WHAT IS THE BENEFIT?

Small business employees cannot make a claim for unfair dismissal in the first 12 months following their engagement. If an employee is dismissed after this period, and the employer has followed the Code, then dismissal is deemed to be fair. 

 

WHAT IS THE CATCH?

Keep your head-count under fifteen!  Here is how the Australian Small Business Fair Dismissal Code defines small business: 

A small business is defined as any business with fewer than 15 employees.

 

To figure out whether a business is a small business, count all employees employed at the time of the dismissal including:

  • the employee and any other employees being dismissed at that time
  • regular and systematic casual employees employed by the business at the time of the dismissal (not all casual employees)
  • employees of associated entities, including those based overseas.

The size of the business is counted the earliest of:

  • when the employee is told their employment has been terminated, or
  • when the employee is given their notice of termination.

 

WHAT’S THE BEST ADVICE?

Be smart. Follow the code, and document all the circumstances on the journey to dismissing an employee.  The Fair Work Commission loves to see hard evidence and procedural fairness when faced with a claim. Do your best to follow the protocol and always seek specialist support if you’re unsure. It will stand you in good stead. 

Here at #HR, we often see the consequences - and the costs - of poor judgement and all-too-common oversights. All could easily be avoided.   We know that dismissing an employee is never easy. So stick to the magic number – and protect yourself. 

 

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Police Checks – and Staying in Line on Recruitment Practice

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Recruitment and the legislation governing it is now one of the most complex areas in which a business engages, and it’s vital to get it right.

Twelve months ago, Senator Derryn Hinch made an adjournment speech in Australian Parliament, in which he publicly named a convicted child molester who was employed at McDonalds. His announcement triggered a chain of events that prompted an investigation into the food chain’s recruitment process – and as a result of the revelations, McDonalds commenced compulsory criminal checks for all applicants over the age of 18.


WHAT DOES THE LAW SAY?

In Australia, some industries are legally required to conduct police checks under legislative or regulatory frameworks for registration, licensing or employment purposes. And some of these occupations may include, but are not limited to, lawyers, community care workers, teachers, the police, correctional staff, taxi drivers, financial brokers - you get the drift.

There are many other industries – such as iconic fast-food chains, walking a tightrope in this area. Because while more and more employers choose to conduct criminal history checks as part of their own risk mitigation strategy, it isn’t compulsory.

THE RISK OF DISCRIMINATION

InterCheck Australia, an accredited police screening service, highlights the large number of companies who do not fully understand best practice surrounding criminal history checking procedures. ‘This can be a real danger for businesses, because there are ramifications and risks associated when handling, storing, sharing and making adverse decision based on criminal history information.’

Under the Human Rights and Equal Opportunity Act 1986, the Australian Human Rights Commission (AHRC) has the power to investigate workplace discrimination on the grounds of a person’s criminal record. According to the guidelines provided by the AHRC, whether or not a criminal record is relevant depends on the inherent requirements of a position.

Where an individual’s criminal record prevents them from performing the inherent requirements of a job, discrimination is unlikely to be argued. So, if a prospective employee is found to have prior convictions that prevent them from working in such an industry, an employer is free to refuse employment for this reason.

BURDEN OF PROOF

And then there are some other types of pre-employment checks that can be risky business from an evidentiary perspective. The burden of proof rests with the employer to ensure that criminal history checks are only conducted when they’re directly related to the inherent requirements of a role. When it’s not - and the employer decides that the candidate is not right for the role, they need to be very clear of their reasons behind their decision. And here’s where the risk lies.

Proving that a candidate is not offered a job because of reasons unrelated to their criminal history may be complex - and verge on discrimination. And depending on your business’s location and jurisdiction, the laws can differ accordingly. Best practice is knowing the regulations in your region, and then putting appropriate compliance system in place prior to implementing any type of pre-employment screening.


TWO THINGS TO CONSIDER

  1. In the case of McDonalds, Hinch’s argument was the fast food chain’s failure to recognise any alignment between an applicant’s criminal history and the inherent requirements of the positions they offer. McDonald’s eventually changed their processes - but it has been at an unmeasurable cost.

  2. An applicant should not automatically be dismissed because of their criminal record if the disclosed criminal record is irrelevant to the intended role. Actions like this may expose a business to claims of workplace discrimination, as stipulated under the Australian Human Rights Commission Act.

If you have any doubts, contact a professional who can support you through this process. Look for a consultant with the right expertise, a thorough knowledge of best practice and the legislation governing it. Get the right advice first and avoid making any on-the-spot decision.

Do what’s right for your business, your employees and your consumers!

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Good Coffee: The Fastest Way to an Employee’s Heart

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Coffee. For many of us it’s a ritual, right? And that means it has to slot into the working day, somehow.

For some employees, a quick fuel-up at the desk can kick-start the day. For others, the coffee break is a momentary escape. It’s a chance to connect with others – and great things can come of it.

The idea for Gmail was dreamt up by a small group at one of Google’s workplace cafes. So says Katelin Todhunter-Gerberg, a senior associate on Google’s communications team.

So if your team does some of its best thinking over a coffee, doesn’t it make sense to do some thinking over the coffee and the equipment that brings it to them?

Let’s nurture the coffee break and take a look at how your business can benefit – and what some of the considerations are.

Help yourself to your choice of brew, and let’s go deep into coffee territory! 


RENT OR BUY, KNOW YOUR MACHINERY 

The price of buying or renting a coffee machine for a business is comparable. It’s generally thought that renting or leasing is preferable, as it provides greater flexibility and maybe frees up your capital for more pressing things.

Rental Packages – what to consider

As with any rental agreement, there are things to consider before moving a top-of-the-range barista-ready model into your lunch room. Here are some of them.

  • Does the rental package include a minimum quantity purchase, or specialised products?
  • Will there be model updates prior to the end of the lease?
  • Is technical support and servicing included? 
  • What are the rental T&C’s? 
  • Is there a buy-back scheme at the end of the fixed term?
  • Are there any risks in a fixed term contract – are you able to opt out?

Besides the obvious attraction of a latte or mocha whenever you want one, there are very real business perks to renting a coffee machine. You may be able to claim tax deductions for the rental expense every month for the lifetime of the agreement.

Buying Outright – benefits here too

Buy a coffee machine, and you’ll be congratulating yourself over your first office cappuccino, as there are many benefits to be had here too. Some things to consider first:

  • There are no monthly obligations or the T&C’s that come with renting a machine.
  • Is there an extensive warranty option available?
  • Is servicing included complementary or an additional expense?
  • What’s the ‘life expectancy’ of the machine? Knowing this helps you compare products.

Machines in excess of $1,500 are considered a business asset, and you may be able to write off depreciation as an expense. Anything under, and it’s possible that you’re eligible to claim the tax deduction for the full cost – just as long as you meet the prescribed criteria. A quick chat with your tax agent should clear this up.

The Benefits Beyond

Beyond the luxury of having great coffee on hand in your workplace and a few tax-incentives, you have to wonder whether it’s all just self-indulgence, or whether there are tangible benefits beyond the taste.
Turns out, there are.

Dr Suzy Green, founder and leading psychologist of Positivity Institute says, ‘Our brains do need to have a little rest - they just can't be on all the time. And it's often in the breaks where you get your creative ideas.’

Walking away from your desk for a coffee break can spark many cool things, including workplace engagement, cross-functional conversations and general idea sharing. 

As a business owner, it makes perfect sense to nurture such opportunities – with perfect extraction, great quality beans, and a café quality drop! 


IT’S THE LITTLE THINGS THAT COUNT

When it comes to rewards, employees appreciate the small things. Sure, sometimes grand gestures are in order to reward exceptional performance. But when we think about the day-to-day, most employees will tell you they’re really not looking for fireworks, but simple things that make a tangible difference and genuinely foster a great workplace culture.

You don’t have to provide barista training. But as a business owner, it genuinely pays to think about coffee breaks and the facilities you provide as an opportunity - for increased productivity and engagement.

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Emma’s Story Part 2 - Turning Things Around

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In Part 1 of Emma’s story, a chat on the bus revealed that talented, high achieving Emma was feeling directionless and unappreciated in her role. After Emma confided that she was unsure her manager had any faith in her, looking around for another role elsewhere started to seem like the best option. Missed Part 1? Catch up.


So here I am on the way to a barbecue on the weekend, and I’m thinking about how incredibly useful I am. With only a couple of phone calls, I’ve connected my clever friend Emma to an awesome job opportunity at my company, and she already has an interview lined up! I truly am a legend. She’s such a superhero, my company will be lucky to have her!

Buoyed up by my legend status, I start a chirpy conversation with a guy near the beer fridge. What is it with guys and beer fridges?

“So how’s your week been?” I like to keep openers simple, but I can tell he’s impressed by my bold ice-breaking move.

“Up and down,” he offers. A little non-committal, but I’m not easily discouraged.

“How so?” I ask. And then it all comes out. Just a little prompting was all it took. His name is Ash, he tells me, and he’s stressed.

“Work’s a rollercoaster ride right now,” he confides. “Everything’s changing. We’re working on a whole new product to meet our competition. I’ve got a great team, but it seems like some of them don’t have their eye on the ball. Our normal business is pumping right now and I can’t do everything myself. I need a team that I can rely on to get this new stuff off the ground. So, I’m having a few sleepless nights.”

“So you’re managing a team?” I say astutely. “It can be hard to get good people.”

“Well that’s just it, I do have good people, but it feels like they’re distracted or something.” He seems puzzled. “There’s this one woman, I was so excited when she joined the team – she’s really creative, fantastic communicator. People really respect her and she gets stuff done. But I’ve got her working on this new product and it’s going nowhere. I’m not sure what’s going on.”

That’s funny, I think. Emma was working on a new project wasn’t she?

“I had a friend who was in just that position,” I chip in. “She was saying just last week, she’s working on something new and it feels like she’s going nowhere with it. She’s a really high performer too.”

Ash looks mildly interested at the parallels, so I keep going.

“Thing is, in her case I really think it was her manager dropping the ball. She wants to do great things, but he’s just not there for her, so he’s definitely not getting the best out of her. She’s got so much to offer. But, um, I’m sure it’s a different situation.”

“So what’s her manager doing wrong?” Ash asks casually.

“It’s more like what he’s not doing,” I say. Well, he did ask. “Not letting her know why the project’s important. Not giving her feedback on how she’s going. Not including her in meetings. He hasn’t suggested any ways for her to pick up new skills the she might need.”

Ash looks thoughtful. I carry on.

“She’s pretty much decided she’s been sidelined and it’s really a make-work project. She’s really depressed.” I have a thought. “You’re a manager – does it sound to you like she’s being sidelined? The whole thing just seems so odd to me, she’s really talented.”

Ash is looking a little uncomfortable now. “Well, managers are always being pulled in different directions, and sometimes you miss things. You tell yourself that people are ticking along fine, and then it all goes wrong suddenly. You know, I don’t think your friend should assume she is being sidelined. Maybe she should talk to her manager, get it on the table.”

And then he says softly, as if to himself, “Maybe that’s what I need to do with Emma.”

I try not to react. EMMA? Are we talking about the same person? Beyond awkward! I’ve already said too much, but then I go and say one more thing. May as well!

“Yeah, maybe that’s the way to go. Except it’s too late for this friend of mine. She’s already looking at another opportunity.”

Ash has a really weird look on his face now. “Wow, I’m not surprised,” he says, a little flatly.

To be honest, after this he seems kind of distracted and I get sick of talking to him. But I keep thinking about it. Will Emma stay where she is, or come and work with me? And are the two Emma’s the same person, or is this a really weird synchronicity? I’m feeling like the woman who knows too much.

So, jump forward three days and I spot Emma on the bus again. We get talking. How she is feeling about the big interview at my company, I ask her?

“Oh, I’ve cancelled it, I’m going to stay where I am” she says. Whoa! What’s happened there? I delve for details.

“Oh, I really appreciate you making the introductions at your place,” Emma continues “I’m sure it’s a great job. But things have really turned around with my manager this week. We’ve had some great discussions, and we’ve completely changed how we work together. It’s so much better.” She seems puzzled and elated at the same time. “You know, I hadn’t realized, but the stuff I’m working on is actually a top priority, he just hadn’t told me. So I really feel like I need to stay and get it right. I think they’re relying on me.”

So there you have it. Maybe Ash is a good listener after all. Maybe my Emma was his Emma. Maybe he just needed to know how the wind was blowing and that he needed to change tack! Maybe he’s a pretty good manager after all!


Leaders of engaged teams:

  • Align teams behind a strong purpose
  • Build trust and are inclusive
  • Mentor and develop team members
  • Provide ongoing feedback

 

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Upskilling Your Team: How to Future-Proof Your Workplace

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Upskilling your team is a win-win. You get a more productive and loyal workplace, while your employees gain valuable skills and take on more responsibility. Put simply, it’s an easy and effective way to future-proof your business. But if you don’t know where to start, here are some areas to focus on.

HEALTH AND SAFETY

Training your staff in workplace health and safety is more than about ticking regulatory boxes. It’s about demonstrating how committed you are to their development and safety, as well as providing them with essential life skills. When your team is aware of risks and dangers in the workplace, they’re in a much better position to prevent accidents from happening, and react appropriately in emergency situations.

The great thing is, investing in training works both ways. Your employees feel safer, healthier, and more empowered. This makes them more productive, and less likely to run into trouble (which can cost you greatly). It doesn’t matter if you’re running a construction company, or a startup in a small office, there are risks in every workplace. And the more your team are aware of these, the safer your business will be – now and in the future.

BECOMING ACCOUNTABLE FOR INTEREST SECURITY 

Securing your business from cybersecurity threats often starts with employee education. The sad truth is, there are scammers and hackers determined to access your sensitive data and use it against you. And while having a strong firewall system in place goes a long way in protecting your business, training your staff in Internet security is equally as important.

But the thing is, unless your team understands the range of threats out there and how these can affect them – not just the business – they are less likely to care about data security, privacy policies, intellectual property, and data breaches.

To get started, make sure cybersecurity training is regular and mandatory. Your team should know how to identity basic threats such as phishing emails, and understand that passwords should never be shared. They should also be well versed on all the latest security threats, and be aware of the fact that many breaches are caused by human error. If they understand that scammers and ransomware don’t only target bosses, but employees too, they’ll be more inclined to pay attention.

Giving your team a healthy dose of cybersecurity education not only benefits the safety of your workplace, it arms them with actionable information to use in the office – and at home.  

LEARNING HOW TO NETWORK EFFICIENTLY 

While giving your team the tools and opportunities to network will expand their career prospects, it also helps your business connect with potential clients, learn new insights about the industry, and even gain new employees.

In an increasingly digital world, networking is often achieved online. To make the most of this, invest in training workshops in how to use online platforms such as LinkedIn and Twitter. Train them in how to write industry articles that attract attention, why it’s important to share their accomplishments, and how to connect with influencers and peers. With the right motivation and guidance, even the shyest of employers can learn how to network effectively.

You should also think about sending your team to conferences. This gives them a chance to get out of the office, meet new people, get excited and energetic about the industry, and even find new business. Not only does this inspire purpose and responsibility, it gives them valuable professional skills too. And the truth is, the more connected your employees are, the more connected your business is.

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Own It, Love It! How to Manage Your Personal Brand

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The concept of branding has been taken on board since way back by more sizeable companies and organisations. But think about it: every business and every individual in business has a personal brand. It’s out there! While some of us don’t knowingly or deliberately cultivate our brand, it exists nonetheless. And it can dramatically affect our success as an entrepreneur or business owner.

Your personal brand exists in two different spaces in your business - internal and external. The first, internal branding, is the way you’re perceived inside your business. External branding is the way you grow and manage your client base.

Those of us in small business, and large, are constantly looking for ways to exceed our client expectations, and optimising our personal brand can be a make-or-break component in achieving this.

Like to optimise your personal brand? Here are some tips.

BE YOUR BRAND

In the corporate world or in small business, everything you do and say affects how your personal brand is received. And that reflects back upon your business. As a business owner, think about repercussions. Posting that photo on Instagram might seem funny now, but if it’s an unwise choice of image, there could be consequences that hinder your future development. 

More importantly, the more often you recognise your personal brand as a key ingredient in your business, the more rewarded you feel when business and connections come your way! 

PRACTICE WHAT YOU PREACH


So far, so great. You’ve got the hang of it - your personal branding is part and parcel of your business. Now you want people to feel as if they know you and your company authentically. 

It’s important to be honest, and not fictitious, because if you’re not authentic, your audience will find you out. Let’s say your business identity is all about sass, independence and creativity, which ultimately affects whether clients choose to work with you. If you’re perceived by others as embodying those qualities yourself, any action you take will ultimately shine through your business and your audience will immediately resonate with it. 

YOU’VE GAINED A FOLLOWING – NOW KEEP IT LOYAL

The more your audience feels they resonate with your business, the more likely they will stick around when times are tough. Your website and social media are a great extension of everything you do, so weave your personal brand through them. If you see your followers increasing, you’re probably doing something right!

TELL YOUR STORY

Consumers love stories. A great way to build your personal brand is to write thought leadership articlesleadership articles or opinion pieces and offer them to media for publication. This gives your audience a window into your life and who you are – a great way of enhancing your image. Tailoring opinion pieces to certain media outlets will help in driving your business, and a relationship between yourself and your market. 

CONNECT

Networking is essential, and it’s important to connect with the right audiences. You can use both traditional and new media methods to reach the right people. Go to industry and personal events or connect via social media –it’s all out there! If you’re a lover of detail and organisation, keep track of your networking on a spreadsheet - list names and contact details of people who may be relevant to your brand. This ensures you have contacts you can reach out to, when you want to pitch an idea or need business advice. 

TAKE FEEDBACK ON THE CHIN – AND USE IT

Taking business feedback in your stride can mean the difference between a positive or negative personal brand. As perception of you and your business is continuously shifting, it’s important to get feedback regularly from those inside and outside of your circle, to get an idea of areas where you could improve. That doesn’t mean asking a total stranger, but consulting family, friends, colleagues and others you trust. It helps you to refine yourself - and ultimately your business.


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Wake Up to the Facts About Sleep. They’re Alarming!

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Alarmingly but perhaps not surprisingly, a Sleep Health Survey of Australians has found that 33 to 45 per cent of adults sleep either poorly or not long enough on most nights. This leaves them feeling fatigued, irritable and generally unwell.

It’s a subject given scant regard by many of us, but ignore it at your peril. As a factor affecting our health, lack of sleep is a major contender. Dr David Hillman, Director of the Sleep Health Foundation says, ‘Just like obesity, smoking, drinking too much and not exercising enough, sleep problems cause real harm in our community.’

Not to mention in the workplace.

WAKE UP CALL


The findings in this survey, recently published in the International Sleep Journal, showed that inadequate sleep can reduce natural immune function. It can also increase the risk of infections and other serious illnesses. Links were made to hypertension and heart disease, as well as compromised cognitive function and mental well-being - including disturbances in mood, thinking, concentration, memory, learning, vigilance and reaction times.

Fully awake and paying attention now? We certainly are!

SLEEPING ON THE JOB


A weighty 17% of people in the survey reported missing at least one day of work in the previous four weeks because they were too sleepy or had a sleep problem. This was especially common in younger adults, with 27% of 18-24 year olds and 30% of 24-35 year olds reporting days off from sleepiness.

Arriving late for work and making job specific mistakes caused from sleepiness or sleep problems was also common. A significant 14% of men and 21% of women reported being late because they were too sleepy when they woke up. A further 21% of men and 13% of women had fallen asleep at work in the previous month, which was a common finding up to the age of 55 years. It seems many of us really are sleeping on the job.


YOU CAN SLEEP YOUR WAY TO THE TOP – LITERALLY!

It is possible to sleep your way to the top – by sleeping when and where you’re supposed to. So says Arianna Huffington, founder of The Huffington Post, CEO of Thrive Global and author of 15 books. Before writing ‘The Sleep Revolution’, she learnt the importance of sleep the hard way – by fainting from exhaustion. She hit her desk on the way down, breaking her cheekbone, and had to have five stitches in her right eye. ‘And I began the journey of rediscovering the value of sleep,’ she says.

Huffington’s fall and her subsequent findings, became the precursor to a crusade on educating others on the importance of sleep. ‘The irony is that a lot of people forego sleep in the name of productivity, but in fact our productivity is reduced substantially when we’re sleep deprived,’ she points out.

Her findings and the message in her books are completely aligned with those of the Australian Sleep Health Survey. And when it comes to workplace productivity their messages are pretty simple. Loss of sleep not only impairs moods and affects diet, but it also hinders productivity, creativity, and decision-making. If you work in an industry such as medicine or transport, sleep deprivation could mean life or death. For most others, it certainly means sub-standard performance.

Poor performance does little for your bottom-line - and so does the 24/7 working day that those of us running our own businesses often adopt by default.

The clincher is that exhaustion levels are not necessarily brought on by workload and stress, but simply a prolonged lack of sleep. And doing something about it is a game changer!

What we do and how well we do it when we are awake is dependent on how much sleep we get – it’s that simple. So it seems the key to achieving, and reaching our full potential, is sleeping! Pushing up zeds. Getting shut-eye.

So getting to bed on time and nurturing your recharge time could help you avoid being one of the statistics in the report. You may well find that you’ll will work smarter, be healthier and possibly happier too! Nothing to lost and everything to gain – starting with a great night’s sleep!

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Sexual Harassment - There’s No Place for It

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We’re all of the opinion that a work environment free of discrimination and harassment is the ideal scenario, right?

We agree. And the principles of Equal Employment Opportunity now in place in any business operating with best practice in mind, are designed to underpin all your business and workplace decisions in this area. 

When it comes to managing allegations of sexual harassment, employers must stand to attention pretty quickly. Investigating an allegation is mandatory, regardless of whether you think the claim has veracity or not.  Employees count on you to get this right - and so does the law, so having a zero tolerance for any kind of sexual harassment is most certainly best practice - and the way to go.

Here are two cases of sexual harassment held before the Commission, with learning points relevant for many workplaces.

EXTRACTS FROM AUSTRALIAN HUMAN RIGHTS AND EQUAL OPPORTUNITY COMMISSION (HREOC)

 

1. THE CHRISTMAS PARTY

Two months after Amy began employment as a short-term contract delivery person, she attended the staff Christmas party at a local hotel. Amy alleged that on arriving at the hotel with her sister, a group of about ten male co-workers wolf-whistled and made sexual remarks about them. Shortly afterwards a co-worker, Evan, walked over to the table where Amy and her sister were seated with their drinks. He started to dance and lifted his T-shirt, exposing his stomach and chest. He then allegedly proceeded to loosen his pants and turned around and bent over, exposing his bare backside directly in front of Amy and her sister.

Later in the evening, while Amy was playing pool with another co-worker, Evan allegedly approached Amy from behind and pulled down her top, exposing her right breast. She claims she hit Evan over the head with her pool cue because she was frightened and embarrassed. After this incident Mark, another co-worker, approached Amy and tried to wrench the pool cue from Amy’s hand. Amy claims she was further intimidated by Evan, because he was sitting across the room, staring at her.

Amy complained to her manager the following work day about these incidents, and her employer conducted an investigation into the complaint. Her allegations were substantiated. Evan was transferred to another work-site, while Mark was reprimanded. After making her complaint, Amy alleged that her co-workers treated her coldly and her contract was not renewed. Amy lodged a complaint with the HREOC seeking financial compensation and the introduction of a more transparent sexual harassment complaint and discipline procedure. Amy’s employer settled her complaint privately for an undisclosed amount, prior to going to a conciliation conference.

 

2. OLD SCHOOL BEHAVIOUR IS NO EXCUSE 

Tracey began working for a telecommunications company through an employment agency as an administrative officer. A co-worker, Sam, allegedly started to make innuendos and comments of a sexual nature including “I know what you need”, and “Are you wearing a G-string?” Tracey also claimed that Sam stared at her breasts, tried to hold her hand when he was passing her something, and invited Tracey to sit on his lap.

After almost twelve months of this behaviour from Sam, Tracey stated that she was suffering from stress headaches and hated going to work. She complained to the manager who responded by allegedly saying that Sam was “from the old school and doesn’t know any better” and to wait a few days or a week and see what happened. No action was taken by the telecommunications company.  Tracey lodged a complaint with the HREOC alleging sexual harassment against Sam and the telecommunications company. Prior to a conciliation conference, the parties decided to negotiate settlement privately. The terms of the final settlement remain undisclosed.

Acts of sexual harassment can play-out at any time, and can occur during office hours or at other premises - including Friday afternoon drinks at the pub.  Whether an allegation arises as gossip or a direct complaint, there’s a legal obligation to investigate and take the matter seriously.  

 

REASONABLE STEPS

But that’s not all. Additionally, employers have a legal responsibility to take reasonable steps to prevent sexual harassment from happening in the first place.

‘Reasonable steps’ may vary, depending on the size of your organisation. At the very least, they include  implemented policies which create a discrimination-free environment. The next step we’d encourage is documented procedures - outlining specific steps to take in the event of an allegation – as well as specific training for employees on acceptable workplace conduct. 

Leaving no stone unturned, here’s a brief list of examples from the Australian Human Rights and Equal Opportunities Commission on what constitutes sexual harassment:

  • Staring, leering or unwelcome touching
  • Suggestive comments or jokes
  • Sexually explicit pictures or posters
  • Unwanted invitations to go out on dates or requests for sex
  • Intrusive questions about a person's private life or body
  • Unnecessary familiarity, such as deliberately brushing up against a person
  • Emailing pornography or rude jokes
  • Displaying posters, magazines or computer screen savers of a sexual nature
  • Communicating content of a sexual nature via social media, such as sending sexually explicit text messages.

We hope none of these examples ring true in your workplace. But if they do, it’s time to step up and get compliant!

 

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