January Newsletter 2011
Happy New Year, we hope you have had the opportunity to have a break and re-charge your batteries ready for the year ahead. Our thoughts and prayers go out to those in the flood impacted communities across the country as they focus on recovering and re-building their lives and businesses.
With reality kicking in, the break has allowed time to reflect on 2010 and plan for 2011. How will you use your time in 2011? Will you maximise it or waste it? Will you hope for different or will you actually do different, be different and create different? Will you do what’s required to succeed or will you choose easy and comfortable? Again. Will you turn the idea, the intention and the theory into a practical, physical reality or will you continue to plan and wait? Will you create opportunities or will you wait for them to come to you? (Craig Harper, Building your 2011, www.craigharper.com.au)
What is your business goal for 2011? Are you going to ‘create different’? How are you ensuring staff are involved and align their activities every day to the business strategy? With the war on talent growing again, retaining good staff comes down to creating the right environment so much of this responsibility comes down to managers. Remember, nine times out of 10, people leave managers, not companies. (Business Dynamics)
Demand for workers is heating up
Remember that time about 18 months ago, before the GFC, when you were having trouble finding good people to fill your vacancies? Well those times are set to be repeated with recent survey data from the both the ANZ and NAB reporting big spikes in job ads, particularly in newspapers. Australia is showing signs of resuming the its’ upward growth curve and while that means business growth it also means increased labour demand.
And the impending labour shortage is not just aligned with growth, it’s also a factor of the demographic ‘time bomb’ built into Australia’s population mix. That time bomb is the proportion of older workers leaving the workforce in relation to new ‘replacement’ workers moving in to take their place. Within the next decade the numbers entering the workforce will be less than those leaving it. Consider the options that will open up to young workers in the time leading up to this! We had a taste of the implications of that pre GFC as we struggled to get good people.
Those businesses who plan for this demand and implement strategies to attract and retain will have a competitive advantage in the battle for staff.
- Do managers understand their role in delivering results through their team – training, coaching, , providing constructive feedback, communicating, leading? Are your managers trained in being managers?
- Do you deal with poor performance fairly and with improvement in mind?
- Do you have workplace policies that support an environment that is free from harassment, discrimination or bullying?
- Do you have an induction process that supports new workers and assigns mentors or buddies?
- Do you have professional documentation including letters of offer and job descriptions?
- Do you ensure hiring is based only on skills and abilities and not on gender, age or other physical attribute? Have you or your managers been trained in effective recruitment and selection?
- Do you recognise and reward team members who consistently meet or exceed expectations? Do you thank people for a job well done?
- Do you and your management team role model the values and behaviours that you want reflected in your business?
Start with addressing these questions and you will have taken your first steps towards building a competitive advantage in the battle for staff.
What is it like to work for your organisation?
Retain staff with the STAR Workplace Program and Garner Business Solutions will donate $100 towards the Flood Relief Appeal
This is a valuable management tool designed to assist businesses in their action planning by measuring employer and staff engagement and the link between business strategy requirements and what people do every day. This would be a great way to kick off your business plans for 2011 and Garner Business Solutions will donate $100 per business that implements STAR by the end of February, 2011 to the Flood Relief Appeal.
A recent article from Boosting Employee Morale stated a significant drain on employee morale is the perception that management just doesn’t care. ....Keep in mind that perceptions do not have to be accurate to be damaging to morale. In addition, negative perceptions tend to grow exponentially when left unchecked, creating an ever-decreasing level of employee morale. Employees are often hesitant to be completely candid with management, fearing some sort of repercussion.
By utilising tools such as the STAR Workplace Program employees often open up knowing they are able to remain anonymous and that their answers to questions or ideas for improvement are going to be compiled into an aggregate report rather than attributed directly to specific individuals.
Contact us about the STAR Workplace Program that benchmarks and recognises organisation’s that are committed to creating high performing and engaged workplaces.
Upcoming Seminar - Introduction to Industrial Relations, What Business Needs to Know!
Industrial Relations has never been more important than it is now. Changes continue for business with obligations including paid parental leave from 1 January, 2011. How do you know you are meeting the requirements and protecting your people and your business? To register now click here >>
Update to the Small Business – Fair Dismissal Code. Do you have it?
Like the Fair Work Information Statement that was updated in July 2010, the Small Business Fair Dismissal Code was also updated in July 2010, but many businesses do not have the current version. It beefs up some of the checklist points for employers following some successful unfair dismissal claims in the sector. The Code relates to employers with 15 or less employees (previously 15 equivalent full-time employees).
In one such case, the employer filled out the small business fair dismissal code checklist when dismissing an employee, but Fair Work Australia held the dismissal to be “harsh” due to the employee not being given the opportunity to bring a support person to the interview prior to termination as required by the Code but not included in the Small Business Fair Dismissal Checklist.
So if you need to rely on this code and the checklist in the future, it is best to have the updated copy.
For a FREE copy of the updated code please send us an e-mail with the subject line “Free updated copy of Small Business Fair Dismissal Code please”, and let’s hope you never have to use it!
Reminder: Paid Parental Leave Scheme
Paid
Parental Leave (PPL) started on 1 January 2011 and is fully funded by the Australian Government.
From 1 July 2011, businesses must provide parental leave pay to employees who meet the eligibility criteria.
Registering will help you to get ready for July 2011 by providing you with notifications on PPL.
To get your business ready you can register now for Centrelink Business Online Services. To learn more about Paid Parental Leave:
Careers and Jobs@Garner
Need to Recruit? Talk to us about our flexible options and cost effective approach without the fixed fees based on salary package.
Want to be in control of your future? Considering a career change for 2011?
Was it a New Year’s resolution to be in control of your future? Have you ever thought about going into business for yourself? Entertained packaging up your skills and professional knowledge to create your own coaching or consulting business?
If starting your own business is something that you have always considered but have never taken any real steps towards, perhaps 2011 is the year.
It may be the best decision you ever make. It may not be a Coaching or Consulting business but you owe it to yourself to explore your options. For your free copy of the Business Feasibility Guide please email business@garnersolutions.com.au
Alternatively, to find out more about the HR Coach Case study and what starting a business with support may mean for you Email Us today or contact Garry on 1300 856 930 or mobile 0409 17 13 17.
For further information and support with minimising your business risk through reviewing your policies and training your staff contact Garner Business Solutions on 1300 856 930 or Email business@garnersolutions.com.au
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