Recruitment and HR Blog

Managing stress in your workplace

Matt Heighway - Monday, June 25, 2018


 

 

 

 

 

 

 

 

 

Is there stress in your workplace??

A major issue that has become prominent within organisations around Australia and the world is workplace stress.

Stress affects everyone at some stage of their lives and everyone reacts differently to it.

People can experience stress when they are unable to cope with the pressures or demands upon them. Stress isn’t a disease but if stress is excessive and goes on for a long period of time, it can lead to mental and physical ill health.

Keeping workplace stress under control will help both employers and employees. It will improve employee’s satisfaction and well being along with the organisations retention, absenteeism, presenteeism, productivity and the overall bottom line for any organisation “Profit”.

Now you ask how can your organisation actually accomplish this??? It’s easy, a few little incentives and programs can make all the difference:

  • Create Happy Hour once a week
  • Mental wellness forums, or activities that promote healthy practices such as home and life balance, physical exercise, diet, and stress reduction practices, self & social awareness classes/
  • Promote stress reduction policies in staff recruitment, induction and training processes
  • Put reminders containing tips for stress management in staff bulletins and or on noticeboards
  • Provide Employee Assistance Programs
  • Develop a Wellbeing Program to suit your organisational needs
  • Ensure staff and supervisors receive the skills, training and resources they need to work purposefully, confidently and are appreciated
  • Provide opportunities for social interaction among workers to help build a sense of community in the workplace.

In this day and age, organisations need to develop a workplace culture that recognises that job satisfaction factors such as flexibility, autonomy, security, recognition, ownership, participation and involvement are essential to reduce stress and prevent turnover. These things may seem to be obvious but are you actually promoting them to your employees? Do they know that their job is secure; do they get recognition for jobs well done, are they able to be involved it certain company assignments? All these little things can make a person feel wanted and can take a lot of anxiety, stress and worry from them.

Some employee’s thrive off a little stress in their day to day life. They see it compelling, exciting and thrive from it where majority of society cannot handle the effects that stress has on them and surrounding peers.

Employers in such organisations should have no doubt that health, safety, security and morale are inextricably linked to employee satisfaction, productivity and customer satisfaction. By being aware of workplace stress means there is nothing stopping you to reduce it as quickly as possible.

At The Footprint Group we are advocates for health and wellbeing in the workplace, Our Consultants can assist you in making sure that your business provides the perfect environment for job satisfaction and happy employees.

Does your Business conduct Performance Management?

Matt Heighway - Monday, June 04, 2018


 

 

 

 

 

 

 

 

 

An effective performance management system starts with the organisation's mission, vision, values and strategic goals. These are then converted into operational plans and workforce plans which then can be managed.

As an organisation it is important to share the aims and objectives, provide information about performance results, seek comments and feedback from staff, get ideas and suggestions – and make people feel a part of their organisation. Performance management systems can be an effective means for such communication.

Monitoring performance is important for many reasons:

  • It allows you to respond quickly to changes
  • Unacceptable performance can be identified at any time
  • Collects information about the performance of individuals and teams
  • Keeps people and teams in touch with what you have agreed will be achieved
  • Provides opportunity to negotiate changes to unrealistic or problematic performance standards or objectives if circumstances warrant it.
  • How should you monitor performance?
  • Through day to day observation as employees carry out their work
  • Conduct regular performance appraisals
  • Informal individual or team meetings
  • Key Performance Indicators

There are many effective ways to monitor and verify performance, evidence of monitoring, coaching and training can come in all forms such as;

  • Samples of written work
  • Information on how specific situations are handled
  • New skills and knowledge obtained/applied on the job
  • Training courses/seminars attended
  • Specific KPIs
  • Verifiable comments from peers or subordinates
  • Feedback from internal and external clients
  • Collecting Data
  • Dollar value of sales by the employee
  • Number of complaints about the employee
  • Number of client commendations
  • Days absent
  • Number of creative ideas generated and implemented

When gathering evidence it is advised not to just get it on actual performance – get it on context as well e.g. something affecting a job role beyond anyone’s control and gather it throughout the year, as an ongoing process.

Monitoring well means consistently measuring performance and providing ongoing feedback to employees and work groups on their progress toward reaching their goals.

The Footprint Group’s HR Consultants can offer your business a variety of options in regards to Employee Performance Management from coaching you and your Managers through to conducting the entire Performance Management Process. Contact us here for more information

Breaking News - National Minimum Wage increase confirmed

Matt Heighway - Friday, June 01, 2018


Annual Wage Review Delivered – Increases for all Award Based Employees.

 

If your staff are covered by an of the Modern Awards, and paid at Award rates, the 1st of July marks pay increase time in accordance with the Annual Wage review conducted by Fair Work Australia and handed down 1 June 2018.

 

From 1 July, the following key changes occur:

1)ALL Modern Award rates of pay will increase by 3.5%;

2)The National Minimum Wage increases to $719.20 per week or $18.93 per hour.

 

An example:

If you employ an adult Receptionist under Level 2, Year 2, of the Clerks Private Sector Award, the current minimum pay rate for that person is $824.10 per week (or $21.69 per hour or $42 853.20 per annum).

 

Increasing by 3.5%, the new weekly minimum for this employee will become $852.95 (rounded to the nearest $0.05).

 

What you need to do:

-Review all current staff pay rates. If any employees are being paid at the Award Rate, review and increase in accordance with this 3.5% effective from the first full pay period after 1 July 2018. The Fair Work website will have all changes in Awards updated at that time also www.fairwork.gov.au ;

-Review all existing Juniors and Trainees against this ruling. Award Free Juniors may also require further adjustments in accordance with the % calculations relevant to their age, which will now fall in line with those detailed in the Miscellaneous Award 2010;

 

If you are unsure of your obligations or would like some guidance and assistance with this or any other HR and employee relations matter, contact Kristy-Lee and the expert HR team at The Footprint Group, we are here to support local business.

 

kristy@thefootprintgroup.com.au

www.thefootprintgroup.com.au

Ph: 02 4324 3922

The Boss of HR Documents - Position Descriptions

Matt Heighway - Thursday, March 22, 2018

 

Footprint Recruitment and HR - Product Descriptions

 

 

 

 

 

 

 

 

As a business owner of manager you may think you have a million more important things to do than write a Position Description for every role in your company.

Particularly in small business, where there is a need for flexibility within the scope and responsibility and daily duties of each individual, to meet the fluctuating needs and demands of a fluid business structure, these ‘structured’ documents can often seem limiting and unnecessary.

However, accurate and detailed Position Descriptions can be one of the most important documents to have in your business, and here is why:

1)They improve efficiency - They allow you to structure the business according to what needs doing and how it should be done, in the most efficient and effective way. Without clear Position Descriptions which are prepared prior to hiring and reviewed regularly, many businesses find themselves working around the people they have, and what they can or are willing to do, not what the business needs.

2)They create structure – as we all know, where there are no rules people instinctively will make up their own. Position descriptions which are clear, appropriately detailed and cover the nature, scope and duties of the role, as well as the expectations around employee behaviour and performance standards create a working ‘rule book’ for your employees.

3)They provide clarity - for you as a business owner or manager having position descriptions for each role allows you to understand where any gaps lie in your business, and also where you may be needing to allocate skills, experience and expertise as you grow

4)They provide a guideline for both staff and managers when it comes to performance expectations and managing poor performance. By having clear definitions within a position description around the expectations of what roles are to be performed, and how this is to be done, you have a tool to use against which to measure performance and manage appropriately

5)They create certainty for the employee, so that they feel confident and comfortable with what they are required to do, and how this is to be done. Many employees thrive off this sort of reassurance around the employers expectations of them, so having these in place is a simple way to provide that structure and certainty for your staff.

6)They provide the basis for a successful recruitment campaign. By having an up to date and accurate position description in place prior to commencing the recruitment campaign, you are much much more likely to appoint an appropriate candidates, because you have clarity around what you need in the role, and what skills, experience and expertise are required to fulfil these requirements.

7)They provide the framework for your regular and structured performance review process. The position description is the key tool through which you can easily assess your employees performance, and implement appropriate career development pathways, and training and development opportunities based on this.

Don't underestimate the importance of this HR document, contact Footprint HR Central Coast to learn how we can help

 

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