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7 Innovative Ways to Engage Your Millennial Team Members

Generation Y is taking over the workforce! Lead accordingly.

It’s no secret that the business world is being taken over by millennials; in a few short years, they’ll make up 75 percent of the workforce. Which means that, as an employer, you’ll need to spend some time thinking about how to engage this tech-savvy group. A highly studied generation that was practically born knowing how to navigate the internet.

While money is still a motivational factor for most, it’s not the only one and it doesn’t guarantee job satisfaction or engagement. If you want to get more productivity out of your workers and keep them motivated, you’re going to have to get innovative.

Give them flexibility and trust

With a wealth of knowledge at their fingertips, millennials are informed and knowledgeable about their options. That doesn’t mean they aren’t ambitious but it does mean that fairly simple gestures and actions can speak volumes to this group. So, try offering your millennial workers flexibility with their time. Instead of dictating when they can use their holidays, let them take a day off on their birthday, visit a friend in hospital, or recover properly from a cold.

The relationship between happiness and productivity is high. Happy workers take less sick days per year. Which means that simple policies like flex time can dramatically increase engagement. If your employees know you have their back, they’ll be more likely to go the extra mile for your company.

The same can be said with showing trust. Millennials have grown up watching success stories like Facebook, Instagram, and Uber explode out of almost nowhere. They don’t envision their futures being part of a large conglomerate, or feeling like a cog in the wheel. They want to be a part of a hungry startup that’s going somewhere and get a taste for real innovation and creativity. So, trust them with big projects and let them take the lead.

Cutting-edge training tools

Another way to encourage engagement at work is by offering relevant and valuable on-the-job training. Especially when it comes to skills that can be transported to another role, or help employees to improve both professionally and personally. But if you’re thinking of compiling a Word document, think again. Throw your training manual out the window!

The key to capturing the attention of Gen-Y is through cutting-edge emerging training methodologies. The kind that will appeal to and resonate with millennials. Millennials perform better outside of formal settings and using tools that they can apply to real-life situations, such as video, mobile, and gamification.

Videos

The millennial generation is often referred to as one of “digital natives.” This basically means that they grew up with access to WIFI and parents who knew how to handle a computer. They’re far more likely to get engaged with their job position if you present them ongoing training through audiovisual means.

recent study on millennial behavior showed that video clips were one of the most effective ways of teaching concepts and showing knowledge applied to real-life situations. Videos also engaging and fun. The kind of hands-on approach that keeps millennial employees entertained, while catering to their learning needs.

Social Learning

With the plethora of social media, SnapChat, Instagram, and Facebook, millennials love feeling connected and readily post about their lives online. They also look for jobs this way and find out about more information about your company through social learning. They’ll check out your reviews, what other employees have to say, and maybe even contact current employees on LinkedIn. They have a different way of trusting that places more credibility on peer reviews than highly regarding publications.

Think about how that applies to training. When a millennial has a problem with a computer program or needs help putting a piece of furniture together, they’ll look for a solution on a YouTube. They’ll find a short video explanation, rate it, and pass it on. This type of learning actually has a name and is known as collaborative learning. Shared among peers who provide feedback and advice.

Micro-learning

Forget about lengthy training sessions and lectures. Millennials are smart and digitally switched on, but they also have shorter attention spans than their predecessors. This has brought rise to a new kind of learning, called micro-learning, that aims to break down important points into bite-sized, easily digestible pieces.

Provide the information that they need, when they need it (just think about the YouTube videos) without them having to spend long periods studying or taking time out of work. Reduce your training sessions to informative whiteboards and short videos.

Gamification

Okay, so not all your millennial employees are going to jump at the chance of learning through videogames. But don’t disregard this new form of training. The competitive nature of video games makes them addictive and highly engaging, which can be a good fit for some millennials.

Mentoring

Mentoring is a key factor in keeping employees engaged. They want to perform better and do well, get regular feedback and suggestions. This can be done face-to-face or through videos. Feeback videos can be just as engaging as one-on-one meetings and help reduce time, giving your employees the chance to learn on the job when they have a free moment.

Innovating employee engagement doesn’t have to be restricted by your budget. It’s more about understanding your target audience and applying training methods and policies that resonate with their way of thinking. Create a supportive environment in which they can grow, take time out when needed and lead projects, with regular mentoring and feedback. And make use of tools to make learning as fun and accessible as possible.


Q&A with HR expert Lisa Thomsen

We would like to welcome Lisa Thomsen, Impact HR’s newest HR consultant.

With over 20years HR experience, Lisa is a commercially minded HR Generalist bringing 10years management & business partnering experience to Impact HR. Lisa has worked for a range of industries across Australia & NZ in FMCG, Retail, Technology, Education & Not for Profit.

Lisa has experience in employee engagement initiatives, reward & recognition programs and corporate functions to develop a healthy and engaged culture.

  • What’s your professional background?

20 years of HR experience with 10+ years of management and HR Business Partnering experience gained across a variety of industries for both global organisations and local businesses.

In this Q&A, Lisa tells us about her career highlights and what she thinks is the most important thing when it comes to achieving a great team performance.

  • What brought you to join Impact HR?

The opportunity to share my knowledge and experience with a variety of smaller companies to improve and grow their business.

  • What’s your biggest career achievement?

Successfully relocating and guiding staff through a merger with minimal disruption to operations.

  • What makes you passionate about your job?

Being able to balance the commercial needs with the human aspects in a business by assisting staff and management to work towards the businesses goals in a positive and healthy culture.

  • In your opinion, what’s the most important thing when improving your client’s team performance?

That we have removed some or all of the factors causing the most stress for the client and becoming a trusted advisor they can rely on in the future.

To find out more about how Lisa and the team at Impact HR can help your business, phone us on 02 9907 6837 or email therese.ravell@impacthr.com.au


5 Reasons Companies Should Encourage Employees to Volunteer

For many organisations, volunteering is an afterthought, but instead, volunteering should be a priority because of the unique advantages. Volunteering looks differently for each business, and volunteer efforts range from a company-wide volunteer day to allowing employees a set number of paid hours to volunteer in lieu of work.

Here are five reasons your company should encourage employees to volunteer:

1. Defines Your Corporate Social Responsibility

Corporate Social Responsibility (CSR) has an important impact on your company both now and in the future, and consumers and stakeholders are concerned with the impact your business has on both the environment and society. CSR is specific to each company, and most organisations choose issues that hold value to them or their industry.

In addition to showing commitment, having a reputable CSR will allow your business to show passion for issues, and display company values to society.

Organisations should spend time developing a CSR because it allows their employees to engage in the community and build a stronger society by addressing social problems.

2. Redefines Your Company’s Image

In today’s society, image is everything, and giving back is a wonderful way to improve your company’s image for both consumers and employees. Consumers are driven to support companies with a strong CSR, and the more visible your volunteer efforts are, the more improvements your rankings will see.

Employees want to work for an organisation that is focused on more than the bottom line and increasing profit margins. As an employer, you need to perform compassionate acts so your employees will view you as human and considerate of others. This will help lower employee turnover and increase employee morale. If your employees see you trying to make a difference for others, they will be more driven to work harder.

3. Builds Teamwork Among Employees

Many companies use volunteering as team-building exercises, and these volunteer opportunities are remarkable because they allow employees to work together while they are performing their volunteer efforts. Not only does this make a difference in society, it builds camaraderie among fellow coworkers.

A volunteer event could be an excellent way for employees to meet each other and foster relationships. Employees will be able to bridge the gap between departments and teams to learn more about one another including strengths and weaknesses, and this will be beneficial for future group projects.

4. Develops Employee Character Traits

Compassionate. Empathetic. Humble. Gracious. Helpful. These are typical qualities of avid volunteers, and by allowing your employees to volunteer, you are fostering these character qualities in your employees. This will help your workforce build character traits that will be an asset to your corporation because they will be able to enhance their leadership and professional skills. Fellow employees will be more inclined to work with employees that have these qualities, and in turn, this will increase your work production.

Volunteering also gives employees an identifiable role within the business. Research has shown that volunteering has lowered stress levels and improved people’s overall health.

5. Gives Back at a Local, National, Global, and Industry Specific Level

One of the beauties about volunteering is that you are making a difference no matter what route you take. Whether it is having a company-wide day to stock a food pantry or allowing your employees to take several hours at a time to volunteer for a cause of their choosing, every effort matters.

If organisations want to designate specific charitable organizations for volunteer purposes, they can choose causes that impact their local community or have a national or global impact. Many businesses choose issues that are specific to their industry.

Volunteering offers so many benefits for everyone involved, whether it is the organisation, employees, or people directly impacted by the volunteer efforts. Every company should be involved in volunteer opportunities of some aspect because of the benefits offered to the company and society.


How to set actionable KPI targets

You want to establish actionable KPI targets that are tangible and immediately relevant. Aim too high with your targets, and you risk deflating your team before you start. Aim at a target that doesn’t exist today, and you’ve created noise without any signal.

Here’s a process for setting actionable KPI targets:

Review business objectives

A KPI is a metric with a target that is core to your business’s performance. Every business has objectives, which are typically goals in regards to revenue, customer success, marketing mindshare, and productivity.

Analyze your current performance

You can’t get from point A to point B without understanding point A, your starting point. Dig into the data, allow yourself time for discovery, and provide an honest reckoning of your performance. This will give you the basis of setting your KPI targets. By evaluating your current performance, you get a dose of reality. Nothing kills KPIs or motivation like impossible stretch goals!

Set short and long-term KPI targets

You’ve interrogated the data, and now know the truth behind your numbers. It’s time to start plotting your way forward and start by setting a long-term KPI target. This gives an overall vision to your strategy, and a goal to work backwards from. From here, you can start to figure out short term KPI targets. The real benefit of setting short term KPI targets is that it gives you almost immediate feedback on your processes and ability to execute. Unachievable objectives deflate teams and drain morale. KPI targets must motivate and reward hard work.

Review targets with your team

Success is not created in a vacuum. Leading businesses and growth experts are democratic in the way they rally their team. Data transparency is a success factor.

In other words, take your KPI targets to your team and review them in an open, honest environment. Encourage feedback and act on it. If you’re a sales director, and your frontline team is telling you that there’s no way they can hit your new targets, then you must listen to them.

We aspire to achieve KPI targets because we want to push ourselves to do better and improve. If the targets you’ve suggested instantly deflate your team, identify root causes. Are they lacking visibility into the processes that influence positive outcomes?

The journey towards achieving KPI targets will have you innovating and auditing current processes. You can be firm on your targets, yet still empathise with the challenges in execution. As a manager, your job is to remove obstacles.

Review progress and readjust

The business world would be much simpler if you could just set KPI targets and automagically achieve them. It’s not. Business is complex, and growth is challenging.

You need to continually evaluate your performance at regular intervals. A monthly reporting cadence is natural and an ideal starting point. It allows time for your projects to take hold and influence your numbers.

The key to it all is communication. Be bold in your transparency and you’ll be rewarded with input and contributions from unexpected places.

Part of communication is championing the continuous review of your KPI targets. Keeping a direct line of sight on your performance and talking about it openly helps everyone stay on track.


Tips For A Healthy Workplace During Cold And Flu Season

It’s officially Autumn! Although it feels unseasonably warm now, cooler weather is on its way and with that comes cold and flu season!

How can the flu impact your workforce? What can you do to help prepare your employees and encourage wellbeing?

THE IMPACT OF THE FLU

Not only is the flu a threat to our health, but also to the wellbeing and productivity of our organisations.

Your company culture should make employees feel comfortable staying home when sick. Although some may consider coming to work regardless of how you feel a show of dedication, it can actually be very counterproductive! When your employees feel under the weather they are often less productive, they risk spreading illness to colleagues, and they can be hindering their own recovery by not taking time to get well.

ENCOURAGING WELLBEING DURING FLU SEASON

The flu vaccine is considered the most effective way to protect from the flu. NSW Health recommends everyone ages 6 months and older who want to reduce the likelihood of becoming ill with flu get a flu vaccine annually. With flu season generally beginning in April and peaking between June and August, NSW Health encourages vaccination during autumn months.

As part of your workplace wellbeing efforts you can consider offering an on-site flu shot clinic to make it quick and easy for your employees to get the vaccine.

What else can you do to prepare your workforce?

  • Educate employees about flu symptoms, how the virus is spread, and what they can do to prevent getting sick. Also, help make sure they understand the difference between colds and the flu.
  • Encourage increased hygiene. Though it seems like common sense to cover your coughs and sneezes and to wash your hands often, they are still important reminders. The flu can be spread through these methods even before you start feeling symptoms. Keep disinfecting wipes handy to clean frequently touched surfaces like doorknobs, keyboards, and phones. Provide tissues, hand sanitisers, and other supplies to promote healthy hygiene.
  • Communicate with employees to review company policies regarding sick leave and working from home. You don’t want sick employees coming into the workplace and risking the health of coworkers, so make sure they know their options. If your organization wants to encourage working from home when not feeling well, make sure to arm employees with the necessary technology for working remotely.

Help foster employee well-being by encouraging healthy behaviours this flu season!


The Art of Giving

As a small business owner, budgeting for Christmas gifts can be challenging. There’s the Christmas party, potentially slow cash flow during January to think about and (in some industries) the burden of leave loading to get your head and budget around. However, after working hard during the year, the team deserves some recognition. How do you reward your employees without getting an overdraft from the Bank?  Read our tips below for simple yet useful gifts.

OUR TIPS TO MAKE GIFT GIVING EASY

1. Step Away From the Marketing Cupboard
As tempting as it might be to kill two birds with one gift, don’t give your team your unwanted and unused marketing collateral. Yes, you may start the year with a clean marketing cupboard but will the lack of team engagement be worth it? They know that it is unwanted and that’s the last emotion you want them to feel as they start making New Year’s resolutions.

2. Ask Them
Let’s face it. They work with you and know your budget. They are not going to be asking for the newest Ipad or an all-expense holiday to their dream location. So why not talk to your team and learn what they would really appreciate receiving this year? It’s not about the surprise, it’s about a gift your employees really want. An authentic gift will be appreciated regardless of how much you spend on it.

3. The Gift of Time
In the month leading up to Christmas, count the times your team tell you “I’m so busy, I don’t know when I’m going to fit it all in!”. Have you lost count yet? I always do. Examine your clients’ needs and your budget and consider gifting an hour or even a half or full day off work for your team. They will appreciate it more than a $5 scratchie ticket that they know they’ll never win anything on. The gift of time will give your team a chance to get some of the Christmas chaos under control and you will have a more relaxed and happy team back at the office. Expensive maybe, but priceless when it comes to employee loyalty and focus during the push to get things done before the silly deadlines.

4. Coffee Anyone?
Most of us have a regular coffee (or in my case hot chocolate) addiction to feed, so why not get them a reusable coffee cup and fill it? Talk to your local cafe about a bulk deal and buy some gift certificates to support a week of coffee runs. They’ll appreciate you when they are getting their fix and you are promoting sustainability.

5. A Night at the Cinema
Treat your staff to a voucher for a local cinema. Bulk purchasing tickets can make a huge difference to the price.
There are so many movies that come out at this time of year and they get to relax and enjoy! It may even be possible to find something that they all agree on and turn it into a team building activity as well. Bonus!

6. Living Gifts
Small and beautiful pot plants are often something that keeps on living for years. Talk to your local florist or nursery about the best options. There are so many easy-care plants to chose from that you are bound to find something within budget and that will be appreciated by the team. Often you will see the plants strategically positioned throughout the office for months or years to come.

7. Festive Goodies
Chocolates, wine and speciality foods will always go down well. It is almost impossible for you not to find something in this line that your team will appreciate.

8. But most important of all, make it personal.

Don’t forget…Even Santa has elves! Have to squeeze in hours into your busy schedule to think about Christmas presents?
Before you tear up the to-do list and throw your hands in the air, remember that help is at hand. Wrapped and beautifully presented gifts can be delivered to your door with little more than an online order or call. But remember to make it personal! Write that card or do something else to let your team know you care.

If you need an extra help, talk to us and we’ll be happy to support you through this Christmas season while you focus on business. Call us on 02 9907 6837 or send us an email at therese.ravell@impacthr.com.au today.


Want The All-Stars Playing For Your Team?

Life is so much more rewarding and fun when you are working as part of a team that is successful and achieving the desired outcomes. Let’s face it; no one wants to be a failure. We all want to do well and be a part of something successful – that’s just human nature.

So why is it such a challenge to create high performing team at work?

When we are so busy doing all the things that need to be done, it can be hard to take the time to actually think about what it is you need from your team and then help them understand it.

There are five steps to create a high performing team:

1. Tell them why
Share your vision for your company, your clients, your dreams, your values. If the team doesn’t understand why they are working so hard they won’t share your passion or your commitment.

2. Tell them what
Be specific about what you need them to do and by when. Set the standards early and be consistent with the entire team and you will win their respect and the results will flow.

3. Tell them how they will know when they’ve done a good job
We all need to know what we are striving for, so set goals and targets. If possible break it into milestones that are achievable in reasonable timeframes.

4. Reward them when they do well
Celebrate successes. Small wins. Big wins. Let them know that you appreciate their efforts and find ways to thank them for it. It may be simply taking the time to say thank you personally those involved, or it may be something much more.

5. Be prepared to act if they don’t
And the most difficult point of all – be prepared to tell them if they are not meeting your expectations. If you don’t tell them, they may never know that you are disappointed and then they will never strive to improve.

Take some time out from running the business and work on the performance of the team. You’ll be amazed how much the team will reward you for it in return.

If you would like some tools to support your business and make your team performance easier, feel free to call us on 02 9907 6837 for an obligation free chat. Sometimes the simplest of suggestions from one of our experienced Consultants can have a huge impact.


When Cloning Is Not An Option?

Busy? No Crazy Busy

As you scan the to-do list, you realise that one of you is just not enough. Sometimes, when business is booming, rather than being able to kick back and relax, the trusted systems you’ve built start letting you down and the team start to grumble. You’re so busy that the idea of more business is as close to madness as you want to get.

For some business owners, there comes a time when you need to decide whether you want to grow your business or maintain it at its current size. It is potentially a huge decision that could change your business and your life forever.

How do you know when your business and you are really ready to grow?

How do you understand when your business and you are ready to grow?

7 Signs Your Business Is Ready To Grow

1. Growing to do list
That wonderful sense of satisfaction as you tick things off your to-do list is overshadowed by the pending sense of doom as you notice that it is growing longer each day. Making matters worse, when you prioritise the to-do list they are all coming up as High!

2. More opportunities than you can handle
Existing clients want more of you. New clients are seeking you out. Time to celebrate, right? But instead, their requests are added to the to-do list as a high priority and have to wait until you can get to them. Sometimes by the time you make it to them, they have already moved onto other suppliers. Instead of feeling upset, you feel relief.

3. Growing, Growing, GROWN
Yes, there are the normal busy periods in the year. But this is something altogether different. It doesn’t look like waning. The opportunities are there for the taking, if only you had the time.

Can’t take any more new clients on board? We can help with that.

4. Dropping the ball
Over time you’ve built systems and processes to make sure things run smoothly, however, there are cracks appearing in those systems now and it is taking longer than expected or those little errors are making it even more difficult.

5. Somebody has the grumps
Whether your team is just you or bigger, the team is complaining. There is too much to do and not enough time. Add to that your previously extremely happy customers are starting to make comments. Technology is not the silver bullet you

6. Technology is not the silver bullet you hoped
You are switched onto technology and use it to make things happen efficiently, but there are some things that apps and software just can’t do. You need another real human being on the team.

7. Revenue is looking good
There is enough cash to support the first few weeks of paying for someone until the increased revenue from their efforts hits your bank account.

Increased revenue is a clear sign that your business is ready to grow.

Growing

The idea of taking your business to the next level doesn’t have to feel so daunting and surprisingly it doesn’t always mean that you have to employ people in your own business.

Outsourcing
If there is a part of your business that you do not enjoy doing, procrastinate about or just don’t have the skills to do, consider outsourcing it. Most of us won’t think twice about seeking advice from a lawyer, but struggle on with doing our own book-keeping or marketing whether we are good at it or not. Nowadays, even soloist or micro businesses can take advantage of great outsourcing options.

Hiring a new team doesn’t mean commit to employing someone on a full-time basis straight away.

Hiring your own team
If when you sit down and do the planning, you decide that the best way to move forward is to hire into your own team, then keep your options open. You don’t have to employ someone on a full-time or part-time basis straight away. For those that suffer from a fear of commitment and want more flexibility, think about hiring a casual team.

We know there are a lot of choices to be made and it can be scary. We’ve done it ourselves and we’ll be happy to support you on the next stage of your exciting journey. Call us on 02 9907 6837 or drop us an email at info@impacthr.com.au for an initial consultation. 


Ready to Grow: Moving from Soloist to a Micro Business 

When you first dreamt of your business, was it always just you against the world? Was it the solo super business hero without his faithful sidekick or did your plan to include a team of people like Batman and Robin or the Avengers team to share to load, the dream and the success?

Thinking of moving from soloist to micro business? We’re here to help.

Those dreams can feel like the distant childhood imaginings once you’re locked in soloist mode. Don’t get me wrong, there are a lot of highly professional, highly profitable soloists around and not everyone wants to manage a team or expand their business through hiring people.


But what about you? Go back to your original daydream before you started down the business path that you are on. Was it just you or did it involve a team of people?

If you’re ready to grow and take the next step towards that goal, there are some steps to take. Those steps depend on your vision and time frames and are as unique as your business, but they all share the following three things.

Defining your business goals is key for the growth of your business.


1. Define your Business Goals
You need to be able to articulate your business goals and translate the ideas into a plan for the future. Spend some time thinking about what your ideal business looks like. So what if you are just one person right now. Even if your vision is a multinational empire you have to start somewhere.

2. Identify the Right Resources 

HR is not always about hiring people internally, it is about connecting you with the right external resources as well. Whether you need a marketing person you can trust to grow your client base, a financial wiz who can take the numbers on the page and unlock hidden value in your business, or a business coach identifying the right support is essential.

3. Be Accountable
Only when we are accountable to ourselves, our dreams become a reality. For many soloist who transitioned out of corporate life and are used to having someone there to encourage, problem solve and hold them accountable for delivering to their internal as well as external commitments, this can be challenging. But it doesn’t have to be. Share it with friends or family you don’t want to disappoint.

Start from identifying the right resources needed for your business.

4. Use Free Business Tools
There are a lot of great free tools out there to help with your day-to-day admin. From CRM software to Social Media management, you can easily download free software on your computer that will make your life easier in just a few clicks. And don’t forget First Aid compliance – download Alsco’s free ‘Beginner’s Guide To First Aid Workplace Compliance’ and make sure to keep your business safe.

If you need help to get started, call us for a confidential, obligation free chat. We know what it’s like and we can help you. Sometimes, just being able to talk to someone with no preconceived ideas about you or your business can really make a difference. Why we offer this? Because we’re passionate about helping small business and we believe that big companies can grow from Soloists.

Call us on 02 9907 6837 or drop us an email at info@impacthr.com.au


Love ‘Em or Loose ‘Em

You know the saying, you’ve probably even said it yourself “Good employees are your greatest asset!” So recruiting and retaining the right people is critical to your business success. So what’s the secret to employee retention? Is it the free food and drink once a year at the annual Christmas party? Or is there something more?

Unfortunately, there’s no one way that always works. Every business is different. During my 20+ years in HR, I’ve studied, implemented, revised and learnt different techniques that worked in individual businesses and probably wouldn’t have worked as well in others.

However, the wonderful thing about improving employee retention is that it doesn’t have to be hard or cost the earth. Below are nine initiatives, none of them secret or expensive, that have worked for businesses that I’ve supported:

  • Be clear on the mission, vision and values of your business. When you can talk about them clearly, your passion becomes infectious and creates loyal, dedicated team members.
  • Regularly recognise members of your team who demonstrate the values of your company and do it in front of others. When you do this, others will act in the same way.
  • Celebrate successes (even little ones) collectively on a daily or weekly basis.
  • Regular one-on-one or small team meetings. If you are already doing one-on-ones, really take advantage of the coaching and mentoring opportunity this gives you.
  • Create opportunities for your team to build relationships with each other. It doesn’t have to be big or complex. Simple but effect examples include celebrating birthdays or start dates, hot crossed buns at Easter or maybe moon cakes for Chinese New Year. Be creative and find things that work for your team.
  • When you are genuine about helping others work towards their career and personal objectives, you will find they are loyal and will want to help you achieve yours too.
  • Give honest feedback to your team. No one is perfect so provide feedback in a way that is respectful but helps them understand what they are doing well and what needs to improve.
  • Remember that it is not ALL business. Make sure you do the little personal things: say good morning to people, ask how people are going, recognise birthdays and dates that people joined the team. Make sure they know you realise they are more than a robot.
  • Give them flexibility when they need it. Guaranteeing flexible work conditions to your employees will help their satisfaction and your peace of mind – as recently confirmed by Alsco.
  • Use your contacts to help connect your team to others wherever possible. Sometimes you’ll see that these connections will professionally benefit the business as well. Occasionally it will be just a personal benefit for the team member. However, I can guarantee it will still benefit your business in the long term.

So, now you will be able to spend more time on the business and less time recruiting new people… Unless of course your employee retention leads to greater customer satisfaction and they spend more as a result and then you need to grow your business to keep up with demand. In that case, you will be recruiting for positive reasons. Happy days!

If you would like to talk about employee retention programs that will work for you, feel free to contact Impact HR Sydney at info@impacthr.com.au or call us on 02 9907 6837 for a no-obligation discussion.


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