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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!


Best Websites for Job Posting in Australia

One of Australia’s most popular jobs websites, SEEK, has recently confirmed that the Australian employment market ended 2017 on a high with new online job ads up 15% year on year. According to the Australian Department of Employment, New South Wales has been the largest employing state of Australia during 2017, employing over 3.8 million workers.

These stats clearly show that not only work opportunities but also online job ads are on the rise all over the country. When you have a small business, deciding where and how to advertise your job openings can be daunting. 

To help with your recruiting process, we have put together a list of websites to advertise jobs in Australia – most of them are free to use. We have divided them by type of job search – whether you want to reach people all over Australia or whether you’re looking to hire someone in a specific region or industry, there’s something for you.

Australia-wide Jobs   

Adzuna

Adzuna is a search engine for job ads. Once your ad is added to their database, Adzuna’s search algorithm will give possible candidates the best-matching job opportunities based their salary expectations and professional profiles. This means a higher possibility of finding the right match straight away. Visit the website at www.adzuna.com.au

CareerOne

A major Australian job website, on CareerOne you can post and search jobs by location, category, company and popularity. In this way, you can set guidelines and filters to your job ad right from the beginning. Visit the website at www.careerone.com.au

Indeed

According to their website, Indeed is the world’s #1 job site and more people find jobs on Indeed than anywhere else. Indeed allows you to post jobs for free with the option to pay a small amount and boost the visibility of your ad. Visit the website at au.indeed.com

LinkedIn

The world’s largest professional social media network with over 300 million members in over 200 countries, LinkedIn is a must-have to access the online job market. Creating a LinkedIn profile for yourself and your business will allow you to evaluate the skills of possible candidates easily and connect to them without any middleman. Visit the website at www.linkedin.com/job/home

SEEK

According to their website, SEEK is Australia’s number one jobs site, spanning 16 countries and offering over 4 million job opportunities a year. Whether you need to advertise a job in hospitality, sales or retail, you’ll be sure to have a high visibility in here. Visit the website at seek.com.au

Specific Industry Jobs  

ArtsHub

Australia’s leading portal for professionals working within the arts industry. This is the go-to website if you’re looking to hire someone or find professionals in the creative arts field – whether it’s visual arts, architecture or design. Visit the website at www.artshub.com.au/jobs

Careers in Recruitment

Have a recruiting business and need to expand your team? Careers in Recruitment is the dedicated website for advertising and finding jobs in this sector. Visit the website at careersinrecruitment.com

Ethical Jobs

This website focuses on community, environmental, not-for-profit and social work jobs in Australia’s main cities. Whether you have a not-for-profit or community business, use this website to meet candidates willing to make a positive impact on the society. Visit the website at www.ethicaljobs.com.au

OneShift

Need to hire staff but only for few days per week? OneShift specialises in part-time and casual jobs as well as one-off shifts, connecting small and medium-size businesses with job seekers. Visit the website at au.oneshiftjobs.com

Salon Staff

Started back in 2006 by the owner of a beauty salon, Salon Staff is now Australia’s #1 website for advertising jobs in the hair and beauty industry. Visit the website at www.salonstaff.com.au

SportsPeople

Established in 1996, Sportspeople was the first agency in Australia to offer a specialised sport recruitment service. Use SportsPeople if you’re looking to recruit within the sport, fitness and aquatic sector. Visit the website at www.sportspeople.com.au

Local Jobs   

Gumtree

Gumtree is famous for being a local buy and sell platform but it also has a very strong job board. Use Gumtree to advertise jobs within your local community and reach people leaving nearby. Visit the website at gumtree.com.au/jobs

Impact HR Job Board

Did you know we have our own job board? Check out Impact HR’s ‘Join Our Clients’ page to see what kind of jobs we’re advertising at the moment. Our focus is on the Northern Beaches and Sydney – if you’re struggling with recruiting new people, we can help.

Local Facebook Groups

Social Media channels are also a great way to post and share job ads. If you’re looking to advertise jobs within a specific area or community, make sure you join the local Job Boards and Facebook groups and stay up-to-date with what’s happening locally.

Personal Connections

Last but not least, don’t forget to use your personal connections and work network to look for possible candidates. Sometimes a colleague’s or friend’s recommendation is the best way to find a new team member.

Are you a small business needing help with recruitment?

Let us take the stress out of managing the employment process while you focus on your business needs. We will take care of the whole process – from writing the job description to scheduling interviews and choosing the best candidate for the role. Simply send us an email or give us a call on 02 9907 6837 for an initial free consultation.


Foundations Not Fluff

The start of each year is a time for many of us to set New Year’s Resolutions for ourselves and our businesses. We are ready and willing to do what it takes to create a better us or company. But as the weeks creep by, things might slip and suddenly we are back in our old patterns again.

Well there is always next year, right?

When it comes to HR foundations, business owners really can’t afford to push them off into the future with a “one day I’ll get around to it.” Described by some as boring or too hard, these three little things will give you compliance and peace of mind.

Keeping a record of your employee’s details will help you avoid huge penalties.

1. Record Keeping

You probably didn’t even notice as the Federal Government changed the laws to protect vulnerable workers in 2017. “No big deal, it didn’t really apply to my business” is what I hear regularly from clients. But that is only the case if there are no issues. If there is an issue and you haven’t kept the required records for 7 years (including time, wages, leave, etc.) the penalty is now a whopping 100% more. For many of us, there is now technology to assist with the boring aspects of this process, but so that you can sleep peacefully at night, know what information you need to store and start doing it consistently.

2. Refresh People’s Memory on Important Policies

Many of us have ticked the boxes to have a WH&S Policy or a Bullying Policy in place. As I’ve been meeting with my clients’ team members recently, I’ve asked the simple question “What does your Bullying Policy say?” – try and pick the response I get most regularly from this list below:
A) I know it off by heart, go ahead and quiz me
B) Oh, I don’t know. Something like…
C) What? Do we have one of those? Where is it?
That’s right. C is the clear winner.

Don’t be complacent and think that a document stored on a server is enough. Getting your team up to speed on your policies doesn’t have to be hard. Send them to the team to re-read, turn them into a quiz competition with small prizes for people who answer them correctly, put them up on your noticeboard, go through them briefly in team meetings, if you can afford it buy some online training or speak to your insurance provider and see if they can provide it for free. All simple ways to make sure your team know what the policies are and how to comply with them.
Not doing this will limit your ability to performance manage poor behaviour or even terminate employment for non-compliance and that can cost you more than providing training.

Set expectations between yourself and your employees will help your business success.

3. Confirm What You Expect of People in their Roles

At the start of the New Year, we often hear business owners and managers saying “I’m going to have that difficult conversation that I put off at the end of last year” or “This year I’ll be tougher on people delivering to my expectations”.
As we are starting February, now is the time to take a hard look and see whether that has resulted in the change needed and wanted?
No one enjoys managing poor performance, so let’s put that aside just for the moment. Let’s have a conversation about what you need from the person in this position in your business and why. What behaviours would you like to see, what actions and tasks would you like them to do? You might ask them what the problems are with completing the tasks if they are struggling? Your position description should guide you through this conversation and the person in the position should be crystal clear about what you want from them going forward.

This might seem basic but once everyone is on the same level you will have the ability to manage performance more easily and because you started things in this way, it won’t be so challenging in the future. Our blog post about creating high performing teams will help. Not tackling the poor performance of your business can cost you clients, money and your best team members who can easily find work elsewhere.

So, with the knowledge that we are one month into 2018 already, it is time to dust off those HR resolutions and recommit. This could be your best year ever, but we need to get the foundations in place.

Impact HR can assist you to create the solid HR foundations required to make your business compliant and achieve the goals you have for 2018. Call us for an obligation free discussion on 0410 605 936.


Workforce Planning for SMEs

The truth is that if I slip into using “Corporate Talk” of workforce planning with some of my clients, they break into a cold sweat and think I’m about to make managing a team really hard. The reality is very different. Workforce Planning doesn’t have to be hard.

It is just as important in a smaller business as in a big business – possibly even more important. In a big business, you always have someone to cover a role and more than one person with the skills, but in an SME life isn’t always like that. So before your heart starts to pound and you feel queasy, let me explain what I mean by Workforce Planning.

In simple terms, it means ensuring you have the right people, with the right skills in your business to deliver your business plan or goals.

Most of us don’t deliver everything in our business ourselves, we employ a team to make it possible. Workforce Planning is about making sure you have the right combination of team and technology to achieve your goals and should take into account some or all of the following things:

Current and Future Workloads
An honest picture of what is happening in your business is essential to a workforce plan.

Market & Technology Changes
Is there new technology change that will fundamentally affect how your business operates? Are there new products or competitors that you will need to adjust your business to compensate for?

Team Performance & Skills
Who are your employees (age, salary, skills) and what do you need in your business? Do you have what you need to be successful? Do your employees like working with you and how many employees leave your business in a year

Client Expectations
Are your clients or their expectations changing? What do you need to do to ensure the clients are satisfied with your work?

Once we have the answers to these questions we can start planning so your business is always ahead of the competition, with the right number of skilled people to have your clients singing your praises. This process will make sure that the focus is where it needs to be instead of playing catch-up after something has gone wrong.

The start of a new year can be a strange time in an SME. For some, it is the busiest time of year and for others, it is slow as we wait for people to make decisions in the post- Christmas lull. Regardless of what it is like for your business, it is a great opportunity to look with fresh eyes at what positions and skills are needed in your business for it to thrive.

If you would like help to Workforce Plan for your business call us now, or send us an email. We would love to support you through this important process.


Q&A With HR Expert Kerry Downes

We’re excited to announce that the Impact HR team is expanding. We welcome Kerry Downes — she’s a Senior HR Expert who has over 20 years’ experience in Human Resources working for a variety of companies in hospitality, entertainment, manufacturing retailing and distribution.

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

Q: What’s your professional background?
I have worked in Senior Human Resources roles for a variety of companies including International Game Technology (IGT), Brightpoint where I oversaw the HR Function in Australia, New Zealand, Singapore, Dubai and India, Global Food Equipment where we relocated manufacturing, call centre, finance and spare parts to the Philippines and most recently National Human Resources for Radio Rentals – which counts 90 stores across Australia, 550 team members and an HR Team of 8.

Q: What brought you to join Impact HR?
I have a passion for wanting people to succeed – no business can operate without people. I strongly believe that people who feel valued will always achieve more than expected.

Q: What’s your biggest career achievement?
I have had many achievements throughout my career including winning awards like Hewitt’s Best Employer and AHRI Award for Excellence in People Management, however, my career highlight is taking a dysfunctional HR Team and transforming them into a high performing team

.

Q: What makes you passionate about your job?
It’s always the people! I believe everyone comes to work to do the very best they can – it is our job as leaders to ensure we create an environment for them to be able to excel.


Q: In your opinion, what’s the most important thing when improving your client’s team performance? 
Always my first question is when we are talking teams… Do you know what motivates them?  You would be surprised at how many times I hear “No”.

Interested in talking to Kerry about your team? Leave her a message on our Contact Us page and she will get back to you.


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.


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