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Communicating Difficult Decisions to the Whole Business

Communicating Difficult Decisions to the Whole Business

Effective communication in difficult times isn’t just about delivering the message; it’s about listening with empathy, speaking with clarity, and leading with integrity. In our dreams every day in business runs smoothly, but reality is seldom like that.
Our suggestions for communicating difficult decisions to sustain engagement and create team commitment are:

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The Right to Disconnect

The Right to Disconnect

Recently, the right for employees to legally disconnect from work was passed by parliament. This right has not been enshrined into law just yet and there is still some work to be done before it is, however there are plenty of things employers can do now to prepare for the…

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Running Effective Hybrid Meetings

Running Effective Hybrid Meetings

Running effective hybrid remote meetings requires careful planning and execution to ensure all participants, whether in person or remote, feel engaged and included. Here are some tips to support your next hybrid remote meeting:
Technology: Use reliable video conferencing tools (camera, speaker, microphone) that support both in person and remote participants. Test the tools beforehand to ensure the meeting runs smoothly…

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Communicating in the Distraction Age

Communicating in the Distraction Age

By: Tania Yates * I have about 15 seconds to grab your attention before you decide to read this or not. It’s even less before you’ll be distracted, only 8 seconds! *
Smartphones, internet and social media are all designed to distract and divert our attention. Yet we need to use these tools for work.  At work this poses a real challenge when communicating important messages to our team and ensuring the team take action.

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Improve Business Results by Measuring Employee Engagement

Improve Business Results by Measuring Employee Engagement

Throughout February, we’ve been focusing on Creating a Great Place to Work. We’ve shared that engaged employees are more productive and create businesses that are 21% more profitable. Such an important metric deserves to be measured and understood…

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How to Get the Best Outcome in a Performance Improvement Process

How to Get the Best Outcome in a Performance Improvement Process

As a manager, a primary responsibility is to ensure that every team member meets their set standards. Providing optimal tools and guidance is crucial to facilitate the team in achieving their goals. Nonetheless, there are unfortunate situations where an employee struggles to meet targets, resulting in performance below expectations. In such instances, it becomes necessary for a manager to initiate a Performance Improvement Process. The primary objective is to assist employees in meeting job requirements by implementing a structured and supportive improvement…

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How to nail your EVP

How to nail your EVP

An employer value proposition (EVP) includes your businesses core benefits that make up your wider employer brand. This is an unwritten promise between your business, a potential employees and your existing team as to what your business and culture can offer them in exchange for their talent, skills and experience.
Statistics show us that there is more movement in the Australian labour market than ever before. Employees leaving businesses is (mostly) a concern and can create a negative impact on businesses, especially small businesses. Having said that, it can also be a great opportunity for SMEs to hire with so many people looking to move.
To take advantage of the opportunity before us, we need to understand what our employees and potential employees want. Employers often believe their teams work with them because of good salaries and job security, but we know that these rank 10th on the list of why someone would accept a new position.

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Business success through a team plan

Business success through a team plan

For many small and medium sized business owners and managers, the idea of workforce planning is a little intimidating, something that other larger businesses need to do but not us. Workforce planning doesn’t have to be corporate, complex or cold, the reality is quite different and is just as important for a smaller business as it is for a big business – possibly even more important! In larger organisations, you can often “make do” and have someone else around who will be able to cover a role or task for a short period of time. You are likely to have more than one person with the same set of skills so you have back up but that’s not the SME life! In SMEs we all wear multiple hats and often there is only one person with the qualifications to do a role. In a SME it’s critical to have the right people with the right skills at the right time.

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