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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.


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