THE BEST CAREER ADVICE & LEADERSHIP BLOGS EVERY WEEK
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Employer Insights Should We All Fear the Walking Dead?
As part of people2people’s ‘expert series’, we have invited debt management specialist Angela McDonald as a guest blogger to provide some advice on how best to manage the concerning rise in ‘Zombie Businesses’. Angela is the Managing Director of Optimum Recoveries, a multi award-winning Australian-based company that specialises in B2B commercial debt prevention, management and recovery. Should we all fear the walking dead?Australia is known as ‘the small business nation’. In fact, our economy relies on the success of SMEs which make up around 80% of all Australian businesses. It’s no surprise that when COVID hit, the Government injected considerable financial assistance to keep small businesses operational and employing staff. While these temporary cash-stimulus measures have been a lifesaver in many cases, they’ve also caused the rise of ‘zombie companies’ – businesses that aren’t viable long-term and are only solvent because of this government financial assistance. Now that we’re in October, the Government has announced it is extending these temporary measures until the end of December 2020, and in some instances until March 2021. This may delay the inevitable business closures even further, placing creditors under a very real risk of trading with organisations that are technically insolvent. How many small businesses are at risk of insolvency?The Reserve Bank of Australia recently reported that up to 25% of small businesses would be at risk of insolvency if those cash subsidies ceased today. And Treasurer Josh Frydenberg has declared that small businesses are a particularly vulnerable group, admitting that some will not survive COVID-19. If you’re trading with customers or suppliers who are being falsely propped up by government stimulus packages, now is the time to swing into action and protect yourself from the ‘Walking Dead’. Unlike the popular Zombie series, we’ll never advocate the use of crossbows or firearms to be your weapons of choice! When it comes to business, prevention is always better than a cure, and there are some clever, simple prevention strategies you can implement now to protect your business. Optimum Recoveries’ Zombie Prevention Hitlist1. Be extra vigilant in all your dealings Don’t rush into agreeing to payment plans with your debtors without fact-checking their financial situation first. Register with a credit bureau and ask them to conduct a review of every one of your customers. They’ll send you automatic alerts of any worrying signs so you can act fast. Let us know if you need help.Keep talking to those you do business with – both your suppliers and customers. Regular and open communication can help you uncover any concerning issues before it’s too late. 2. Ensure your internal processes and terms are watertight Get expert assistance to review your current T&Cs, credit management processes and internal policies to make sure they give your business adequate protection in today’s economic climate.Optimum Recoveries can conduct a health check and identify any gaps that may leave you susceptible to hard-to-recover debt. What the latest Government proposed legislation means for SMEs?The Federal budget handed down on October 6 2020 seems geared to provide some much-needed tax relief to both businesses and individuals. This will hopefully encourage Australians to have the confidence to spend in the coming months, providing the financial support that businesses need to keep trading. Here are some key points impacting SMEs: Immediate asset purchases write-off: Any new asset acquired until 30 June 2020 will be eligible for a full tax deduction. The same will apply to second-hand assets, up to 30 June 2021. There is no dollar value limit to the deductions. Loss carry back: Businesses that have incurred tax losses in either FY2020/2021 or FY2021/2022, but have paid tax in FY2018/2019, can carry back the tax losses and be eligible for a refund of the tax paid in the earlier years. JobKeeper and JobMaker: JobKeeper payments look set to wind up at the end of March 2021. The new JobMaker system offers employees a subsidy for hiring new employees from 7 October 2020 to 6 October 2021, provided the new employees have previously received JobKeeper or similar. This is excellent news for P2P and any clients who have been holding off recruiting new team members! More stimulus measures: Spending initiatives are set to be introduced to kick start spending in a range of industries, particularly manufacturing, infrastructure, construction and research. In the current business environment that’s both challenging and changing, Optimum Recoveries can help your business remain viable and thriving. Talk to Angela via the details below, about how she can assist by tailoring robust systems and processes to keep the Zombies away from your door!Contact Angela McDonald and the team from Optimum RecoveriesP: 1300 556 937E: amcdonald@optimumrecoveries.com.auW: www.optimumrecoveries.com.au
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Career Advice Let’s get LinkedIn Official
Known as the virtual CV, LinkedIn can play a vital part in your professional life.Listed below are some tips to ensure that you are showcasing your abilities online for all the right reasons.Position Title: This needs to match your CV – if there are discrepancies it may raise some questions. Always ensure this is in line with what your resume states and remembering down the line at reference stage your title needs to be accurate.Employment Dates: Crucial for credibility. Always double-check your dates, if a timeline is not matching up, recruiters, hiring managers and employers will have some doubt at the very beginning of the process.City: Your headline should include where you are based e.g. Paralegal Brisbane, Legal Secretary Sydney. This is for searchable purposes. Also, if you are in the market looking for work and someone in your network shares your profile in a different city / state/ country it is easily seen from the outset where you are based.Skills: Keep these updated, don’t forget about this section and expect your employment history to do the talking. This is important when employers are matching a job vacancy to a profile. If you want to be matched for a role in the very initial stages, trying to get as many skills aligned as possible will be valuable. If you only have e.g. 3 out of the 10 skills this may not be lucrative for your job application.Recommendations: Ask a colleague, a previous supervisor, a peer at University to write some words on your behalf – don’t be shy. Rate and review are so common now in all aspects of life, why not benefit from this in your career. It is seen as a form of a reference already on your profile – we all know how powerful a reference can be!Grow, grow, grow: The more people in your network, the more people you will essentially ‘Link In’ with! After all, we are only ever a mutual connection away!Articles: Utilise the articles option if you are fond of writing blogs, this will demonstrate your interests, your passions, the industry you specialise in and may generate a talking point.Content: Sharing is caring! This may be in the form of industry news, business updates, interesting reads. Let your personality shine through. LinkedIn now even has interactive polls – to generate a healthy debate, give kudos to a team-mate, celebrate, and spread some positivity online.Interact: Use your platform to engage, a LinkedIn profile that is essentially dormant is of no use to you or your potential employer. Respond to comments, reply to contacts, have that online conversation, you never know where it may take you.App: If you haven’t already – download the App. (As if we don’t already have enough to scroll through!) However, this will mean it is accessible for you to see updates as they are happening in real time. You don’t want to miss out any InMail’s, job postings, industry updates.Photo: Last but certainly not least – your photo, this is your professional headshot. This will be the image that your potential employer, recruitment consultant, hiring manager sees before you see them, make it a positive solid first impression!When you are applying to a role attaching your CV and Cover Letter – you cannot come to life on a piece of paper, LinkedIn gives you that opportunity to demonstrate you are not just an ‘applicant’ or a statistic. You are a human being, who is worth hiring. Do not waste the opportunity of LinkedIn and the power of this platform. Lastly, let’s become LinkedIn Official, and add me as a connection - Colleen Deere.
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Employer Insights Adopting an ‘excuse free’ mindset to get through Covid-19
Let us begin by stating the obvious.Covid 19 has been an incredibly difficult period, it’s been disruptive, it’s been deadly and without a doubt, it has had a profound effect on billions of people worldwide, some much worse than others. Recruitment has been no different, there have been sweeping redundancies, a plethora of budget cuts, and many projects put on hold or cancelled completely - some of the figures are startling. It has been incredibly challenging, however like in any time of challenge, the way you will be defined is how you face it. The ‘excuse free’ mindset will continually allow you to see things with perspective, thus allowing you to take control of, and make the most of any situation however good, bad or ugly it may be. I, like anyone, have days where it waivers, we are all human, but below are two reasons why it has had a great effect on me personally and may just help you through this unprecedented period, and then beyond.1 – Goal Setting- set daily, weekly goals on what you want to achieve. Be this at work, looking for work from a recent redundancy or simply in day to day life. It is important to hold yourself accountable so you know, you did your best and can sign off ‘excuse free’ with a positive mindset. What you put in is what you get out. If you are out of work, set a goal of applying for a certain number of roles, add connections on LinkedIn within your industry and expand your network, write a blog! Be visible, be proactive and most importantly, persistence pays off. Eventually! As a Recruiter in a time of an uncertain job market, goal setting enables me to focus and end the day knowing I controlled what I can control and feel accountable for achieving my daily goals. It is the small wins that keep you going.2 – It makes your success repeatable – When you don’t use excuses as to why things aren’t going your way, you will be able to identify root causes or indicators as to why you are succeeding – KPI’s almost. Chances are if a certain process has worked once, then it will work again. There is no better feeling than knowing exactly what you have to do and being in complete control to get something done, it is a very empowering position to be in.If you are reading this, and it resonates with you, then take action and set a goal. Think about processes and steps you can implement which will help you to be ‘excuse free’, embrace and enjoy the process, and see If having zero excuses helps you become more successful and accountable.
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Employer Insights What is Humble Leadership? How Can It Take Your Business ...
James launched his mid size, Perth furniture business in 2015. The first three years saw a rapid increase in sales and profitability, but something wasn’t quite right in the last two years. There had been an increase in the number of customer complaints. Late deliveries, unfriendly customer service reps, lost sales opportunities and lost customers started to become a trend. Simply stated, James’ business was in trouble.So, James called his managers into a claustrophobic conference room, he wanted answers. "I depend on you people to make this business work!" he barked. "Sales are dropping like a rock, which obviously means someone's not doing their job. We're not leaving this room until I find out who it is!"No one speaks up. Everyone wants to crawl under their chair. James’ not getting answers, but what he doesn't know, is that the answer is right in front of him.What is humble leadership?James’ dictatorial leadership style might have worked when workers had few options and even fewer rights, but it clearly doesn't work now. The simple fact is that in the current employment landscape, workers who report to the "I know more than any of you" manager become resentful. They're less likely to be creative, resourceful or innovative—because in John's world, a mistake isn't a learning experience.That's why an increasing number of business leaders are adopting a new approach, called ‘Humble Leadership.’ Humble leaders recognise their own limitations. They understand that everyone, irrespective of their position within an organisation, have something to contribute.In How Humble Leadership Really Works, Harvard Business Review (HBR) explains how humble leaders (which they call "servant-leaders") develop their businesses by bringing out the best in their employees:"The key, then, is to help people feel purposeful, motivated, and energized so they can bring their best selves to work…To put it bluntly, servant-leaders have the humility, courage, and insight to admit that they can benefit from the expertise of others who have less power than them. They actively seek the ideas and unique contributions of the employees that they serve. This is how servant leaders create a culture of learning, and an atmosphere that encourages followers to become the very best they can."Why Does it Matter?It would be easy to dismiss James’ lack of leadership skills as little more than a source of discomfort for his workers, not something that fundamentally affects the bottom line. The fact is, almost half of employees who work for leaders like James (according to Forbes) are actively considering quitting. This ‘on average’ costs a business anywhere from 50% to 200% of an employee’s annual salary to replace them. What are the principal traits of Humble Leaders?Adopting a humble (ie, inspiring) leadership style, typically means higher employee engagement and increased productivity and profitability. For that reason, it's critically important to understand which traits characterise humble leaders. Although every business and every leader s different, generally, humble leaders share the following 5 traits:They recognise their own limitations: one of the main reasons for start up business failures, is leaders who think they can "do it all." From finances to IT to marketing, these leaders assume their leadership position makes them ‘al things to all people’. As a result, they tend to make costly mistakes that place their businesses in jeopardy. Humble leaders have the courage and self awareness to understand when and where they need guidance and advice, and they're not afraid to ask for it.They seek out talent in their workers: because humble leaders know what they don't know, they make a conscious effort to seek those skill sets in their employees. They're more likely to carefully assess employee skills at the time of hiring, and through ongoing performance evaluations. For this reason, they know to whom they can turn when they need help solving problems.They inspire their employees: workers want to perform at their optimal level when their manager acknowledges the contributions they have made. Humble leaders have no problem ‘sharing the spotlight’. This inspires employees to work collaboratively and give their very best to a team effort.They promote a culture of learning: because humble leaders can admit their own shortcomings, their employees are more likely to acknowledge gaps in their own skill sets. This inspires them to seek out training opportunities to advance their knowledge and their careers. Humble leaders are more likely to make those training and career opportunities available to their staff, promoting a culture of continual learning and improvement.They listen: the best leaders listen more than they talk. Their role in meetings, for example, tends to be that of a facilitator who articulates the nature of a problem, actively listens to attendees' solutions and guides the discussion to consensus. This ensures not only the best solution, but also the buy in necessary to implement change.ConclusionA humble leadership style could be argued, is about ‘doing the right thing,’ looking after workers and respecting their contributions. Effectively leveraged and implemented, humble leadership can be a game changer for your business, reducing employee attrition, while increasing productivity and profitability.
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Employer Insights The Evolution of Performance Reviews
While many people confuse individual employee performance for growth, workers can perform well and hit their company targets without necessarily growing professionally. This usually happens when employees are working in jobs that fail to optimise their skills and talents. The win-win situation is when work performance goes hand in hand with professional development, ensuring that both the employer and the employee benefit. Employers can help their workers achieve peak performance and professional growth goals by setting up an ideal work environment and putting in place development programs to enhance the knowledge and skills necessary for progression. When employers focus on work performance and organisational goals instead of individual professional growth, they take the risk that they may create boredom and job stagnation, demotivating good employees in the process and leading to high turnover. How Remote Working has Affected Work Performance Remote working has challenged previous work culture and HR policies, including aspects of performance and growth. Apart from their company goals, employers have been forced to re evaluate how they perceive and measure performance. According to Forbes, a recent survey revealed that 63% of workers interviewed felt the pressure to perform and therefore recorded their virtual meetings for future reference and improvement. Challenges in communication, technology, cybersecurity and health remain huge obstacles to remote employees' performance and productivity. This is in addition to the outbreak of 'zoom fatigue' experienced by employees across the world, due to the increased number of virtual meetings. Tips for Improving Performance and Growth in 2021. Businesses have to make many improvements in 2021 in response to the changes and challenges with which they have had to grapple ( and overcome) in 2020.These include: Redesigning work and workforces — The workplace changes brought about by COVID-19 demand a new approach and set of skills for businesses which want to flourish. Business operations are now conducted virtually and HR managers might consider this when redesigning tasks and goals for their employees. This has compelled businesses that want to attract and retain top talent to redesign and recraft jobs according to their new demands. Additionally, rather than annual performance evaluations, HR managers opt for project based and task based goals that can reflect new development opportunities. Upskilling is also one of the main focuses of 2021, with many companies prioritising the development of their employees. This is in response to various skill gaps that have been brought forth by new operation methods, the latest business trends and border restrictions. In particular, technological skills have become a 'must have' for many employees working remotely and companies are training employees on how to use technological solutions to execute their roles effectively. Prioritising Employee Wellbeing — Many employees have been negatively affected by work-from-home demands. Unfortunately, Mercer's study reveals that while nearly 48% of executives acknowledge their employees' wellbeing as a top concern, only 29% of HR managers have taken steps to implement health and wellbeing long term strategies. Even though most business leaders are able to grasp the correlation between employee wellbeing and productivity, it's essential to formalise an employee wellbeing strategy to follow throughout the year, to ensure the plan doesn't become an afterthought. Data Driven HR — Data driven HR performance will be a much needed upgrade for HR leaders who want accurate strategies for improving performance in 2021. Structured analytics can help businesses gather insights on skill gaps, performance capabilities, and training needs. Talent assessments, psychometric tests, and risk assessments can yield important performance related information for HR managers. HR managers can use this information to eliminate the guesswork and effectively invest their resources in strategies that engage and motivate their employees, hence improving performance and growth. Some top tier businesses have already embarked on these new strategies to enhance employee performance and growth and others will likely follow suit.
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Employer Insights My Predictions for the Job Market in 2021
Why would I expose myself to predicting the job market in 2021 in January? Imagine if I had done the same in January 2020! I can think of a major seismic event that occurred during 2020 (and is continuing), which I did not predict. Regardless, I have decided it is an appropriate time to break out my inner Nostradamus.Here's my top 10 predictions for the jobs and employment market in Australia in 2021. 1. Unemployment will drop sharply in the first half to the mid sixes but flatten out as the stimulus is wound back. My prediction for unemployment in December 2021 6.4%2. Unexpectedly the trades and property sectors will be more buoyant than the rest of the market. Particularly in Sydney, Melbourne, and Perth. The government's $25,000 incentive for renovations has been extremely popular (at last count 75,000 applications received) which will translate into jobs in the trades. Low interest rates and first home buyer incentives mean that the real estate sector will also be better than expected in 2021. Look for jobs in this highly cyclical sector.3. Expect a round of mergers for existing recruiters in early 2021. Having survived the downturn, many owners towards the end of their careers will be looking for the exit. On the other hand, you will also see many new agencies as consultants, jaded after the job cuts and hard slog of 2020, try their hand at running their own businesses. Also look for a continuous stream of insolvencies from March 2021, when Job Keeper is unwound. 4. Expect more temp and contract work to come back into the market in the first half of 2021. Also expect difficulty in filling these roles, as there are no ( or very few) working holiday makers to fill these roles because of the border restrictions, ( particularly the ubiquitous UK and Irish backpackers). Employers should expect to have to compromise on skills or compete harder for available talent, with higher rates.5. Those in permanent roles should expect minimal pay rises. My prediction for the Wage Index for this past December is for it to be less than 1%. Having said that, for the first time in years, the financial press is talking about inflationary pressures, so when I write this again, this time next year, I may be more optimistic on this front.6. Demand in the technology sector will remain strong. 7. Look for new and unexpected titles for roles. For the first time, I have seen titles such as “Employee Experience Manager” emerge in the HR sector in 2020. I am sure there are more roles such as this, as employers grapple with the management of remote staff.8. Despite the trend in the last decade to off shoring customer service, look for an increase in these roles as companies have been let down by offshore centres in 2020 due to COVID-19 and also the rise of chatbots that handle first line support, with an escalation to Australian based customer service representatives. We have seen some of this in Adelaide in 2020 and I think there will be more of that in 2021.9. Employer branding will become even more important as a differentiator and attraction strategy in 2021. Alongside wage restraint, there has been a trend to competition between employers in other ways. For example, their ability to articulate a purpose, other than 'just' making money. 10. Working from home will no longer be considered a benefit and instead will be considered the norm. It's not the differentiator it used to be. Look for roles being advertised as being able to be handled remotely and consequently unlocking talent in the regions.2021 is going to be a remarkably interesting year. I am sure it's not the panacea for the ills of 2020 and deep down I think the first half will be as hard as 2020. Ultimately it is a far more positive and interesting employment and jobs marketplace than most of 2020.What are your predictions for 2021? I would love to hear your thoughts in the comments below.
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Employer Insights Virtual Leadership: Five Skills
While leadership has been under tremendous change in the past few years, COVID-19 has disrupted the way we manage and lead our teams, adopting a more human approach to coaching.VULNERABILITY: AN UNDERVALUED LEADERSHIP SKILLIf we watch any Hollywood film about great leaders, we will likely see the management stereotype of a leader who pushes others around, makes unreasonable demands, and always gets what he or she wants. This model ignores vital skills which are essential to building trust within a team.Vulnerability is a top skill for leaders of all kinds because it leaves the door open for others to express themselves and their ideas openly. When a leader can admit his or her shortcomings, it makes it easier for others to do the same and to look for solutions to problems that stem from those shortcomings. Vulnerability fosters team cohesion and transparency, which helps leaders to identify the roots of the issues faced by their teams. VISION: INSPIRING YOUR PEOPLEIt is easy to get caught up in the day-to-day details at any given job or any other aspect of life for that matter, but true leaders think several steps ahead. They are focused on the big picture and view the details as stepping stones for where they need to go.More importantly, great leaders know how to share this vision with their teams, and bring meaning to pieces of work that are in many ways repetitive and not necessarily fulfilling. They don't let day-to-day tasks confine them, but they are aware that their vision is a good reference point to look to when working out any given issue that arises or when looking for motivation to keep pushing the boundaries of the world of work. ADAPTABILITY: BECOMING FLEXIBLE TO ANY SITUATIONThe adaptability skills of entire workforces have been put to the test this year as COVID-19 tore up any game plans previously laid out. Working from home rather than from a physical office space has been the biggest change experienced by the most people, but there have been plenty of other situations when adaptability becomes essential. Decreased profit margins, layoffs, personal work/life issues are just a few of the challenges that have required this skillset in spades. Adaptability doesn't mean constantly changing course. Processes that are working properly do not require change. However, the ability to make dramatic changes when they are called for is a skill worth admiring. INCLUSIVENESS: IMPROVED WORKFORCE OPTIONSRecruiting is a lot easier in an environment of inclusiveness. As a company gains a reputation for being inclusive, they enjoy the benefits that come with that. This includes having a larger pool of talent from which to draw. Many more applicants want to work somewhere they believe they have a shot at being included. Another advantage stemming from a more diverse workforce is improved creativity. As leaders gather employees from very different backgrounds, creativity improves, problems are solved in a faster manner, and as the spectrum of employees gets more diverse, organisations will get better at understanding their audiences and customers. EMPATHY: PUTTING YOURSELF IN ANOTHER'S SHOESEveryone brings to work a different set of personalities, life experiences, political and religious views, and so much more. It is easy to view the world simply from our own narrow perspective. It is much more challenging expressing empathy with the views of another. That being said, it is well worth the endeavour and is a great leadership skill.Mike Martin, Executive Director at the Halogen Foundation, has always had a keen interest in the qualities that make powerful leaders tick. He has run an in-depth study of those traits which mentions the importance of the ability to experience the feelings of others."The hallmark of successful leadership wherever I have seen it is a person's ability to put themselves in the shoes of everyone around them. Whether they be their superiors, subordinates, friends and even enemies. If you can master this skill, it can take you to some interesting places..."Taking other viewpoints into account and using what others have to say to help grow a business is the sign of a great leader.
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p2p News Legal Challenges in the Workplace in 2020 and 2021
WHAT LEGAL CHANGES HAVE WE EXPERIENCED IN 2020? The unexpected COVID 19 pandemic undisputedly took the world by storm, with its effects stretching out to almost all sectors of the economy. Perhaps the most eminent of this was that most employees were now legally required to do their work from home. This was not limited to top-level employees like personnel managers, who now had to find a way to manage their employees remotely, and sufficiently enough to get the job done. Other challenges included understanding around stand downs, JobKeeper or Wage Subsidies and redundancies, changes to Awards specifically because of the pandemic, dealing with illness and injury in a changed environment, and difficulties with performance management. WHAT HAVE BEEN THE BIGGEST LEGAL CHALLENGES THIS YEAR?The pandemic caused a significant downturn in business confidence, and immediate responses to the pandemic meant many employers were uncertain about the future of work. As we all got to work from home during lockdown, the notions of work and productive work were brought to the boardroom tables, and with it the concerns regarding productivity and performance management in a remote working context. Organisations also had to deal with a plethora of unfair dismissal and general application claims, as well as some issues with contracts and policies insufficient to deal with a pandemic or major changes in the world of work. Finally, uncertainty was at its highest with a number of "Zombie Companies" relying upon JobKeeper or Wage Subsidies to stay afloat. "In the future, organisations should be prepared for a dismissal claim for every single termination and ask themselves: has the risk and liability been assessed in this context? If so, what were the steps taken to mitigate the risk and liability? Policies, procedures and contracts need to be overhauled and reviewed on a regular basis. Finally, management communication and transparency must be reviewed too in the context of the pandemic to assess and adapt to the new world of work." WHAT DO YOU FORESEE WILL MOVE THROUGH TO 2021? Jonathan Mamaril first mentions a steady increase in unfair dismissal and general protections claims in 2021.As laws may change around EBAs and the BOOT Test, it is likely to see more EBAs being put up. The gig economy should increase their value over time, more and more businesses will be established, targeting a very unique niche with a specific skillset. Changes to Awards may provide further flexibility. The last prediction would be a rise in underpayment claims and "wage theft" cases. WHAT GUIDANCE TO PREPARE FOR THE NEW YEAR? "It's time to consider an HR strategy or, if you have one, reviewing it in the context of the pandemic and the changes that will likely need to be made." Other legal issues must be considered, related to employment law issues, such as confidential information - use and misuse; terms and conditions being sufficient for paying terms; shareholder agreements; loan agreement; leases. As mentioned before, 2020 has seen a rise of claims against employers. This legal risk should be assessed and addressed to solve them before problems occur. Contractual documents, and specifically employment contracts and contractor agreements need to be reviewed. Business leaders should consider the powers of legal professional privilege in engaging a law firm. Law firms and their expertise can be extremely advantageous in the context of difficult or larger scale issues around termination of employment or underpayment of wages. Jonathan Mamaril is a Director with NB Lawyers, the Lawyers for Employers and leads the Employment Law and Commercial Law teams.
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Employer Insights How to show Gratitude to your Team, after a Tough Year
Happy New Year!2020! Well what a year that was! it was certainly a year of uncertainty, people having to manage their fears, juggling working from home and social distancing. As things start to improve and we look to what 2021 and the future holds, it’s important to remember that everyone needs to hear that their dedication matters and is noticed. Gratitude is known to show improvement in self-esteem, achieving career goals, decision making, productivity and resilience. I’ve learnt over the years as a manager, that you should never neglect to say “Thank you for your hard work” to your team. Showing employees that you appreciate and value their efforts is important for many reasons Recognition: Saying thanks for a job well done, staying late to meet a deadline or helping a colleague with a difficult project will have a long lasting impact on their productivity. Sense of commitment: Saying thanks to an employee for their hard work undoubtedly increases their level of commitment to not only you as their manager, but also to the company. Improving morale: Recognising an employee’s hard work also creates an atmosphere of trust and helps team members to bond with each other. 6 x “Thank you” ideas for your employees’ hard work Say “Thank You” often. Get accustomed to saying “thank you” for dedication and commitment. Do it whenever it’s deserved and do it a lot more often. Write a personal note or “Thank You” card. This is one of the best ways to give an employee a “pat on the back”. It shows you honestly appreciate them because you took the time to do this. My manager/director did this recently to all of our team and it really did mean a lot;- I still have mine at home. Personal e-mail. This is another great way to show your appreciation. You can thank them for their invaluable contribution to you and the company. Let them leave early. If their workload allows, give them an afternoon off. It’s a great way to say thank you and show them that you also value their personal time. Family gifts. If your employee is working long hours or taking work home, what better way to thank them than to thank their family too? They say actions speak louder than words, so another nice idea is to treat them to cinema tickets or a pass to an amusement park. Say “Thank you” in front of an audience. This can happen during a team or company meeting, or at any time that praise is deserved. Saying thank you in front of others will not only have a positive impact on that person’s self esteem, but it will also motivate the rest of the team to follow this good example. These are just a few of the ways that you can say “Thank you for all your hard work and dedication” and to show appreciation. So, I know that after a very challenging year, there are a lot of team members and colleagues that I will be saying “THANK YOU!” to.
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Career Advice Me Time in 2021
2020 was an interesting year. The employers and job seekers I've spoken with during the various Covid-19 lockdowns and shutdowns, believe they have seen increase to their workload. In the people2people 2020 Salary and Market trend report, 41% of employees and employers said they felt a significant workload increase. Research confirmed this finding, with statistics that show we have been working 48 minutes longer and attending 13% more meetings. While the Christmas and New Year breaks have been great opportunities to catch up again on some 'me time', it’s essential to start 2021 with the right mind set. Luckily Time Magazine has published a list of 'the best of books and podcasts' that we can sink our teeth and ears into over this break. Here are the links to their suggestions: •The 10 best podcasts of 2020 •The 10 best nonfiction books of 2020Some great Ted talks to start the year: •The benefits of a good night's sleep•Talks to watch when you have a big decision to makeAll management is change management•The 3 elements of trustRemember, make sure to save yourself some ‘me time’ in 2021. Good mental health will make you a better worker.
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Career Advice COVID-19 Burnout: Who's at Risk?
Mental health issues are impacting millions around the world, but much of this suffering is not discussed in public. Businesses today need to identify those who are at risk to provide the support needed. WORKING PARENTS, AT THE HEART OF THE COVID STORMWorking parents are one group which stands out as more likely than most to have significant mental health issues in the COVID-19 world that we all now inhabit. They now have to juggle the demands of a team at work and the demands of young children at home, simultaneously. They are even more at risk than before pandemic: when 8.5% of adults were showing strong signs of depression, this number has skyrocketed to 28% since March 2020. This results in feeling down or hopeless; loss of interest in things that normally bring joy; low energy; trouble concentrating; or thinking about self harm. MANAGERS, EXTROVERTS AND NEW HIRES FACE MOUNTING STRESS AND BURNOUTIf one were to think about one category of people who might be better insulated from the mental health impacts of COVID-19, they might not think of managers. However, there are reasons why managers are having a great deal more trouble with this situation than most. Managers are often highly concerned about the stability of their jobs. Plenty of managers have been forced to retrench staff as COVID-19 related restrictions have reduced their business revenue significantly. Dealing with the pressure of a smaller team, negative feelings towards redundancies, and a to-do list that gets longer and longer as the team gets smaller, are a few of the main ingredients for burnout. Additionally, when a manager is retrenched, it can be extraordinarily difficult to find work in a similar position, which adds to the stress and frustration that a manager may feel today. New hires are in much the same place as managers. They have just now been brought into a business which might be looking to make a cutback. New staff are easier to reduce, because they don't have as much institutional knowledge of the businesses' processes. Their skills are not as valuable to the business as those who have worked there for an extended period of time. A layoff for a new hire also means an awkward gap of time on their resume. Finally, is it any wonder that extroverts are feeling the cold sting of COVID-19 restrictions even harder than a lot of us? This group has personality traits which are directly impacted by the way that societies are currently structured in response to this virus, specifically they: • Gain energy from being around other people • Are known to want to speak up in groups of people • Like to receive attention from their peers for good ideas • Solitude can make them feel low energy and frustrated There is no clarity about exactly when things will return to normal. As we navigate through lockdowns, social distancing and border restrictions; assessing your teams and their specific conditions that might make their lives harder during the COVID-19 era, will help to keep them engaged, loyal and happy. BE MINDFUL OF THOSE WHO HAVE HAD STRUGGLES BEFORE Individuals who have struggled with mental illness in the past are the most at risk for developing additional issues or for seeing a resurgence or intensification of preexisting mental issues. It is best to draw those people in close as much as possible right now and to check in with them often. Millions of people suffer in silence, and there is no reason why we should knowingly allow that to happen.
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Employer Insights Which COVID-19 Initiatives will remain
As we start heading into the future form of normality; not necessarily what was the norm prior to COVID-19 but the new normal, it will be interesting to see the changes that will remain for organisations, employees and individuals. 2020 has definitely been a year that will remain with us for many years to come; potentially for some, it will be stories that will be told to the future generations! Talking with a wide variety of businesses in Queensland, it has been interesting to hear the changes / initiatives that have been implemented during the pandemic to help drive engagement, motivation and ultimately retention.These have ranged from: • Daily / Weekly catchups with teams • Regular social events – via technology • Opportunity to upskill / take on a course • Hosting regular wellbeing webinars • Buddy programmes • Exercise support programs And so many more. A lot of these initiatives were implemented to help cope with the rapidly changing working environment, help support teams that were working from home and create the opportunity for some form of balance. Many of these have had a positive impact on the people / teams where they have felt included, supported and valued, which in turn has helped to drive productivity and results.BUT, what happens now that we start getting back to some form of normal – do we keep doing what we have been doing or do we revert back to the ‘old’ ways as we see more people return to the office? Will we keep some or discard most? In our 2020 Annual Market Trend report, the p2p Post, we identified that approximately 34 % of the companies surveyed found that COVID-19 had had a positive impact on their company culture, as there had been more focus on support, wellbeing and not just on the bottom line. Has this been your experience too? We would love to hear from you – 1. What initiatives has your organisation implemented during this time? 2. Which would you want to see remain, moving forward? Information is always valuable – so please comment and share!
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p2p News The truth about being an intern
Advice for anyone considering an internship whilst studyingWe’ve all seen it, we’ve all heard it, the cinematic depiction of an intern as the coffee runner, the professional photocopier, the unpaid servant. But what is it really like?I had the opportunity to intern for people2people recruitment in 2020, the year where the entire structure of workplaces across Australia changed. Whilst working from home was an entire challenge within itself, I’m here to tell you what it’s really like to be an intern for a business in the city, when you take away the skyrise buildings and revolving doors and experience only the essence of the position. The opportunities are endlessWorking as an intern can give you that extra edge when applying for jobs in your desired field, but it can also give you invaluable experience in a way you will never be offered as a full time employee. Working at people2people, I have been given opportunities to “choose your own adventure” and decide on some of the tasks I would like to get involved in. A company wants to learn from you, as much as you want to learn from them; after all, your unique combination of expertise and experience is something no one else can offer. So never sit back and wait for your next task to be given, go out, find it, ace it. It isn’t as easy as it seemsIf you’re planning on taking on an internship with the intention of riding off everyone else's coat tails and working minimal hours a week, it may not be the opportunity for you. Being an intern holds a great sum of responsibility; you are often trusted with tasks that directly impact the company and their reputation. Particularly if you are working from home, you may feel a little disconnected from the team and overall brand, walking into a pre-established organisation. But it is important to understand that the work you do can have a large and lasting impact on the company. Time isn’t infiniteThis can be taken in two ways, firstly your internship won’t last forever, so make an impact while you can! Whether you attend 1 day a week or 5, the time you have with your organisation will absolutely fly by. So don’t wait for your next work day to do that project or ask that question.Secondly, your time management skills will be imperative, particularly if you are studying and working whilst undertaking an internship. Personally, some days I was working 14hrs between my internship and part time job, with Uni assignments fitting in around this, so be prepared to be a busy bee if you have other commitments in your schedule.Should you become an intern?Absolutely. The only answer is absolutely. Michaela was an intern with people2people Victoria in 2020.
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Career Advice Five key elements for a successful workforce when Working from Home (WFH)
We at people2people recently conducted a survey with job seekers and employers to collate our yearly market and salary report. In this report, with the information collated, we discuss the five key elements for a successful and happy workforce. 1. Flexible work hoursFlexible working options have become much more common during 2020. During the COVID-19 lockdown period, many organisations had to move to a working from home structure and have proven that it is possible to work from home, effectively. 91% of employees were sufficiently set up by their employer to work safely at home and moving forward, more and more job seekers would prefer a working from home blend to allow them flexibility. 2. Strong IT systems and support team There is no doubt that in the early stages of the pandemic, organisations had a few technical issues setting up everyone to work from home. Strong IT systems are so important when you are working remotely, as your only form of interaction and communication is really only online. Whether you are working from home or in the office, you will need a strong IT system and support team. 3. Regular team buildingAlmost every job seeker I speak to, says team culture is one of the most important things they are looking for in their job search. Team building activities are really a significant component of building relationships with your colleagues. Especially when people are working from home, you don’t have that day-to-day interaction or any social interaction with your colleagues in the work place. A team building activity could range from an afternoon video call catch up to a team social dinner. 4. Flawless Communication Communication is key. I’ll say it again, communication is key! When working remotely, it’s not as easy to just turn around to a colleague and ask a question or provide an update on a particular task as it is when you are in the work place. There will be, from time to time, a breakdown in communication. There a different forms of communication, however from experience I believe a group chat with your team is quick and efficient. 5. EmpathyEmpathy and understanding to everyone’s various circumstances, as each person has different circumstances in how and where they work.
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Career Advice Feeling burnt out? Get outdoors over Christmas
After the tumultuous year 2020 has panned out to be, countless people are burning out in their jobs.Being required to swap between working in the office and remote set ups, while maintaining a high level of productivity has caused extra stress and anxiety towards work. From my work recruiting in the legal industry, I have seen many people wanting to break out of their routines and to get back to thriving and progressing in their careers. Coming into the Australian Summer, it is the perfect opportunity to break the pattern of work and throw in some new activities and even to find a new hobby to reset and focus on yourself. Since March 2020, I have taken up a few new activities which have kept me focused getting through the year and to keep a fresh perspective.Getting outdoors around nature with some physical activity is a perfect start to resetting your mindset.A few things I have started to do: Fishing off the riverbank Paddling a kayak Bush walks through the local national park Organising picnics with friends Exploring new areas After purchasing some basic fishing equipment, you are set to throw your first line in the water. Taking the time to relax, sit back and wait for that elusive king fish to bite is a great way to gather your thoughts on how you want to make the next step in your career. Following the water theme, hiring a kayak form your local boat shed will get you started to set out on the river. Having the fresh air and surprisingly intense shoulder workout is a great way to spend a day of the holidays. Your local national park is an incredible resource that many people overlook. With plenty of bushwalks, camp sites, BBQ areas and sometimes cafes, there is plenty of different activities to fill your time. Exploring the 'off the beaten tracks' and hidden walks, will bring back your youthful sense of wonder and will give you a few tips you can take back to your friends.Get out and explore, try new things and get a fresh perspective over the Christmas break. You will come back in the new year ready to get stuck into your job and make that next delayed step, due to the various complications of 2020.
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