Something people don’t know about me is… I used to play underwater hockey and have represented the NT and Qld at national events. I also held Bruce Springsteen’s hand once… but then everybody knows that!
To me, HR is… All about the heart/human aspect of business. It’s where employees’ welfare and general well-being are looked after. If the heart is non-existent, malfunctioning or has stopped beating, there is generally pain…
What I love best about working at performHR is… Hanging out with a bunch of like-minded supportive people, who are passionate about helping others and believe that we can make a difference to others’ lives.
What I bring to the performHR team is… Energy, life experience, a penchant for relationships and community engagement and an addiction to photography and music!
Employee Performance Appraisals have long been used by businesses as a way to effectively manage performance amongst the team. Not only does it allow business leaders to recognise and reward star performers that may have otherwise gone unnoticed, or to point towards poor behaviours or habits that can be addressed before they become the “norm”, but it also provides employees with sound feedback to understand their progression in the business and what areas of their job they may need learning and development in.
While most of us can recognise the importance of good performance management to the success of a business, some employers would still rather stick their heads in the sand than have that difficult conversation that comes with addressing an employee about their performance. When considering the best way to address poor performance, it is important to not only consider the individual involved, in the context of both professional and personal factors at play, but whether the drop in performance standards is indicative of wider issues in the workplace.
Last week, Fair Work Australia handed down its 2013 annual wage review decision, with the following changes:
- From the first full pay period commencing on or after 1st July 2013, all Modern Award rates of pay will be increased by 2.6%.
- For employers who pay over the Award rate, the increase can be absorbed – however you must make sure that you are paying high enough over the award that you are still paying at least the minimum wage rate for the Award Classification.
- If you are transitioning your rates to Modern Award, this is the fourth and final year and the employee’s new minimum rate is the Modern Award plus or minus 20% of the transition amount.
‘Tis the season to be jolly. Or not so jolly, if you’re the one organising the office Christmas party.
Besides from deciding where to host the party and what food and drinks to supply, employers must also consider the possible ramifications of these decisions on the business tomorrow and in the future, even if it doesn’t seem like a big deal at the time. Letting Sally from Sales drive home after 5 glasses of champagne? Not such a good idea.
However, it is relatively straightforward for employers to protect themselves, if they use a bit of commonsense and follow these rules:
In news likely to disappoint employees who enjoy a day off for no real reason (and let’s be honest, that’s most of us), Newcastle City councillors last week voted against making the 2013 Newcastle Show a public holiday.
However there has not yet been a decision on whether the day will be nominated as a “local event day” for the show, nor on what decision Lake Macquarie City Council will make regarding the day.
A local event day is usually granted at the request of a council within a local government area for a whole day or a part-day. The intention is to recognise the event’s significance but with specific implications for businesses:
Whether it’s a phone call from the boss, or a friend you haven’t spoken to in awhile, we have all been tempted in our time to check our mobile phones while driving. Although we all know (or should know!) that mobile phones and driving are not the ideal match, many drivers continue to risk their lives, and the lives of others on the road, by sending the odd text while waiting at the red light or answering a call while behind the wheel.
However, the tightening of NSW legislation around the use of mobile phones while driving will mean we will seriously need to rethink our actions.
From 1 November 2012, the following changes will apply:
In keeping with our focus on poor employee behaviour in the workplace: a new Australian study into counter-productive workplace behaviours has found that bad behaviour in the workplace is much more common than some employers might think.
The study of more than 2000 Australian professionals by SACS Consulting found that most employees have been guilty of at least one of the following behaviours: unnecessary sick days, inability to get along with colleagues, becoming distracted with non-work related matters, ignoring OHS or other workplace policies, and theft.
By AltusQ Partner, Stephen Shepherd
In his timeless “Oh the places you’ll go”, Dr. Seuss provides a simple yet powerful guide to traversing life’s “lurches and slumps” for people of all ages. His “waiting room” analogy (“Oh the most useless place of all”) is particularly poignant. We’ve all been there; waiting for the new client call, business opportunity, old love…. In times of significant change or uncertainly as many are experiencing now, business owners often wait for signs that things are better before investing in the things (people, capacity, capability, new markets) they know they need to grow. Just like shares, you can rarely pick the bottom or bull-run precisely but know that most market share opportunity will come in the first part of the upswing. Are you ready?
20 Mile March
In his book, “Great by Choice”, Jim Collins uses Amundsen and Scott’s 1911 race to the South Pole to illustrate how significant uncontrollables may be managed. Amundsen adopted a “20 Mile March” strategy which saw him progress each day despite the weather. In contrast, Scott (who famously perished with his team on the homeward journey) would drive his team to exhaustion on a good day or stay hunkered down and miserable during poor weather waiting for things to improve. The moral of the story is that Amundsen successfully created a degree of self control in a harsh, out of control, environment.
Want to make your people happy? Want to make them sad or nervous? Want to create an uproar in your organisation? Want to stir up dormant fears hidden just below the surface in your business?
No, I’m not talking about restructuring or downsizing; I’m talking about giving feedback, specifically about introducing and implementing 360 degree, or multirater, feedback.
360 degree feedback provides each employee the opportunity to not only receive performance feedback from their manager, peers, direct reports, coworkers and customers, but to undertake a self-assessment also.