Afleveringen
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Hello, and welcome to Episode 251 of the People Powered Business Podcast!
In todayâs episode I am sharing a conversation which we had over on the Grow Your Influence podcast, where my cohost Juliet Robinson and I were talking about dealing with difficult people at work â in fact itâs one of our most popular episodes ever!
We waste so much time and energy dealing with people who behave badly. Often we put the conversation off for as long as possible and sometimes we avoid these conversations altogether. What we know is that avoiding dealing with difficult behaviour is not going to change anything. As leaders, there are some simple things we can do to connect with and manage difficult people, particularly if they are on our team. Starting with a plan is important and what you role model for your team gives them an idea for how they can also deal with these situations. We give you our top tips for dealing with these difficult people.
As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having. Join Here.
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Hello, and welcome to Episode 250 of the People Powered Business Podcast!
Today we are celebrating 250 Episodes đ„ł
To celebrate, Iâm recapping our top 10 most listened to episodes, and one takeaway from each. Here is the list:
# 10 â Why KPIâs are Critical to Team Success (Episode 122)
# 9 - Why Hiring (and holding onto) the Wrong People Impacts Team Morale (Episode 159)
# 8 â How To Motivate Disengaged Employees (Episode 116)
# 7 - Document, Document, Document! (Episode 129)
#6 - The 2 Types of Motivation (and why you can't have one without the other) (Episode 127)
#5 - Competing with Sign On Bonuses and Other Hiring Tactics (Episode 126)
#4 - Engaging a Recruiter - What You Need to Know First (Episode 124)
#3 - 3 Reasons Your Employees Motivation Might Be MIA (Episode 125)
#2 - Using Psychometrics in the Recruitment Process with Charissa Lim (Episode 128)
#1 - The 5 Step Framework to Screening Resumes in a Competitive Market (Episode 130)As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having. Join Here.
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Zijn er afleveringen die ontbreken?
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Hello, and welcome to Episode 249 of the People Powered Business Podcast!
Wow! Isnât December just the gift that keeps on giving?
In todayâs episode Iâm bringing you a raw and honest conversation about what Iâm noticing right now â because it is utter chaos!
There are big decisions being made, huge reactions, overwhelm and high stress.
Today I share with you that one of my secret super powers is seeing patterns â seeing patterns in lots of ways, but particularly around patterns of behaviour.
What I see is that there are often common themes, and when I see them showing up, I know itâs not just these few people I might have spoken to that week, itâs a broader trend.
What Iâm seeing right now is quite high stress â zero tolerance, lack of resilience. Iâm seeing successful business owners wanting to fire their whole team and just throw it all in. Itâs very reactive, not responsive, not proactive. And there are lots of reasons.
So today Iâm talking about what Iâm seeing and why it might be happening with business owners right now and how it impacts you as a leader and what your team see.
Iâll also share some strategies and hacks to get you get this through this silly season with your sanity in place.
If mentoring, coaching and support to master this mental game of being the boss is something youâre interested in, check out Power BOSS private coaching and mentoring here:
https://www.peoplepoweredbusiness.com.au/powerboss
As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having. Join Here.
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Hello, and welcome to Episode 248 of the People Powered Business Podcast!
Can you believe itâs already December?
Iâm excited because inside our People Powered HR community, November is Planning Month!
I really believe this is the best time of year to work on your 2025 plans â because letâs face it â none of us will do it in December, and if we wait until January weâll be in February before we put our plans into action.
Over these 3 episodes weâre talking planning. Last week we spoke about your 2025 business protection plan, and the week prior we focused on your 2025 resource plan, today we are getting into your retention and motivation plan and why you actually need to start this side of Christmas.
In todayâs episode we are looking at:
Why starting now, before the Christmas break is incredibly important;Some ideas of key elements of a retention and motivation plan â and how you can get creative with this;The importance of aligning individual goals and objectives with business goals to create true engagement.As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having. Join Here.
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Hello, and welcome to Episode 247 of the People Powered Business Podcast!
Can you believe itâs already November?
Iâm excited because Inside our People Powered HR community, November is Planning Month!
I really believe this is the best time of year to work on your 2025 plans â because letâs face it â none of us will do it in December, and if we wait until January weâll be in February before we put our plans into action.
Over these 3 episodes weâre talking planning. Last week we spoke about your 2025 resource plan, today we are getting into your HR compliance business protection plan, and finally next week we will be talking about your engagement and motivation plan.
In todayâs episode we are looking at:
Why being across your compliance obligations is more important now than it has been before, and why sticking your head in the sand is definitely not the solution;The key elements you want to be considering in creating your compliance and protection plan;How to go about creating your compliance to do list.As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having. Join Here.
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Hello, and welcome to Episode 246 of the People Powered Business Podcast!
Can you believe itâs already November?
Iâm excited because Inside our People Powered HR community, November is Planning Month!
I really believe this is the best time of year to work on your 2025 plans â because letâs face it â none of us will do it in December, and if we wait until January weâll be in February before we put our plans into action.
Over the next 3 episodes weâre talking planning. Specifically in todayâs episode weâre talking about your 2025 resource plan, next week weâll get into your HR compliance business protection plan, and finally your engagement and motivation plan.
In todayâs episode we are looking at:
The fact that the team that got you to where you are no, may not be the team to get you where you want to go in business â and thatâs ok!I showed you how to create clarity with your ideal team structure through the Clean Slate Exercise; and finallyWe looked at your 2025 dream team hiring plan.As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having. Join Here.
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Hello, and welcome to Episode 245 of the People Powered Business Podcast!
Today on the podcast Iâm joined by Ryan Griffin, MD of Chunky Duck, to talk about leading and managing a remote team.
Like many of us entrepreneurs, Ryanâs journey to his current business has not been a straight line. Initially a professional baseball player, he returned to Australia ready to start his career in digital marketing. He worked for many years in marketing agency before turning to scuba diving and juggling freelancing. As Covid hit he went all in on his own digital agency â now known as Chunky Duck.
In todayâs discussion Ryan shares the benefits and challenges of managing a remote team, some of the great initiatives he has put in place to create connection and enable collaboration, and why he thinks itâs a great move in terms of attracting and retaining the best possible people.
If youâd like to connect with Ryan you can find him on LinkedIn here, or head over to Chunky Duck to check out their work.
As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having. Join Here.
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Hello, and welcome to Episode 244 of the People Powered Business Podcast!
Can you believe itâs already November? The year is flying by, and here we are with another important topic for business owners just like you.
In todayâs episode, weâre diving into an area thatâs critical but often misunderstood: redundancies.
Recently, Iâve been hearing about a surge in redundancies, especially in business groups, networks, and conversations with peers. But the big question is â are all of these redundancies legitimate, or are they sometimes being used as a workaround for performance issues that should have been managed differently? In this episode we explore why itâs so essential to get this right and discuss the real reasons for this trend.
Inside our People Powered HR community, each month we focus on a specific theme from The P.E.O.P.L.E Pathway. Octoberâs focus was on âExitâ â a challenging but necessary part of business and people management.
The reality is that people will exit our business, whether we choose to exit them or they resign. If we need to exit someone from our business, a redundancy may well be a valid way to do this, but we need to understand when and how they should be used. So today, Iâll share three key insights to help you navigate redundancy in a way thatâs both compliant and compassionate.
In This Episode:
What is a Redundancy and When is it Genuine?
Redundancy is not as simple as many think. According to the Fair Work guidelines, redundancy is genuine when an employer no longer needs a role to be performed by anyone â not just one person â due to reasons like new technology, restructuring, or closing of operations. But hereâs the critical part: redundancy cannot be used as a substitute for poor performance management. Following the correct consultation process, especially if employees are covered under awards, is a requirement to avoid the risk of unfair dismissal claims.
The Difference Between Redundancy and Performance Management
Iâve observed that some employers, especially during slower business periods, may attempt to label dismissals as redundancies. Often, this is because performance issues were allowed to continue unchecked, making redundancy seem like a convenient solution. However, if not managed properly, this can lead to costly repercussions, including redundancy pay in small businesses or even an unfair dismissal claim. Itâs essential to distinguish between a genuine redundancy and cases where performance management should be applied.
Top Tips for Exiting a Staff Member with Integrity and Care
Exits are never easy, but there are ways to make the process smoother for all involved. First, get comfortable having difficult conversations, and address performance concerns early. Use the probationary period to its fullest extent, keeping minimum employment standards in mind. Practise compassion and approach every exit with honesty and facts, avoiding emotional responses. And finally, donât be afraid to get help â navigating exits properly can protect your business and uphold dignity for all parties.
As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having. Join Here.
And as I mentioned, if youâd like to learn more about People Powered HR, you can get all the details and join us by clicking here.
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Hello, and welcome to Episode 243 of The People Powered Business Podcast!
In today's episode, weâre exploring a topic that is no longer just a ânice-to-haveâ for organisations but an absolute necessityâworkplace flexibility. Weâve touched on some of the legalities and frameworks before, but today, weâre going to dive deeper into why flexibility is a critical component of retaining top talent.
What Weâll Cover
Last week, we revisited the foundations of workplace relations laws, including the National Employment Standards (NES), and one of the cornerstones of these laws is the right to request workplace flexibility. Interestingly, in our Facebook Group, a recent discussion around a redundancy situation brought up some really important questions around flexible working.
So, today weâll address key aspects of workplace flexibility, including:
Understanding the legal side of flexibility â what the NES says about requests for flexible work.
Why flexibility is so important to employees â itâs more than just a perk, itâs an expectation.
The business case for flexibility â why offering it is essential for attracting and retaining talent, improving morale, and boosting productivity.
What Does Flexibility Mean Under the NES?
Under the National Employment Standards, certain employees, like parents or caregivers, have the legal right to request flexible working arrangements. This can involve changes to working hours, work patterns, or even the location of work (e.g., working from home).
Eligible employees need to have been with the employer for at least 12 months, and these requests must be related to specific circumstances such as being a parent of school-aged children or younger, being a carer, living with a disability, being 55 or older, being pregnant, or supporting someone experiencing family or domestic violence. There are clear guidelines around how these requests should be made and how employers are required to respond.
Why Flexibility is Vital to Employees
Flexible working arrangements are no longer seen as a luxury; for many employees, theyâre a dealbreaker. According to a recent HRM article, 78% of employees wonât consider working for a company that doesnât have a formalised flexibility policy. In fact, almost half of the candidates surveyed said theyâve declined job offers due to a lack of flexibility.
This shift in employee expectations highlights how crucial it is for businesses to adapt. Flexibility isnât just about working from home; it can encompass working hours, patterns, and arrangements that cater to individual needs.
The Business Case for Flexibility
If youâre looking to attract and retain top talent, offering flexibility is a must. Itâs not just about ticking a box â it has real, tangible benefits for businesses:
Improved employee engagement: 61% of employees report feeling more engaged at work when they have flexible arrangements in place.Increased productivity: When employees can work in ways that suit their personal lives, productivity often gets a boost.Better morale: Flexible work has been shown to reduce stress, burnout, and absenteeism, which creates a more positive work environment.Cost savings: From lower office costs to fewer lost workdays, businesses that offer flexibility often see financial benefits.Thereâs also the principle of reciprocity, as highlighted by Robert Cialdini in his work on persuasion. When businesses offer flexibility, employees tend to respond with increased loyalty and effort, creating a win-win for both parties.
Beyond Location: Thinking Creatively About Flexibility
When we think about flexibility, itâs easy to focus only on working from home. But flexibility can take many forms. It could mean adjusting hours or work...
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Hello and welcome to Episode 242 of The People Powered Business Podcast.
Today weâre diving into a fundamental piece of legislation that every small business owner in Australia needs to be aware of: the National Employment Standards, or NES.
If youâve ever wondered what your minimum obligations are as an employer, or if you want to make sure youâre compliant with Australian employment laws, then todayâs episode is for you. Weâll cover what the NES is, what it means for your business, and why itâs critical to understand the rights and entitlements of your employees under this legislation.
We start out by zooming up and taking a big picture look at the NES and where it fits into the industrial relations system, including who these minimum entitlements apply to.
We then take a deep dive into the 12 entitlements.
Finally I share some of the most common misconceptions I hear and share why compliance is so important for your business.
As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having.
Join Here.
https://www.facebook.com/groups/hrsupportaustralia
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Hello and welcome to Episode 241 of the People Powered Business Podcast!
Today we are bringing you a discussion from the archives, that we featured back on Episode 128 of the podcast, and that has proven to be one of our most popular episodes yet!
In this discussion I am joined by Charissa Lim of Impact Persona to chat all things Psychometrics Assessments, especially in the recruitment process.
Charissa is a Certified Behavioural Consultant and DISC advocate whoâs passionate about helping businesses gain first-hand insights into the people's behavioural traits through one of the world's most popular personality profiling tools.
She's on a mission to save businesses and hiring managers time and money - especially those who find psychometric assessment reports complex and not to mention, costly.
Working with hiring managers, recruiters and career coaches, Charissa has created a variety of bespoke DISC reports that are not only cost-effective but are also very simple to digest.
People come with different personalities. Charissa's goal is to harness the power of DISC Profiling to help her clients make informed hiring decisions, and identify the most ideal candidates that would best fit the business culture or role requirements.
If youâd like to contact Charissa you can reach her on LinkedIn here:
https://www.linkedin.com/in/charissalim/
Or via her website:
https://www.impactpersona.com.au/
If youâd like to ask questions or start a discussion about using psychometrics in the workplace, I have an invitation for you.
An Invitation
Would you like to connect with other like-minded business owners, leaders and managers experiencing similar situations with their team? Join the discussion inside our free Facebook Group â HR Support for Australian Businesses.
https://www.facebook.com/groups/hrsupportaustralia
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Hello and welcome to Episode 240 of The People Powered Business Podcast.
Today we are continuing the conversation on performance reviews, but shifting to a sightly more practical, and sometimes challenging element of the review process â setting Key Performance Indicators â or KPIs as part of the review.
In this discussion I unpack the synergy between KPIs within Position Descriptions and at review time, and how they are both important.
We then look at the SMART goal setting framework as a great model to create KPIs using. Ensuring KPIs are specific, measurable, achievable, relevant and time bound is essential to crafting KPIs that are clear and aligned to the role, the individual and the business objectives.
Finally we discuss the importance of engaging employees in the KPI setting process to give them ownership over their goals and help to engage them in the future direction of their career.
As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having.
Join Here - https://www.facebook.com/groups/hrsupportaustralia
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Hello and welcome to Episode 239 of The People Powered Business Podcast.
Today we are continuing the conversation on performance reviews, but today we are focusing on retention â and looking at how conducting effective performance reviews improves retention and reduces turnover.
We kick off this episode by taking a look at some of the ways reviews create engagement and ultimately this drives improved retention. We look at reviews as development opportunities and aligning the right development plans with individuals career goals and objectives. We go on to look at the role of reviews in succession planning in your business and how it can highlight training and development requirements.
Finally we look at the feedback you receive as a business owner or manager in review meetings, and how taking this feedback and information to create positive change in your business plays a role in improving retention.
As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having.
Join Here.
https://www.facebook.com/groups/hrsupportaustralia
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Hello and welcome to Episode 238 of The People Powered Business Podcast.
Today we are continuing the conversation we started last week on performance reviews, but today we are focusing on timing â and looking at how often you should be doing performance reviews.
We start today's episode by discussing how the regularity of reviews impacts engagement and productivity. I shared some statistics and data to help demonstrate this including:
An article from Cultureamp that found that âcompanies that conduct effective performance reviews are 30% more likely to meet their financial goalsâ.
Research from Gallup that found that â80% of employees who have received meaningful feedback in the last week are fully engagedâ
And finally an article from Smartcompany referencing Gallup research that showed that conducting performance reviews boosts productivity by 56%!
We then looked out how to choose the right cadence and timing cycle for reviews in your business. The thing is, there is no one-size-fits-all approach to performance reviews, factors like your business size, industry, and team dynamics will all impact and dictate the cadence.
Finally we discussed whether you can do reviews too often, and what review fatigue looks like.
As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having.
Join Here.
https://www.facebook.com/groups/hrsupportaustralia
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Hello and welcome to Episode 237 of The People Powered Business Podcast.
Today we are tackling a topic that I know many business owners struggle with, and that is conducting effective performance reviews.
Maybe you can relate. Perhaps youâve found that your reviews arenât very meaningful, or that you want it to be consistent â but time constraints get in the way. Maybe you arenât sure what questions to ask, or you have managers in your business that need training on how to do them. Like many people you may be worried about how to do reviews that donât result in a pay rise request, or you arenât sure how to give specific feedback. Letâs face it, we know reviews can be anxiety provoking for everyone involved.
So today I am going to share with you why reviews are so important, the 5 most common mistakes I see business owners make when it comes to conducting reviews, and Iâm encouraging you to take one action step towards implementing or improving your reviews.
As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having.
Join Here.
https://www.facebook.com/groups/hrsupportaustralia
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Hello and welcome to Episode 236 of The People Powered Business Podcast.
We talk a lot in business and leadership circles about our communication styles donât we?
About how we deliver our message, how we give feedback, the words we use, our tone, pace, timing.
We talk a lot about talking, but less about listening, so thatâs what weâre tackling today.
In todayâs episode we look at why listening effectively as a leader is so important, I unpack the 4 types of listening as discussed in this HRM article and we look at how to adapt and leverage your style and the different styles to the occasion.
As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having.
Join Here.
https://www.facebook.com/groups/hrsupportaustralia
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Hello and welcome to Episode 235 of the People Powered Business Podcast!
Today I am delighted to be joined by guest expert Stacey Hughes from Stacey Hughes Co to talk all thing Meta and LinkedIn paid ad campaigns for your recruitment projects.
Stacey spent years learning how to craft compelling recruitment ad campaigns via Meta in her Allied Health practices, and now specialises in working with business owners to learn how to run profitable ads through her Fab Ads Club.
In todayâs discussion we unpack:
When Meta or LinkedIn ads can work for recruitment; The various strategies to consider; What types of content and visuals work best; Thinking about which platforms your ideal applicant is spending time consuming content on; What application processes work best; And much more!If youâd like to connect with Stacey, her website is:
https://www.staceyhughes.co/homepage
Her Instagram handle is @staceyhughes.co
And you can find her on LinkedIn here:
https://www.linkedin.com/in/staceyhughes/
An Invitation
Would you like to connect with other like-minded business owners, leaders and managers experiencing similar situations with their team? Join the discussion inside our free Facebook Group â HR Support for Australian -Businesses.
https://www.facebook.com/groups/hrsupportaustralia
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Hello and welcome to Episode 234 of The People Powered Business Podcast.
Today we are answering a question from our listener Virginia who asks: "How do you pass on feedback regularly to let staff know theyâre doing good (other than saying that⊠it gets repetitive and seems⊠contrary?) What are appropriate ways to show your appreciation?â
What a great question! To help answer this I am going to zoom up and look at:
What are the different types of feedback we should all be giving our teams?Explore the different ways to deliver any feedback;Discuss what we should be giving feedback on;Unpack when is the best time to give feedbackThen weâll delve into the core of Virginiaâs question and discuss the different ways to show appreciation to your team members;And weâll finish of by discussing what matters to the employee when it comes to getting feedback.Giving feedback is such an important part of a role as a leader within our business, and I loved this question because it focused on positive praise and appreciation rather than dealing with negative performance.
If you have a question youâd like me to answer in a future episode, simply email it to [email protected] or join our Facebook Group â details below.
As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having.
Join Here - https://www.facebook.com/groups/hrsupportaustralia
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Hello and welcome to Episode 233 of The People Powered Business Podcast.
Did you know that nearly 46% of new hires fail? Almost half! If you have ever been through a recruitment process for it only to end in disaster you will know the pain, frustration, cost and time associated with having to start the process again.
The good news is it doesnât have to be this way! By following a few fundamental tips that I share in this episode you can really simply increase the success of your recruitment project and hire the right person the first time for your business!
Join us in this episode as I share the 3 key ingredients to hiring success.
As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having.
Join Here.
https://www.facebook.com/groups/hrsupportaustralia
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Hello and welcome to Episode 232 of the People Powered Business Podcast.
Today we are taking a look at an important HR metric that every organisation should be measuring â employee turnover.
We start by defining employee turnover, and the different types of turnover we may want to measure.
We then look at why itâs such an important metric to measure, no matter the size of your business.
And then is share the simple way to calculate your current turnover rate.
As always, Iâd love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about whatâs working for you and any challenges you might be having.
Join Here.
https://www.facebook.com/groups/hrsupportaustralia
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