People Matter - February 2024
The HR Dept Australia
Helping HR Professionals Become Their Own Boss (Without Going It Alone) | National HR Franchise
Introduction: As the wheels of business begin to turn in 2024, you might start to hear the term “flexidus”. Flexidus refers to mass resignations resulting from a lack of flexible options in the workplace – and it could become increasingly common in 2024, according to the experts. That’s because employees have adjusted their lives to accommodate flexible working arrangements, and simply won’t tolerate working in an environment that isn’t similarly flexible. Employers should keep this in mind when considering workplace policies – have a chat to the team at the HR Dept; we can help you avoid a flexidus in your own workplace!
News: The Closing Loopholes workplace laws were passed late last year – and we encourage all employers to stay across them, as jail time is among the significant penalties for employers if they violate the laws. Changes in the legislation include:?
News: The number of casual employees in Australia recently hit a new record of 2.73 million, according to the Australian Bureau of Statistics. An estimated 554,000 are long-term casuals who would like to become permanent employees, according to ACTU.??
News: Three in 10 employers in Australia are offering unlimited annual leave days amid strong demand from employees, according to a report from Robert Half. Another 37% said they plan to offer the benefit in the future.
News: Australia’s unemployment rate stayed at 3.9% in December 2023, data from the Australian Bureau of Statistics shows. Full-time employment also declined by 106,600, while part-time employment increased by 41,400 people, according to ABS data.
Understanding the Pros and Cons of Office Romance
Love is in the air at this time of year. While blossoming romances may set pulses racing for the couples involved, they may also raise blood pressure for business owners or managers like you, if they are workplace relationships.
Some employers choose to ban relationships outright, but this is difficult, awkward and time-consuming to police.
A better approach, we would normally advise, is to have very clear policies about acceptable behaviour. You may choose to have a workplace relationship policy. Naturally the onus would be on you and any senior colleagues to lead by example, creating a positive workplace culture.
You will have your own thoughts on what is and isn’t acceptable within your company, but here are a few basic principles which can be considered a starting point.
Be particularly wary of relationships where there is an imbalance of power – such as between managers and their employees. This can lead to problems around discrimination (direct or indirect), as well as dissatisfaction amongst the wider team who may experience real or perceived bias.
As in any setting, mutual consent is a fundamental part of a relationship. Where this isn’t present, sexual harassment is a risk and could lead to much anguish and ultimately, for you, an employment tribunal.
Whether a relationship is a long-term success or ends abruptly there will probably be consequences for the company. This could include losing staff, rearranging teams, managing conflicts of interest, harassment, bullying and hostile working environments.
All of these need to be considered when devising a policy so that you can manage fluid, complex situations effectively.
For advice on understanding the Pros and Cons of office romances and any of the other ideas above, get in touch with your local HR Dept today.
Let them eat cake! Five alternative ways to instil a healthier workplace
Five ways to promote a healthy workplace without banning cake:
1. The complimentary fruit bowl
Providing free fruit for your team is a kind-spirited and well-intentioned way in which to promote more healthy snacking.
2. A discounted or free gym membership
Gym membership is a desirable employee benefit, as there is something for everyone: from gentle trainer-led classes to intense cardiovascular and weight-lifting regimes.
3. A cycle-to-work scheme
This promotes exercise, is good for the environment and may solve parking problems at your workplace. What’s not to like!
4. Medical benefits?
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Employees get the convenience and quick access to experts; and you can get poorly staff back off sick leave sooner!
5. Mental health initiatives
A cost-effective Employee Assistance Programme (EAP) is advisable for almost every business.
For advice on how to instil a healthier workplace please reach out with your local HR Dept today.
Top 5 tips for using social media effectively in HR
Here are five ways that social media can help your HR function:
1. Attract talent
A strong social media presence helps you to shape the way that potential candidates will perceive your brand, helping you to attract the right kind of people for your firm.
2. Find talent
As well as posting vacancies, platforms such as LinkedIn allow you to reach out to potential candidates directly.
3. Engage employees
Messaging apps like Google Hangouts can let you talk to employees, wherever they’re based.
4. Deliver training and development?
Trying to corral everyone into a room at a set date and time to deliver training is a thing of the past thanks to social media.
5. Obtain feedback
Searching social media platforms for company mentions can give some useful insights into how you’re perceived.
As you can see, using social media effectively in HR can be tricky! If you need a little help on how social media help your HR function correctly, please get in touch with the HR Dept.
Addressing productivity in your SME before turning to overtime
A focus on productivity has never been more important. We would always suggest having your staff on board with your vision and giving them an accurate understanding of how the company is performing. This is an excellent step to improving productivity.
So too is looking at job descriptions and workloads to ensure goals are achievable and that your team are not working under too heavy workloads.?
If you would like help setting up well-thought-out overtime schemes or wish to address productivity issues, please get in touch with your local HR Dept office.