People Matter July 2024

Introduction: As we head into July, we’re about to see Australia's national minimum wage and award wages increase by 3.75%, after the Fair Work Commission made a decision based on cost-of-living pressures

Treasurer Jim Chalmers said the 3.75% increase means the national minimum wage earners will be paid $24.10 per hour, and an additional $1,721 per year.

News: Australia's unemployment rate declined to 4% in May, after the Government added around 40,000 jobs during the month. The ABS said the number of employed people went up by 39,700, while the number of unemployed people went down by 9,200.?

News: A survey has revealed that many overworked managers are on the verge of quitting due to excessive workload. Perkbox Australia's poll among across 1,000 managers found that 77% of managers are being asked to do more with fewer resources. As a result, 68% said their mental wellbeing has been impacted.

News: The four-day working week continues to grow in popularity in Australia. A poll from Robert Half found that 65% of employees want to work the same number of hours in four days instead of five days, for the same salary.

News: Nearly half of employees across the world are suffering from burnout, according to a new report from the Boston Consulting Group, which polled workers from Australia, Canada, France, Germany, India, Japan, the United Kingdom, and the United States. It found that on average, 48% of employees are grappling with burnout.

News: Around three-quarters of employers in Australia plan to re-skill existing staff over the next 12 months in a bid to address the skills gap in their workforce, according to a new report from Ai Group's Centre for Education and Training. According to the survey, 77% of employers plan to re-skill existing staff.?

News:?Nearly half of employees who identify as members of the LGBTQ+ community have left their employers because of lack of acceptance, according to a new report from EduBirdie's, which found that 44% of LGBTQ+ employees have resigned from their workplace due to a lack of acceptance.

What are your company values?

In today’s competitive business world, company values are indispensable. They serve as the guiding light, shaping your organisation’s culture, driving decisions, and defining its identity. But what exactly are they, and how can you define them effectively?

Understanding company values

Company values are the fundamental beliefs and principles that underpin your organisation's culture and behaviour. They reflect your collective aspirations and priorities, encompassing integrity, innovation, teamwork, customer focus, diversity, and social responsibility.

The importance of Company Values

Guiding principles: Company values provide a compass for decision-making, guiding employees' actions and behaviours in alignment with the company's goals.

Culture and identity: Strong values create a positive culture characterised by trust, transparency, and mutual respect, enhancing employee morale and motivation.

Attracting talent: Clear values attract top talent aligned with your mission, improving recruitment and retention efforts.

Building trust: Upholding values builds trust and credibility with stakeholders, enhancing the company's reputation and brand image.

Defining your company values

Reflect on core beliefs: Identify fundamental beliefs and principles important to your organisation.

Engage stakeholders: Involve employees and leadership in defining values, ensuring alignment with organisational goals.

Be authentic and specific: Avoid generic values; instead, use concrete language and real-world examples.

Embed values: Integrate values into all aspects of the organisation, from hiring to performance evaluation.

Regular review: Revisit values regularly to ensure alignment with business objectives and culture.

Company values are crucial for shaping culture, driving decisions, and building identity. Reach out to your local HR Dept if you would like assistance with shaping or formulating your workplace values.

Tips to manage complex conversations in the workplace

Here are some valuable tips to help you navigate and manage complex conversations in the workplace:

Prepare thoroughly: Clarify your objectives, gather relevant information, and anticipate potential challenges or objections.

Choose the right time and place: Timing and environment play a crucial role in the success of difficult conversations.

Practise active listening: Listen attentively to the other person's perspective.

Be open and transparent: Create a safe space where individuals feel comfortable expressing their thoughts.

Use empathetic communication: Use empathetic language and nonverbal cues to convey empathy and support.

Stay calm and composed: Practise deep breathing or relaxation techniques.

Focus on solutions: Collaborate with the other person to explore alternatives, and identify mutually beneficial outcomes.

Follow up and provide support: Offer resources, guidance, or additional assistance.

If you need expert assistance, reach out to your local HR Dept.

Tips for achieving work/life harmony

Here are some practical tips to help you achieve greater work/life harmony:

Set boundaries: Avoid checking work emails or taking business calls during your personal time.

Prioritise tasks: Remember, it's okay to delegate or say no to tasks that don't align with your priorities.

Practise time management: Use time-management techniques such as the Pomodoro Technique or time blocking to structure your day effectively.

Maintain healthy habits: Make time for regular exercise, nutritious meals, and sufficient sleep.

Communicate openly: Establish a culture of mutual respect and understanding in your workplace and personal relationships.

Unplug regularly: Set aside dedicated time each day to unplug and engage in activities that don't involve screens.

Seek support: Reach out for help with tasks or responsibilities that feel overwhelming.

Reach out to your local HR Dept to discuss work/life balance strategies for the workplace.

Out-of-office messages

Tips for crafting an effective out-of-office message:

Be clear and concise: Clearly state that you are out of the office and the dates of your absence.?

Provide alternate contacts: If possible, include the contact information of a colleague.

Set expectations: Let the sender know when they can expect to hear back from you.?

Personalise your message: Adding a touch of personality to your out-of-office message can make it more engaging and memorable.

Include relevant information: Depending on the nature of your absence, you may want to include additional information.

If you’d like to learn more, reach out to your local HR Dept.