The Latest from Kristy-Lee

You know the feeling, you’re frustrated, you feel like you’ve tried everything, there has been training, opportunity to improve, endless meetings – you’re wondering what else you can possibly do.

This staff member is not performing, but should you really be looking to end their employment?

Surely there is another way?

The thought of firing them feels overwhelming, mean and let’s be honest, the thought of recruiting for the role again doesn’t exactly have you jumping with excitement.

So ,you’re looking for a sign, something that will tell you which way you should go. But the reality is if you leave it that long, looking for a blindingly obvious sign, it’s likely you’ve let it go too far.

If you’re waiting for your employee to make the decision for you and exit themselves, there are certainly some signs you can be looking out for.

High absenteeism is the #1 sign the person has ‘checked out’ and if they are not actively looking to exit, they certainly aren’t planni...

As a business owner or manager, it can often be difficult to determine an applicants exact practical skills simply by reading their resume and conducting an interview. All job seekers are determined to make the best impression they can at interview, and that will include how they answer questions and what skills they do and don’t possess.

Whilst in an ideal world we would take everyone’s comments at face value and trust the accuracy of the words that are spoken, the reality we all experience as Managers is that it’s not always this simple.

In addition, the quality and type of work expected at one place of work may vary greatly to the expectations you have of your staff. Workplaces, quality standards, culture and practices in any industry are not created equal, so how else can you determine if this employee is in fact a perfect fit or you will be trying to squeeze a square peg in a round hole?

One method which is not always appropriately utilised are ‘work trials’ where you ...

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You’ve done it! You’ve found the PERFECT person for the role. They have all the skills and experience you are looking for, they have accepted the proposed salary, you think they’ll be a great fit, and the team are super excited to have them joining you in a few weeks time.

And then your email ‘dings’. Thinking noting of it you go check your email, see it’s from the new employee, but as you start reading your enthusiasm turns to uncertainty, disappointment, anger or frustration.

Their email is informing you that their current employer has made a counter offer, an offer that is too good to pass up, and they can no longer accept your offer to join your team.

Ever been in that situation? Frustrating is an understatement isn’t it?

Counter offers are one of the trickiest things to navigate, do you go back and offer more? Do you negotiate? Or do you just let them go and decide that it wasn’t meant to be?

Conversely, what do you do when the shoe is on the other foot, when o...

If there is one constant theme of the last couple of years, that theme is change. We’ve needed to adapt to constantly changing ‘rules’ and ‘health orders’, be resilient enough to navigate changes in where, when and how we work, and all of this for many businesses has resulted in internal changes to structure, operations and expectations of our team.

Whether it be about changing work location, mandating vaccination, or using Rapid Antigen Tests, things just keep changing.

So how do we as business owners get through all of this change, and how can we effectively, and legally, implement the changes that we need to in order to keep operations going, and our workplace safe?

There is one single thing that is absolutely king when it comes to implementing this kind of change that effects our team, and that is consultation.

Why is consultation so important?

Recent cases heard by The Fair Work Commission have demonstrated the importance of consultation. Each and every Modern Awa...