The Latest from Kristy-Lee

• Performance Reviews aren’t just about pay rises;
• The framework she has implemented has allowed her to hire good people, who might have been asking for high salaries, but to bring them on at a pay level she is comfortable with, and then increasing their salaries once they have proven themselves;
• She has created KPI’s as part of the process, which absolutely will help to drive performance; and
• As her business grows, the structure she has established now will allow for her to stay in the drivers seat, and not feel overwhelmed
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Like most leaders and managers of teams, you have probably found yourself in a place where you had had success in building your team, you have found great people, you have kept great people.

Yet, at a certain point, things weren’t all working as well as you liked with your employees.

Perhaps you realised your latest hire wasn’t ideal, or you were getting attitude from one of the team, they just didn’t seem to be doing what you expected, or you needed to exit someone but the thought of having to do that was less than comfortable.

The first thing you need to know is that it is totally normal, and there are always going to be points as you grow your business where things get a little wobbly in certain parts, despite the fact that you have other elements of your team running along seamlessly.

I don’t need to tell you what you already know, and that is that you can’t build a business that delivers you success and results (whatever they look like for you), without having a te...

Last week I had the opportunity to participate in a brand new ‘ask an expert’ style event with a fabulous group that I am a long time member of. As I jumped into different virtual rooms I was prepared to answer any question about teams, staff, hiring, firing and everything in between. The rooms were full of businesswomen who all are running successful businesses that they are looking to scale, so all at different stages on the process.

Here’s what was interesting, in almost every room, one of the questions had me recommending an exercise that I call the ‘Clean Slate Exercise’ – I recommended it to someone who was just starting out with building her team, to someone else who has a team but was finding things weren’t flowing as they should, and to someone else who was preparing for the next phase of growth and wanted to narrow down which role next. For all of these women, who were all in very different stages of growing their team, the lightbulb moment that came when I explained to t...

Whilst I often steer clear of topical, time relevant topics, I felt this one was worth exploring today because it’s critical, it’s complex, it’s unchartered territory and for many employers it’s just plain stressful.

Can you, should you, and do you want to mandate the COVID-19 vaccination in your workplace.

I think if you asked most business owners this question 6-12 months ago most would have said they this is a personal choice issue, it’s a minefield of privacy concerns and it’s one more thing that they didn’t really want to have to make the decision about.

Fast forward to September 2021, when Victoria is in the midst of lockdown number... I’m not even sure, I think there is some kind of numbering convention that might have us at 6.7, and NSW thick into a 12 week stint that feels like it’s never going to end, employers are in a very different business environment, and mindset.

The Australian Government has always maintained that vaccinations should be free and volunta...

• Making Great Decisions;
• Harnessing Greatness;
• Rewards and Recognition

1. Learn to let go;
2. Choose wisely;
3. Explain why;
4. Communicate clearly;
5. Set parameters;
6. Provide training and resources;
7. Hand over responsibility;

There is no doubt that the increased use of technology has had many benefits in how effectively we can work, and providing flexibility for how and when we work. Especially for those in more senior roles, which typically require more hours, higher attendance and a greater degree of availability. It has meant that where previously these senior executives would need to be on site for upwards of 12 hours per day, they could be as available, but not on site at the workplace for such lengthy hours.

But when the way we work changes for everyone in the workplace, thanks to a global pandemic, the impacts of this excessive availability have now come to light. With 18 months of working from home, remote and hybrid teams, we have enough data and information to see the impact this change is having on our teams.

The reality is our workplaces, and the way we work have changed forever, and in many ways, this is a good thing. I have spoken in the past about my belief that we have fast forwarded...

We’ve all experienced the pain of turnover before, after spending time hiring, training, guiding and leading someone in your business that you were desperate to retain suddenly leaves. It can be frustrating, disappointing and even surprising, yet something that is a reality to owning a business, leading people and managing teams.

When we talk about ‘retention’ what exactly do we mean? There are obviously various definitions around, but fundamentally it’s about keeping staff. Technically retention is a measure of the degree to which your current employees remain with you over a given period of time.

To debunk a myth straight off the bat here, retaining staff is absolutely not about throwing more money at people. If that’s your only retention tool, in my opinion, you are on a fast path to a destructive, toxic and dysfunctional culture. Of course you should be paying your team solid market rates in line with their value to your organisation, and pay rises are a reality, but this s...