Hello, and welcome to Episode 246 of the People Powered Business Podcast!

Can you believe it’s already November?

I’m 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 – because let’s face it – none of us will do it in December, and if we wait until January we’ll be in February before we put our plans into action.

Over the next 3 episodes we’re talking planning. Specifically in today’s episode we’re talking about your 2025 resource plan, next week we’ll get into your HR compliance business protection plan, and finally your engagement and motivation plan.

In today’s 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 – and that’s ok!
• I showed you how to create clarity with your ideal team structure through the Clean Slate Exercise; and finally
• We looked at your 2025 dream team hiring plan.

As always, I’d love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about what’s working for you and any challenges you might be having. Join Here.

Hello, and welcome to Episode 245 of the People Powered Business Podcast!

Today on the podcast I’m joined by Ryan Griffin, MD of Chunky Duck, to talk about leading and managing a remote team.

Like many of us entrepreneurs, Ryan’s 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 – now known as Chunky Duck.

In today’s 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 it’s a great move in terms of attracting and retaining the best possible people.

If you’d 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, I’d love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about what’s working for you and any challenges you might be having. Join Here.

Hello, and welcome to Episode 244 of the People Powered Business Podcast!

Can you believe it’s already November? The year is flying by, and here we are with another important topic for business owners just like you.

In today’s episode, we’re diving into an area that’s critical but often misunderstood: redundancies.

Recently, I’ve been hearing about a surge in redundancies, especially in business groups, networks, and conversations with peers. But the big question is – 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 it’s 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. October’s focus was on ‘Exit’ – 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, I’ll share three key insights to help you navigate redundancy in a way that’s 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 – not just one person – due to reasons like new technology, restructuring, or closing of operations. But here’s 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

I’ve 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. It’s 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, don’t be afraid to get help – navigating exits properly can protect your business and uphold dignity for all parties.

As always, I’d love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about what’s working for you and any challenges you might be having. Join Here.

And as I mentioned, if you’d like to learn more about People Powered HR, you can get all the details and join us by clicking here.

Hello, and welcome to Episode 243 of The People Powered Business Podcast!

In today's episode, we’re exploring a topic that is no longer just a ‘nice-to-have’ for organisations but an absolute necessity—workplace flexibility. We’ve touched on some of the legalities and frameworks before, but today, we’re going to dive deeper into why flexibility is a critical component of retaining top talent.

What We’ll 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 we’ll address key aspects of workplace flexibility, including:

Understanding the legal side of flexibility – what the NES says about requests for flexible work.

Why flexibility is so important to employees – it’s more than just a perk, it’s an expectation.

The business case for flexibility – 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, they’re a dealbreaker. According to a recent HRM article, 78% of employees won’t consider working for a company that doesn’t have a formalised flexibility policy. In fact, almost half of the candidates surveyed said they’ve declined job offers due to a lack of flexibility.

This shift in employee expectations highlights how crucial it is for businesses to adapt. Flexibility isn’t just about working from home; it can encompass working hours, patterns, and arrangements that cater to individual needs.

The Business Case for Flexibility

If you’re looking to attract and retain top talent, offering flexibility is a must. It’s not just about ticking a box – 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.

There’s 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, it’s easy to focus only on working from home. But flexibility can take many forms. It could mean adjusting hours or work...

Hello and welcome to Episode 242 of The People Powered Business Podcast.

Today we’re 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 you’ve ever wondered what your minimum obligations are as an employer, or if you want to make sure you’re compliant with Australian employment laws, then today’s episode is for you. We’ll cover what the NES is, what it means for your business, and why it’s 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, I’d love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about what’s working for you and any challenges you might be having.

Join Here.

https://www.facebook.com/groups/hrsupportaustralia

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 who’s 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 you’d 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 you’d 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 – HR Support for Australian Businesses.

https://www.facebook.com/groups/hrsupportaustralia

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 – setting Key Performance Indicators – 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, I’d love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about what’s working for you and any challenges you might be having.

Join Here - https://www.facebook.com/groups/hrsupportaustralia

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 – 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, I’d love you to join us inside our free Facebook Group, HR Support for Australian Businesses, so I can learn more about what’s working for you and any challenges you might be having.

Join Here.

https://www.facebook.com/groups/hrsupportaustralia