HR Hub

Case Studies


Talk to an expert

About Us


HR Hub

Case Studies


Talk to an expert



How to build a high-performing team

Jan 31, 2024

  • 2min

How to build a high-performing team

Candidate Sourcing
Maybe you’ve heard the term ‘high-performing team’ used by HR professionals on LinkedIn, in an industry report, or included in a job ad. It’s a term that, at first glance, could describe groups of people who seem just to get things done. That’s the definition of ‘high-performing’, after all, pumping out the work and focusing on quantity over quality. Isn’t it?

High-performing teams are the exact opposite. They don’t simply churn out work and move on to the next task and the next, and the next. While improved productivity and efficiency are desirable outcomes for high-performing teams, there is much more to it than meets the eye.

High-performing teams are groups of people aligned to the same business goals and focused on moving everything along in the same direction with purpose. Members often have specialised skills and can collaborate to get the job done. Individuals will have a clearly defined scope, and there are clear channels of communication. They work with the utmost clarity and have the tools, resources and freedom to deliver meaningful work to the best of their ability.

high performing team - body image
Effective leaders are excellent communicators who know how to get the best out of their teams.

Organisations can benefit from building high-performing teams in a number of ways, including increased productivity and efficiency, improved employee wellbeing and engagement, lower employee turnover, and improved decision-making and problem-solving among team members.

Start with the right foundations

You need to start with the right foundations to build a high-performing team. This might look different for every organisation, but there are some commonalities that should be considered.

Clear vision, goals, and job requirements 

When you don’t know where you’re going, how can you get there? You can get in the car and start to drive, but you might get easily distracted by roadside attractions. 

The same is true for organisations without clear vision and goals and employees without clear job descriptions. Without these resources to guide you, you can still get things done, but it won’t be as efficient, and the quality of the work will be lower.

High levels of trust

Trust is a fundamental component of the team dynamic. Team members rely on each other, and trust in leadership is established through consistency and transparency. When team members are confident that everyone else is doing what they need to, they can focus on their work without distractions.

Effective leadership

Leadership is about much more than telling people what to do. The most effective leaders don’t tell people what to do – they coach, provide feedback, mentor, and inspire those who work with them to do their best work. Effective leaders are excellent communicators who know how to get the best out of their teams.

Focus on resilience and sustainability

The Covid-19 pandemic has forever changed how we approach work and presented once-in-a-lifetime business challenges. Employees were either faced with the prospect of losing their jobs due to shutdowns and operating restrictions or became busier than ever as organisations tried to navigate the ever-changing situation. 

For many, the lines between work and home blurred as remote work became the norm, leading to hyper-productivity, and the idea of being ‘on’ and available all the time started to take hold.

While there may have been an initial boost of productivity in the short term, working at full speed was never sustainable. 

One of the hallmarks of high-performing teams is working to a sustainable and predictable cadence. Likewise, investing in programs and policies that help employees build resilience – the ability to recover from setbacks or other challenges – contributes to a performance-focused culture. 

Building a high-performing team requires a strategic approach, emphasising collaboration, trust, and effective leadership. High performance is not merely about achieving quantity over quality; it’s about aligning individuals with a shared purpose, providing them with the right tools and resources, and fostering an environment of clarity and communication. Organisations can benefit from cultivating such teams, ranging from increased productivity and efficiency to enhanced employee wellbeing and engagement.

Leading Others is an eight-week workshop series designed to help you get the most out of your team and build your leadership skills. Contact our team for more information or discuss building high-performing teams on 1800 868 254, or set up a meeting.

Get more out of Total HRM

Guides to help you uncover human resource insights, and make the right changes to improve team delight.



Five ways to reduce the impact of New Year resignations

Jan 10, 2024

  • 2min

Five ways to reduce the impact of New Year resignations

Candidate Sourcing
For many people, the new year is a time for self-reflection and setting goals for the year ahead. For business owners and HR teams, this sometimes means an uptick in resignations as employees re-evaluate their careers and look to make changes related to job satisfaction, remuneration, and work-life balance.

Depending on the size of your business, one or two resignations at the start of the year can mean the difference between starting the year off on the right foot and spending the first quarter frantically recruiting to fill vacant positions.

The good news is that you can reduce the impact of, or even slow down, the dreaded January Great Resignation. It all comes down to proactively managing your employees throughout the year and creating a positive work environment. 

Here are five tips for managing (and reducing!) New Year resignations.

two team members reviewing feedback on a laptop
Use each resignation as an opportunity to gather and review feedback to find areas where there may be room for improvement or update policies to keep up with employees’ expectations

1. Prioritise personal and professional development

Needing more of a challenge, a higher salary, or wanting to learn something new are often the catalysts for New Year resignations. Working proactively with your employees to understand their aspirations, goals, and motivations can help them feel valued throughout the year. 

If flexible working arrangements are important to a team member, work together to find ways to implement working from home a few days a week or modifying start and finish times so they can better balance family commitments.

If a team member is ready for new or more responsibilities, provide training in a core skill or stretch opportunities to try something new within the organisation.

2. Document critical information to reduce knowledge drain

Filling a vacancy from a key employee who has resigned isn’t the end of the story. The new team member will need to get up to speed and learn the ins and outs of the business and their new role. Even highly experienced new hires will have some learning curve to navigate in the first few weeks and months. 

Encouraging employees to document their workflows and insights as a regular part of their role helps promote knowledge transfer. This is useful for new hires and makes it easier to cross-train employees in multiple areas and better manage coverage during annual or personal leave.

3. Support remaining team members

Resignations can create uncertainty and an increased workload for the remaining team. Providing support, reassurance, and, if necessary, redistributing tasks can help maintain a balanced workload and prevent burnout.

4. Create a workplace environment that promotes wellbeing

Team morale can take a hit when a number of employees leave within a short period. Open communication about why employees have left and how gaps in the team will be managed will help alleviate anxiety and keep everyone focused on meeting milestones and objectives.

A focus on workplace wellbeing can also help to reduce employee turnover. However, it’s more than just team-building exercises and free lunches and involves cultural and strategic changes to ensure all employees feel valued. It’s a strategic decision that requires buy-in from the entire organisation. 

5. Use each resignation as a learning opportunity

Resignations are inevitable, but they don’t have to derail your operations. Instead, each resignation can be used as a learning opportunity to refine your practices to reduce the impact on your organisation in the future. 

Take the opportunity to gather and review feedback to find areas where there may be room for improvement or update policies to keep up with employees’ expectations. 

Contact our team to discuss your recruitment and employee retention needs on 1800 868 254 or set up a meeting.

Get more out of Total HRM

Guides to help you uncover human resource insights, and make the right changes to improve team delight.



Why you should invest in workplace wellbeing in 2024

Nov 13, 2023

  • 2min

Why you should invest in workplace wellbeing in 2024

Candidate Sourcing, Employer Brand
A group of happy, smiling employees working together around a computer
The concept of workplace wellbeing isn’t new. What began as strictly a focus on physical safety has grown into a more holistic approach encompassing mental and emotional health and safety. While it may sound like a buzzword, modern workplace wellbeing is much more than just a new trend that will fade in time.

As leaders and policymakers realise the importance of taking care of employees’ mental and emotional safety – not just their physical safety – investing in a workplace culture prioritising wellbeing is quickly becoming paramount.

Before delving into how to create a culture of wellbeing, let’s start by understanding what workplace wellbeing is.

Workplace wellbeing is more than acknowledging awareness days and providing a weekly free lunch.

What is wellbeing

Wellbeing includes physical, mental, social, and emotional health. It’s a state where we are happy and satisfied – we feel good about ourselves and the world around us. It doesn’t mean we live stress-free lives; it means we are equipped to effectively navigate life’s everyday challenges, both personally and professionally.

Why workplace wellbeing matters

Full-time employees spend around 20% of the year in the workplace. That’s a significant amount of time away from family and friends, so it’s important your employees feel valued and mentally safe when they are at work.

Poor employee mental health costs Australian businesses billions of dollars every year in lost productivity and is the leading cause of absenteeism. While the economic figures are staggering, there’s also the human cost to consider. With one in five adult Australians experiencing some sort of mental illness in the previous 12 months, organisations that prioritise workplace wellbeing can take an active role in helping employees create healthy and balanced lives.

A workforce with high levels of wellbeing is more engaged, productive, and motivated. It also tends to have lower absenteeism rates and greater loyalty to the organisation. When employees feel their wellbeing is valued, they are more likely to contribute their best to the organisation’s success.

A commitment to workplace wellbeing starts at the top

Workplace wellbeing is more than acknowledging awareness days and providing a weekly free lunch. It’s a strategic leadership commitment to fostering a culture that sets the tone for the entire organisation. It’s a commitment that shows employees they are valued and that there are policies, systems and supports for physical, emotional and mental wellbeing.

These could include policies on reporting and handling bullying or harassment claims or rules about contacting employees after hours. The policies you set for your workplace will be unique and should include any relevant legislation for your industry and be guided by input from your employees.

Once you’ve committed to workplace wellbeing, consult with your employees to find out what’s important to them and what issues they’d like to see addressed. You can send out a survey or use a tool like the NSW Government Workplace Wellbeing Assessment to gather feedback.

These insights will help you form an action plan to find the tools, resources and supports that meet your needs.

Encourage your employees to get involved

Fostering a culture of wellbeing is not solely the employer’s responsibility. Employees must take ownership of their wellbeing as well. You can encourage employees to actively participate in wellness programs, take advantage of available resources, and make healthier choices in their daily lives.

Open and transparent communication is key to fostering a culture of wellbeing. Regular updates, workshops, and feedback mechanisms can ensure that employees are informed and engaged.

Plan for the long term and find professional support

Creating a mentally well workplace won’t happen overnight. It’s a long-term commitment to changing your organisation’s culture and mindset. Building a supportive community within the workplace is crucial for employee wellbeing and takes time, but it’s worth the investment.

Don’t be afraid to reach out for assistance. Cultural change isn’t a simple task; bringing in outside support can make the process easier and more effective for everyone.

Ongoing analysis will help you measure results over time. These metrics could include improvements in employee satisfaction, reduced absenteeism, and enhanced job performance.

Embracing a mentally well workplace: a win-win for employers and employees

As more emphasis is put on creating a culture of wellbeing in the workplace, it’s becoming more than just a nice-to-have or box-tick idea. Prioritising employee wellbeing is now a strategic advantage and the future of work. It benefits your organisation and employees, reducing operational costs and creating an environment your employees genuinely enjoy. 

If your organisation is registered in the Albury LGA, you can access 12 months of AI-powered chat-based mental wellbeing for your employees at no cost to you. Registrations for the Albury Regional Mental Health Initiative are open until 20 December.

Contact our team to discover how you can incorporate workplace wellbeing within your organisation on 1800 868 254 or set up a meeting.

Get more out of Total HRM

Guides to help you uncover human resource insights, and make the right changes to improve team delight.



Five benefits of an Employee Assistance Program (EAP)

Oct 17, 2023

  • 2min

Five benefits of an Employee Assistance Program (EAP)

Candidate Sourcing
Photography of four people sitting around a table laughing while having a business meeting.
In today’s fast-paced and competitive recruiting and work environment, employee wellbeing is becoming an important way to set your organisation apart from the rest. Forty-three per cent of Australians aged 16-85 years will experience some sort of mental health disorder in their lifetime, while one in five will experience a mental health disorder that lasts longer than 12 months.

Your employees are your organisation’s most important asset – without a healthy and productive team working alongside you, your organisation won’t get very far. If you have employees struggling with their mental health, even if it’s not workplace-related, the flow-on effects can be felt throughout the entire organisation.

Employee Assitance Programs (EAPs) are an effective way for organisations to support their employees’ mental and emotional health. These programs offer a wide range of benefits not only for employees but also for the organisations that provide them.

What is an Employee Assistance Program (EAP)?

An Employee Assistance Program (EAP) is a workplace benefit that offers confidential, short-term counselling and referral services to employees dealing with personal and professional challenges.

For employees, it means they can access a set number of free, professional mental health support to discuss issues that are affecting them at work or in their personal lives. For employers, EAPs are an important method for early intervention in reducing the impact of mental ill-health in the workplace.

EAPs have been shown to have a significant positive impact on employees’ mental health and wellbeing and can provide an effective avenue for employees to seek additional or more tailored support as needed.

EAPs are gaining in popularity as more organisation leaders begin to understand the value they bring to their employees and overall organisation success.

Here are five key benefits of Employee Assistance Programs (EAPs)

  1. Improved employee wellbeing

    One of the primary benefits of EAPs is the improvement in employee wellbeing. These programs offer employees access to professional counsellors and therapists who can help them navigate various personal and work-related challenges.

    Whether an employee is dealing with work-related stress, anxiety, depression, addiction, or family issues, EAPs provide a supportive space for individuals to seek help. Importantly, these sessions are confidential and impartial, which may make employees feel more comfortable addressing issues than if they were speaking to someone internally.

    By addressing these issues, employees can improve their overall wellbeing, leading to increased job satisfaction and productivity.

  2. Enhanced productivity

    Mental and emotional wellbeing are closely linked to productivity. When employees are mentally-well they are more likely to be able to focus on their work and perform at their best. Collectively, mental health issues cost Australian organisations billions of dollars every year in lost productivity.

    As remote and hybrid working becomes more common, employees are more likely to be isolated from their teams while working from home or other locations outside of the office. While remote and hybrid working does offer enormous benefits to organisations, leaders need to be aware of how reduced in-person interactions can affect their teams.

    EAPs can help employees address any personal or professional issues and get back on track. By providing employees with the tools and resources they need to navigate life’s challenges, leaders can ensure that their teams remain engaged and focused on their tasks.

  3. Reduced absenteeism

    Mental health issues are a leading cause of absenteeism in the workplace. When employees are feeling stressed or anxious in the workplace, they are more likely to request days off, which can have flow-on effects with other employees or organisation areas.

    When employees receive assistance and guidance to manage their challenges effectively, they are less likely to be absent for extended periods.

  4. Reduce employee turnover and be an employer of choice

    Recruitment and training of new employees is often a major cost for organisations. An EAP can help reduce turnover by creating a culture that supports mental health and wellbeing in the workplace. Not only are current employees more likely to stay with an employer that values their wellbeing, having an EAP in place can also help your organisation attract the right new employees as it grows.

  5. Cost savings for employers

    While implementing an EAP may involve a financial investment for employers, the long-term benefits can outweigh the initial costs. EAPs can lead to significant cost savings by reducing turnover, absenteeism, and employee healthcare expenses. When employees are mentally and emotionally healthy, they are less likely to require costly medical treatment or therapy outside of the workplace.

    EAPs are a valuable resource that benefits both employees and employers alike. They contribute to improved employee wellbeing, increased productivity, reduced absenteeism, decreased turnover, and cost savings for employers. By investing in the mental and emotional health of their workforce, organisations can create a more supportive, productive, and positive work environment. EAPs are a win-win solution for all involved, and they are a crucial part of a modern, employee-centric workplace.

    If you’d like to find out more about our successful recruitment campaigns, call our HR experts on 1800 868 254 or talk to an expert.

Get more out of Total HRM

Guides to help you uncover human resource insights, and make the right changes to improve team delight.



Top Five Mistakes in Recruitment and How to Avoid Them

Oct 02, 2023

  • 2min

Top Five Mistakes in Recruitment and How to Avoid Them

Candidate Sourcing
photograph of five people standing against a grey wall from their chest down. You cannot see their heads. They are all wearing business attire.
Recruiting the right people is key for any business to succeed. However, there are common mistakes that many businesses make that can negatively impact their recruitment process. Here are the top five recruitment mistakes to avoid:
  1. Only focusing on technical skills:
    Technical skills are the tools of the trade and are often what most job descriptions focus on. Depending on your industry, these skills can range from programming and computer coding for building a website, using specific accounting or project management software, knowledge about specific legislation or other government regulations, or the ability and formal training required to use a particular type of heavy machinery.

    These skills are essential but are only part of the puzzle. It’s equally important that your new team member fits in with your organisation and has the soft skills required to succeed in the role.

    How to avoid it: Don’t forget the soft skills
    Yes, technical skills are important for any job but don’t forget to assess a candidate’s soft skills, such as communication, teamwork, and problem-solving. These skills can make a big difference in how well a candidate fits with the team and business and, ultimately, how successful they are in their role. 

    Soft skills are transferable from job to job, so consider what other roles the candidate has on their resume that would require similar soft skills and then discuss during the interview how they would apply them in a new context.
A simple five step infographic displaying the top five recruitment mistakes.
Recruiting the right people is key for any business to succeed. However, there are common mistakes that many businesses make that can negatively impact their recruitment process.

  1. Rushing the hiring process
    Don’t get too caught up in trying to fill a position quickly. Rushing the hiring process can lead to missed opportunities to evaluate a candidate’s fit for the role and the business culture. Taking the time to reevaluate a recently vacated role also makes good business sense. When was the last time this role was available, and how has your business or team changed since then?

    How to avoid it: Have a strategic recruitment plan in place

    It’s important to take the time to plan out the recruitment process, from defining the job requirements to developing a thorough interview process. This also gives you time to properly evaluate the position to determine if any changes need to be made to your team’s structure or what the role will require.

    If there are tasks that can be delegated to give other team members stretch opportunities, you may find that the role you need to hire for is very different from what you thought it would be.

  2. Neglecting diversity and inclusion
    Diversity and inclusion are essential considerations when recruiting new team members. Neglecting this can lead to a smaller talent pool and a team that lacks different perspectives and experiences. Being an inclusive employer could mean you take a proactive role in developing a wheelchair-friendly workplace or being flexible with scheduling to accommodate staff with caring responsibilities who may need to work different hours.

    How to avoid it: Develop hiring practices that remove biases against certain groups of candidates
    It’s important to actively seek out diverse candidates and make sure your recruitment process is free of potential biases. This starts at the strategic level and can be built into your brand ethos. When it comes time to advertise a new role, think about where you are advertising it to attract a wider group of potential candidates and think about how you can remove bias from your resume screening process.

  3. Poor communication with candidates
    When you’re recruiting for multiple roles and have a stack of resumes on your desk, it can be easy to overlook the importance of good communication. A lack of communication can lead to a poor candidate experience and can damage the business’s reputation in the long run. If the candidate feels the experience was too poor, they may even decline your offer of employment.

    How to avoid it: Keep candidates in the loop throughout the recruitment process
    Provide regular updates on the status of their application and give feedback after interviews. Frequent communication can help ensure candidates don’t go to your competitor, especially in a market scarce in talent.

    Find ways to automate this process where possible while keeping in mind the importance of maintaining a personal touch – you don’t want to sound like a robot.

  4. Not checking references or performing background checks
    Checking references is a crucial step in the recruitment process. Don’t skip this step. References can provide valuable insight into a candidate’s work habits and performance, which can help you make a more informed hiring decision. Depending on your industry, it can be crucial to perform police or drug and alcohol checks to ensure your team member’s suitability for their position.

    How to avoid: Be upfront in the recruitment process about reference checks and how they will work

    If you require reference checks, then make this known early on in the recruitment process. This will give candidates the time they need to contact the appropriate people and get their information together. Conduct at least two reference checks, preferably from people the candidate has reported to. If the role requires police or working with children checks, let the candidate know that even if they don’t have those clearances currently, they can be obtained if needed.

Recruitment is an important process for any business, and avoiding these common mistakes can help make it more successful. Remember to assess a candidate’s soft skills in addition to their technical skills, take the time to plan out the recruitment process, prioritize diversity and inclusion, communicate effectively with candidates, and always check references. By doing so, you can increase your chances of finding the right fit for your business and building a strong, productive team.

If you’d like to find out more about our successful recruitment campaigns, call our HR experts on 1800 868 254 or talk to an expert.

Get more out of Total HRM

Guides to help you uncover human resource insights, and make the right changes to improve team delight.



7 key benefits of a great induction

Sep 15, 2023

  • 2min

7 key benefits of a great induction

Candidate Sourcing, Employer Brand, Recruiter Tips
Three people sitting around a table with laptops. There are colourful squares on the wall behind them.
A good new team member induction process can be hugely beneficial to any business. Here are seven key benefits of a great induction process:
  1. Faster integration: A good induction process can help new team members integrate more quickly into the business. They can learn about the business’s culture, values, and expectations, as well as the roles and responsibilities of their new position. This can help them feel more comfortable and confident in their new role, which in turn can lead to greater productivity sooner.
Three professional women sit around a cafe table with coffees, with one silver laptop between them. They are smiling and laughing looking at each other.
A good induction process can make a big difference to your team members.
  1. Improved retention:
    A good induction process can also help improve retention rates. When new team members feel welcome and supported, they are more likely to stay with the business for the long term. This can help reduce turnover, which can be costly and disruptive for businesses.

  2. Better understanding of business processes:
    A good induction process can help new team members understand the processes and procedures that are essential to the business’s success. They can learn about the business’s goals and objectives, as well as the steps that are necessary to achieve them as they relate to their job function.   

  3. Enhanced communication:
    A good induction process can also enhance communication between new team members and existing team members. By providing opportunities for new team members to ask questions and interact with others, the business can foster an environment of open communication and collaboration.

  4. Improved performance:
    A good induction process can also lead to improved performance from new team members. By providing them with the knowledge and tools they need to succeed, the business can set them up for success and help them reach their full potential.

  5. Greater engagement:
    A good induction process can also help new team members feel more engaged with the business. When they understand the business’s mission and values, and feel connected to their role and the broader team, they are more likely to be committed to their work and motivated to succeed.

  6. Positive brand image:
    A good induction process can help create a positive brand image for the business. When new team members feel supported and valued, they are more likely to share their positive experiences with others. This can help attract new talent to the business and enhance its reputation in the industry. This is especially important in the current market where great talent is scarce.

So, in essence, a good new team member induction process can bring numerous benefits to any business. From faster integration and improved retention to enhanced communication and engagement, it can set new team members up for success and help them feel welcomed and supported within the business. Additionally, it can improve overall performance and contribute to a positive brand image for the business.

If you need any HR advice or help with your HR documentation, please call us on 1800 868 254 or email your questions to info@totalhrm.com.au.

Get more out of Total HRM

Guides to help you uncover human resource insights, and make the right changes to improve team delight.



Tips to improve your recruitment

Oct 26, 2022

  • 2min

Tips to improve your recruitment

Candidate Sourcing, Recruiter Tips

There are plenty of articles and news clips about how it is an employee market at the moment – and it is. Candidates have competitive options, and businesses and organisations are struggling to bring in candidates.

It’s time for businesses to adapt to the changing job market and start appealing to the demands of job seekers. We have compiled a list of the top six things candidates and employees want. Retaining established quality employees is the best solution for businesses, but we can’t expect our team members to be able to cover every job role.

If you aren’t getting candidates applying to your positions, look at the list below and see if you can add some value to your proposition.

Top six things candidates (and employees) want:

  1. Flexibility. COVID-19 changed the way we work across industries. How your team perform their roles has been turned on its head. If your team members could work from home during COVID-19 – why should they be expected to return to an office 9-5 role? Many team members want flexibility, and there are various ways employers can build this into their business in a way that suits the majority. If you can offer full-time Work From Home (WFH), this might be suitable for your team who are living in different parts of the country or foreign countries. Hybrid-working seems to be the most sought-after, having some days in the office and the rest WFH. Another change is when the hours are worked, compressing the traditional five-day work week into a four-day work week without cutting pay, or starting earlier or finishing later. One-third of Australians are now seeking WFH as a standard in their next role.
  2. High remuneration and salary reviews. Offering the base award wage is not enough when the cost of living keeps rising faster than the wage growth. Above award wages and sign-on bonuses make you an attractive employer. Candidates want to know they are being paid fairly and treated equally. There is growing pressure to remove the silencing of remuneration. People are talking about how much they are getting paid and how much they should be paid. Uncompetitive remuneration will see candidates declining your offer quickly. As well as offering increased remuneration, salary reviews are essential to discuss achievements and pay raises. At a minimum, this should be done annually, not just in line with the minimum wage review.
  3. Longevity. Another impact of COVID-19 was the sheer amount of job loss and unemployment. People want to job security. They want progression, and if you aren’t offering a career progression, chances are you will have a higher turnover of employees. You can help mitigate these fears by reducing the trial or probationary periods and having regular mentoring or catchups with your team members. You have to remember that your job isn’t a job for your candidates, it’s their career, and they will want to keep moving up the ladder. Offer professional development opportunities for casuals, PT, and FT team members to help them progress through your business.
  4. Employee Well-being. It’s not enough to have an Employee Assistance Program (EAP) and not back it up with leadership. If your team members don’t have a productive and healthy lifestyle outside of work, how can we expect them to give 100% of their energy during work? Leadership must actively back and advocate these programs, meet with the team regularly to explain the benefits and encourage the use of the EAP at every opportunity. The EAP must become part of the everyday culture and all stigma removed. It’s not enough to offer a cuppa on R U OK? Day and not back it up throughout the year. When team members have a productive home life, they will have a more productive work life.
  5. Healthy working conditions. Everyone is different, so it doesn’t make sense to offer a one size fits all approach. Get to know and understand your candidates and team members, find out what they need to thrive and come up with an offer. Do they prefer to work by the window? Do they need a quiet workspace, or can they use noise-cancelling headphones? You don’t have to provide every request, but working with your team to ensure they feel valued will benefit you with a more loyal and productive team.
  6. Fast recruitment process. Review your recruitment process and determine where the roadblocks are and how to remove them. Are you spending weeks deliberating about a candidate only to find they have accepted another position? Are you expecting them to meet 100% of your job requirements when they can meet 70% and learn the rest? Are you roadblocking yourself? Do you spend too much time on recruitment with minimal returns? Candidates are not waiting on you. They have options and power here.

It’s hard to find great candidates, but it can be done. There are strategies you can implement to benefit your recruitment process. If you’re still struggling or don’t have the time, reach out to our team, who are experts at finding unfindable candidates.

Get more out of Total HRM

Guides to help you uncover human resource insights, and make the right changes to improve team delight.



State of Workplace Mental Health in Australia and why you need an EAP?

Sep 05, 2019

  • 3min

State of Workplace Mental Health in Australia and why you need an EAP?

Candidate Sourcing, Employer Brand, Industry News

Australian Bureau of Statistics have released a document on the State of Workplace Mental Health in Australia.

According to the ABS study, 45% of Australians between the ages of 16-85 will experience a mental health condition in their lifetime. It is estimated that untreated mental health conditions cost Australian workplaces approximately $10.9 billion per year. This comprises $4.7 billion in absenteeism, $6.1 billion in presenteeism and $146 million in compensation claims.

Mentally unhealthy workplaces impact on employee behaviour:

• One in five Australians (21%) have taken time off work in the past 12 months because they felt stressed, anxious, depressed or mentally unhealthy.

• This statistic is more than twice as high (46%) among those who consider their workplace mentally unhealthy. (ABS link)

Businesses should consider a Employee Assistance Programs (EAP) in order to maintain a productive, effective and functional working environment. The primary goal of an EAP is to ensure the mental health of employees so that they can consistently contribute to the growth of the company.

Here are some important reasons to consider an EAP:

IMPROVED PRODUCTIVITY: When an employee is dealing with personal issues, family problems or substance abuse, the result is often a drop in productivity at work. EAPs provide prevention techniques, assessment protocols and health management services. While helping your employees deal with life’s ups and downs, you are also ensuring effective company growth and development.

REDUCED COMPANY COSTS: Employee Assistance Programs are designed to reduce the impact that social, psychological or physical problems have on the employee in order to reduce the financial impact on the company.

INCREASED MORALE AND WORKPLACE HARMONY: A happy and healthy employee is a productive and effective one. EAPs ensure that your employees are well taken care of as individuals so that they can perform as part of your team. The added advantage here is that the employees know that the company supports them, therefore they feel a connection to the work they are doing and are more committed achieving the desirable results.

REDUCED ABSENTEEISM: EAPs reduce the amount of time employees take off work. EAPs provide a range of prevention and treatment options for employees and their families. In the event that time off work is required, the amount of time is greatly reduced and the employee is able to return to work with renewed strength.

REDUCED TURNOVER: EAPs effectively reduce the turnover of employees by managing work related and personal stress. EAPs improve the working environment in terms of morale and company support ensuring employees are well looked after, and less likely to leave their jobs.

REDUCED ACCIDENTS AT WORK: It is easy to see how accidents can happen at work when you’re stressed. A person suffering from stress-related symptoms will often experience difficulty with concentration, mental focus and physical function. EAPs look after the mental health and ability of your employees ensuring that they are able to function at the required level.

RESOLUTION OF WORK RELATED PROBLEMS: External stress often results in a reduction in workplace performance. Problems within the working environment lead to absenteeism, high turnover and low morale. EAPs look after the physiological health of employees, developing strategies for coping with external stress as well as work related stress.

PROFESSIONAL SERVICES: One of the great things about an EAP is they are able to connect employees directly with professional services. This means that your employees are getting the help they need quickly, dealing with and averting crisis situations.

If you would like any advice on Employee Assistance Programs, contact Total HRM on 1800 868 254.

Total HRM recommends the following business for EAP support:

Acacia ConnectionAustralia & New Zealand

  • 24/7 Access to crisis counselling with qualified Psychologists
  • Access to Easy Talk text, email and Chat counselling – This allows employees to simply text to a special mobile that connects people immediately with a Psychologist ( Text counselling may not suit all counselling concerns). The most important thing about text counselling is it allows people to connect, quickly and immediately, where they are.
  • Manager Hotline – Modern work is challenging for managers, this service allows managers to call us 24/7 to at anytime ask us a question about managing a difficult employee or situation at work. This gives managers immediate peace of mind about their decisions and next best steps to take.

Step Psychology – Albury Wodonga

  • Services are provided by their own permanent staff based in the Step Psychology Albury consulting rooms.

Get more out of Total HRM

Guides to help you uncover human resource insights, and make the right changes to improve team delight.

Your cart

  • Your cart is empty!