About

Services

HR Hub

Case Studies

Events

Talk to an expert

About Us

Services

HR Hub

Case Studies

Events

Talk to an expert

Home

Blog

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.

Home

Blog

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.

Home

Blog

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.

Home

Blog

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.

Home

Blog

The benefits of workplace flexibility

Sep 05, 2023


  • 2min

The benefits of workplace flexibility

Industry News, Recruiter Tips
Dave in the foreground on a duel screen computer set up in Total HRM office, with Caitlin and Felicity in the background working on the computers. Dave wears a red checkered shirt, Caitlin wears a black and white striped shirt. Workplace flexibility allows the team to work when they can.
In recent years, flexibility in the workplace has become increasingly important for both businesses and team members. Workplace flexibility refers to the ability of team members to work outside traditional hours and locations, such as working from home or adjusting their work hours to accommodate personal commitments. Below, we list the benefits of workplace flexibility and some options for you to incorporate flexibility into your workplace.

Here are some of the key reasons why offering team members flexibility in the workplace is beneficial:

  1. Improved work-life balance: 
    Offering flexibility in the workplace can help team members achieve a better work-life balance. It allows them to better manage their personal and professional commitments, which can help reduce stress and improve overall well-being.
A woman sits at home desk in front of a monitor with various windows open using the benefits of workplace flexibility.  The desk has a lamp, pot plant and a digital clock, with three photos of landscape and a white horse hung on the wall.
Working from home or WFH has remained popular since the pandemic.
  1. Increased productivity: 
    Research has shown that team members with flexibility in the workplace are often more productive. They are able to work within timeframes when they are most productive and can avoid distractions that may be present in a traditional office environment.

  2. Greater job satisfaction:
    Team members with workplace flexibility often have greater job satisfaction. When they feel trusted and valued by the business, they are more likely to be satisfied with their role and to stay with the business longer.

  3. Attract and retain top talent: 
    In today’s competitive job market, offering flexibility in the workplace is a ‘must’ to help businesses attract and retain top talent. Many team members place a high value on work-life balance and flexibility and may choose to work for a business that offers these benefits over one that does not.

  4. Cost savings: 
    Offering flexibility in the workplace can also lead to cost savings for businesses. By allowing team members to work from home, businesses can reduce the need for office space and associated costs, such as utilities and office supplies.
Offering team members flexibility in the workplace can bring numerous benefits to the team and the business. It can improve work-life balance, increase productivity, enhance job satisfaction, attract and retain top talent, and lead to cost savings. By prioritising flexibility, businesses can create a culture that values team members’ well-being and success, leading to long-term success for the business.

Now we understand the benefits of workplace flexibility, here are seven ways that you can offer workplace flexibility to your team:

  1. Flexible work hours: 
    Offering flexible work hours can be a great way to accommodate team members’ personal commitments. For example, allowing team members to start and finish work earlier or later than usual can help them manage childcare or other responsibilities.

  1. Remote work: 
    Allowing team members to work remotely, either full-time or part-time, can be a great way to provide flexibility in the workplace. It can be particularly useful for team members who live far away from the office or have other commitments that make it challenging to come into the office. It may also allow you to tap into a remote workforce, especially when good talent is scarce.

  2. Job sharing: 
    Job sharing involves splitting one full-time role between two or more team members. Job sharing can be a great way to provide flexibility while ensuring the work gets done.

  3. Reduced hours:
    Offering team members the option to work reduced hours can be a great way to provide flexibility. It could mean working part-time or reducing the hours worked per week.

  4. Compressed workweek: 
    A compressed workweek involves working longer hours over fewer days. For example, a team member could work four 10-hour days instead of five 8-hour days. You should check the appropriate Award to ensure you are not paying overtime rates.

  5. Flexibility around leave: 
    Offering flexibility around leave can be a great way to accommodate team members’ personal commitments. It could involve offering additional leave days or allowing team members to take leave at short notice.

    Workplace flexibility can take many different forms. By offering flexibility in the workplace, businesses can help their team members manage their personal and professional commitments, which can promote productivity, increase job satisfaction, and improve well-being.

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

Share this article

Get more out of Total HRM

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

Home

Blog

2023 Job Market Crisis: Employers and Recruiters Struggle to Find Ideal Candidates

Apr 12, 2023


  • 2min

2023 Job Market Crisis: Employers and Recruiters Struggle to Find Ideal Candidates

Industry News, Recruiter Tips, Recruiting Metrics
In 2023, employers and recruiters are facing a daunting challenge: finding ideal candidates in a job market that has tightened considerably since 2020. Seek Statistics has provided an in-depth analysis of current market trends, industry growth, and salary marks, as well as insights on how to become an employer of choice.

Nationally, employers are feeling the pinch in finding those ideal candidates, which is not surprising, with a noted 1.8% drop in candidate applications month-on-month since 2022. Candidate availability was at its lowest in 10 years in mid-2022, while job ads hit a record high in mid-2022. Notably, the trends are showing that job ads are coming back down while candidate availability is coming up, as Australia’s states and businesses begin to step towards normality after Covid restrictions ease. Unsurprisingly, the states that experienced significant Covid lockdowns and restrictions have had the biggest impact in their markets; Victoria, ACT, and New South Wales were down 14%-19% in job ad volumes from Feb 2022 – Feb 2023.

The top growth industries for Seek were those that became essential services during Covid.
With hirer demand at such a high and candidates at a low, recruitment difficulty increased by 5% month-on-month as it was harder for employers to stand out against the influx of job opportunities for candidates.

The Australian Governments Jobs and Skills statistics further highlights these trends regarding recruitment difficulty increases while now needing also to consider the expectations for an increase in staffing levels by 3% month-on-month. The top growth industries for Seek month-on-month were Education & Training, Community Services & Development, and Healthcare & Medical, which is expected when considering that these markets boomed during Covid due to being essential fields. With predicted staff level increases across 2023 and considering new market demands and trends, it will be interesting to see 2023’s industry growth.

So, as employers and recruiters, what can you do to attract and retain talent? The job market has become a candidate’s market – with companies pushing to find unique Employee Value Propositions (EVP) and incentives to peak candidate interests in their company over their competitors. Tactics such as advertising salaries have shown an increase in remunerations by 4.4% year-on-year. The most significant salary leap in the past 12 months has been in Trades & Services, Design & Architecture, Manufacturing, Transport & Logistics, Insurance & Superannuation, and Administration & Office Support. However, any increase is still behind when considering the inflation rises.

With the rise in living costs, candidates are looking for more than just working-from-home and flexibility perks; they are seeking competitive incentives such as discounted goods/services and discounted health insurance and travel to compete with rising living costs.

Based on the presented Seek data and recruitment challenges, Employers and recruiters need to consider their industry’s salary competitiveness within the market, their current EVPs, and identify possible incentives they can offer to combat rising living costs.

Have you created an EVP yet? Our HR experts regularly host free online webinars that take you through the steps of creating a great EVP. You can register on our Events page or at Create your EVP. If you’d rather work together to fulfil your recruitment needs, get in touch with our team who love a good challenge at 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.

Your cart

  • Your cart is empty!