Leverage relationships for results

If people are your greatest asset (as is so often said to be the case), why is it that so few organisations actually put people at the centre of their business strategy and activity?

Why? Because for the past thirty years, Australian businesses have generally been focused on risk management and process control and more recently metrics as the drivers for managing people.

The philosophy has been about efficient process,  delegation of responsibility, compliance and consequences for non-compliance.

But that is hardly engaging, is it? And, while you certainly need to have efficient processes and appropriate policies in any business, it won’t really deliver a high performance culture, will it?

So what can you do differently?

Use the relationships between people in your business as the driver for improvements.

You do this by understanding and getting buy in to the inter-dependencies between people and here are a few examples:

  • When you have someone new start, identify the key people that this new starter will interact with in their role and introduce them to what these relationships look like by getting them to ask three questions of each of these people: What is your role? What do you rely on me for? What do I rely on you for? That will help the new person to settle in so much faster and effectively because they understand where they fit in the relationship sense.
  • When you set up a project, map the inter-dependencies between project team members and other stakeholders by answering those same 3 questions. That is a great aid to project planning and execution.
  • When you are resolving conflict between people, explore the inter-dependencies (ie what do I rely on you for and what do you rely on me for).  Then determine what is working well and celebrate it and identify what can be improved and commit to a plan together to deliver those improvements. By focusing on the professional inter-dependencies and partnering in the improvement plan, you move beyond the blame game to effective shared solutions.    

These are just a few of the ways that we leverage the power of positive relationships in Helping PEOPLE in BUSINESS.

Time to review that contract?

Over the past couple of years, there have been lots of changes in employment conditions and related legislation, regulations and modern awards.

Do you have a regular review of your employment documentation to ensure that your employment contracts and HRM policies and procedures are consistent with current workplace relations requirements?

Can you demonstrate as an employer that you are responsibly exercising your duty to provide your people with compliant wages and conditions of employment?

Here are just some of the things that have come in over the past year and you need to cover off:

  • New leave to deal with family and domestic violence provisions in modern awards and National Employment Standards
  • New casual conversion provisions in modern awards
  • Variations to flexible working arrangement obligations in modern awards
  • Variations to penalty rates for evening and weekend work in modern awards in some industries
  • Variations to termination of employment provisions in many modern awards
  • A new Victorian Long Service Leave Act 2018 in November 2018 (and a new Long service Leave Benefits Portability Act 2018 taking effect for some industries in 2019)
  • Federal regulation on employment contract content required in casual employment to avoid double dipping on casual loadings and leave entitlements
  • Every year, there is an adjustment to the national minimum wage, award rates and various other benchmarks and a new Fair Work Information Statement is published.

In this area, we are “Helping PEOPLE in BUSINESS” by keeping abreast of these changes and reviewing employment contracts and HRM policies and procedures to address them.

If you need a hand, please feel free to give us a call on 0438 533 311 or email enquiries@ridgelinehr.com.au

Fresh thinking for old challenges

We recently launched our new Better Workplace Projects and we are getting terrific feedback on the impact like:

“The session was excellent – great buy in from everyone and really positive feedback afterwards.”

“The team and I loved the session and felt very positive and inspired”.

Why are they having this impact?

It’s fresh thinking for old challenges!

We look at what drives people engagement and high performance through a positive psychology lens where the focus is on how we use our strengths to improve rather than just how we fix the problems.

We also reinvent the performance management process to provide a positive and continuous development experience that gets people engaged, aligned and accountable.

In our interactive Better Workplace Project Introductory Workshops, we introduce you to the best practice models that underpin the methodology and have an open conversation with you about how these might be used to address the people and culture challenges and opportunities and deliver high performance in your organisation.

For a small investment of $800 plus GST and a couple of hours of your time, we can help you to get started or step up on that journey to a Better Workplace.

Our Better Workplace Project Introductory Workshops are delivered by our Practice Leader, Peter Maguire, who has consulted to hundreds of organisations on people and culture strategy and practice. Peter has an extraordinary breadth of experience with clients in public, private and NFP sectors and in a wide range of industry and people culture settings. He is also a former Investors in People Assessor and has presented internationally on HRM best practices.