Refreshing Ridgeline HR

Refreshing Ridgeline HR

We have been around for nearly 20 years now and, in that time, we have served hundreds of clients across a wide range of industry, cultural, size and geographical settings. As with any business, to stay relevant and of value to our clients, we need to continuously test and refresh our offerings – always looking to be able to help in new and better ways. Over the past couple of years, we have been undertaking a deeper analysis of our strengths and how we can best leverage them to benefit both our business and those of our clients. We have done this in the context of the people and culture challenges that organisations large and small need to address in the modern world and how we can leverage both modern thinking on employee engagement and high performance on the one hand and HRM technological platforms on the other to better effect. That has led to a number of exciting initiatives that we have begun to roll out and which will come fully online in 2020. Our Better Workplace Projects Using best practice methodologies from around the world, we have put together an organisational improvement model that really works – because it is centred on and is delivered through “your most important asset”, your people.Our Practice Leader, Peter Maguire, designed the Better Workplace Projects to meet the need for Australian businesses to find better ways to lead and manage their people. Peter believes that a focus on strengths rather than risks and enabling employee engagement and wellbeing are the keys to making better workplaces where people and businesses flourish. Here is what an early adopting client, Heidi Tucker, CEO of Anchor, has to say: “Peter has introduced the organisation to a range of tools, frameworks and theories underpinned by positive psychology. These allow us to support our staff to be the best version of themselves at work. Anchor has invested in developing a Better Workplace team, a group of staff members representing all areas of the business, who act as our “employee voice”. I have found this “voice” so important because it guides myself and my senior leadership team in the right direction- where our staff want to go!!”  Our EngageMentality Coaching Programs Complementing our Better Workplace Projects, we have flipped the traditional performance management model on its head because it simply does not work. There are 4 basic tenets that underpin this model, namely:

  1. We look at the whole person through the lenses of role, relationships, values, strengths and wellbeing.
  2. We develop performance and development plans that are tailored to the individual in all 5 of these contexts.
  3. We regularly check in to see how it is going, to give credit for achievements and to tweak as necessary for areas requiring attention or things that have changed.
  4. The person responsible for my plan and my performance and development is me – my manager’s role is to coach me to help me to succeed against that plan.

Our technology solution – Employment Hero After extensive research, we have chosen and entered into a partnership with Employment Hero, a cloud-based HRM system that fully integrates with leading financial management systems such as Xero and MYOB and others. This provides a lot of functionality and economy to manage basic HRM tasks (like many other online systems do) but it also provides value adds in employee engagement, wellbeing and technological support for our coaching programs that other systems don’t have. It also helps us to automate process functions so that we can leverage our expertise more effectively where it should be directed – to helping you to improve your business and lead and manage your people better. That automation also helps you to focus on what really drives your business – your people. Our investment in facilities We have become a member of Waterman Business Centres giving us access to state of the art working, meeting and training/presentation facilities in three locations – at Caribbean Gardens, Chadstone and Narre Warren. So we now have much better capability to provide the right space for the service that you need at any given time. Our continued offerings Of course, we are not “throwing the baby out with the bathwater”. We are still providing the same old every day services that have got us to where we are now. That is the hands on help with understanding and meeting compliance requirements, writing documentation such as employment contracts and HRM policies and procedures, developing enterprise agreements, giving you a hand with staff communications and helping to resolve disagreements and to manage performance, conduct and disciplinary matters. With the range of initiatives that are outlined above, we have new and better ways of doing those things too. Our business is about “Helping PEOPLE in BUSINESS”. Please do not hesitate to contact us if we might be able to do that for you and/or your people by calling me on 0438 533 311 or email me at peter@ridgelinehr.com.au. Peter Maguire Practice Leader Ridgeline HR In 2020, we will be celebrating our 20th anniversary and we will also be growing on the back of all of this refreshment of the Ridgeline HR brand and services. We are looking for people who can do that with us as independent contractors and consultants in both our employee engagement/better workplace services and in our Employment Hero/compliance services. Have a look at what we do and how we do it if this is of interest to you. Then, if you have something to offer us, please feel free to give me a call.  [/av_textblock]

Reminder – Labour Hire Licensing about to hit

The Labour Hire Licensing Act 2018  and regulations come into full effect on 30 October 2019. As from that date, it will be an offence to provide or to use unlicensed labour hire services in Victoria. Essentially, this is any business that provides workers to other businesses or organisations whether as their own agency employees or as contractors. The Labour Hire Authority has been set up to administer and regulate labour hire across Victoria. Who is a labour hire worker? According to the Authority, the answer is : ‘Workers are generally individuals employed and paid by labour hire providers and supplied to host businesses, farms or organisations on a full-time, part-time or casual basis. In addition, if a person supplied by a labour hire provider is entitled to be paid by a host, that person will be a worker under the LHL Act if the labour hire provider also procures or provides accommodation for the person. A person who is an independent contractor supplied to a host by a labour hire provider will also be a worker under the LHL Act if the labour hire provider continues to manage the performance of the contract — for example by providing administrative and payroll functions or performance management in relation to the contractor.” There are some additional considerations which effectively broaden coverage in specific industries namely horticulture, meat and poultry processing and contract cleaning. You can find out whether any labour hire provider or temp service that your business may use is registered to operate at the Labour Hire Authority Note: maximum penalties for using unlicensed labour hire providers are in excess of $500,000. [/av_textblock]

Would a conversation work better?

Would a conversation work better?

I often hear talk in businesses about how people are sending too many emails instead of just going and talking to the other party.

Organisations everywhere seem to be struggling with managing this and the impact that it can have on work and personal relationships.

I learned the value of conversations a long time ago under two very different managers – the first one managed HR by getting around the place and having conversations with people. The second sat in his office and issued policies and memos.

People loved the first one, trusted him, listened to him and worked proactively with him. Of course he confirmed things in writing when necessary but relationships came first. He was great to work for.

The second one was not a bad guy but, because he dealt through memo rather than conversations, people did not get to know him. He was all risk management process and really didn’t have good relationships with anyone. So they didn’t trust him and they resisted him. I looked for and found another job.

I saw this image on linkedin and thought it captured the message really well.

Acknowledgement: @SteeleThoughts

Perhaps before sending an email, we should think about whether a conversation would be better.

Not a bad exercise for a team to have a conversation about – when you should have a conversation and when an email is best.