Author: Shelly Baker

Writing Position Descriptions (a “PD”) may feel like a drag… and you may ask yourself, do we really need position descriptions? – otherwise known as Job Description or JDs! We are here to tell you, yes you absolutely need them! In any well-organised workplace, PDs are more than just formalities; they are essential tools that contribute to both organisational success and employee satisfaction.

We think PDs are vitally important and should come hand in hand with any employment agreement (but shouldn’t be within the employment agreement). PDs outline the roles, responsibilities, and expectations associated with specific jobs. And while they might seem like just another administrative task, their impact on a company’s operations and culture is immense.

Let’s be honest though, they don’t need to be elaborate documents to be useful – in fact, here at Industryus HR, we are VERY big fans of simple PDs.

Here are seven key points that highlight the importance of position descriptions in the workplace:

1. Clarifying Expectations and Responsibilities

One of the primary reasons for having detailed position descriptions is to clarify what is expected of each employee. When employees understand their specific duties, objectives, and how their role fits into the larger organisational structure, they are more likely to perform efficiently and effectively. Without a clear position description in place, employees might struggle with ambiguity, which can lead to confusion, decreased productivity, and frustration.

2. Enhancing Recruitment and Selection

Position descriptions are helpful tools in the recruitment process. A well-crafted position description helps attract candidates who are not only qualified for the role but also aligned with the company’s needs and culture. Position descriptions provide a clear picture of what the job entails, which helps potential applicants to assess whether they are interested in the role and if the role is a good fit. This alignment can streamline the hiring process, reducing the time and cost associated with finding the right people for the job.

3. Supporting Performance Management

Position descriptions serve as a benchmark for evaluating employee performance. They outline the key responsibilities and objectives that employees are expected to meet, providing a standard against which performance can be measured. This helps to make performance reviews objective and fair, as both the employee and the manager have a clear understanding of the expectations associated with the role.

4. Facilitating Professional Development

Clear position descriptions also play an important role in professional development. By understanding the requirements and responsibilities of their current roles, employees can identify areas where they may need to improve or gain additional skills. This information is helpful when setting career goals and creating personalised development plans. Additionally, detailed descriptions can help employees see potential career paths within the organisation, which can be motivating and contribute to higher employee retention.

5. Ensuring Legal and Regulatory Compliance

Having accurate position descriptions is important for legal and regulatory reasons. Clear documentation of job roles and responsibilities helps to ensure compliance with labour laws and regulations. Position descriptions can be crucial in defending against employment-related claims or disputes, as they provide evidence of what was expected from an employee and what they were hired to do.

6. Promoting Organisational Efficiency

Position descriptions contribute to overall organisational efficiency. They help in outlining roles and avoiding overlap or duplication of responsibilities. This supports better coordination among team members and different areas of the organisation, leading to smoother operations and more effective collaboration across the board. By ensuring that each employee knows their specific role and how it integrates with others, companies can operate more cohesively and avoid potential conflicts or misunderstandings.

7. Job pay grading 

One of the most critical reasons there should be a position description for each role is to determine the correct minimum pay. Modern awards have pay classifications that outline what responsibilities are required for that particular pay level. Employers should not attempt to guess the correct classification. Rather, they should use an up-to-date position description to determine which pay classification aligns most closely with the role. When employers fail to use position descriptions as a guide, they risk underpaying employees.

 

Employers should provide position descriptions for all employees. PDs are much more than administrative necessities; they are essential to the successful functioning of any organisation. They provide clarity, enhance recruitment, support performance management, facilitate professional development, ensure legal compliance, and promote efficiency.

Investing time and effort into creating and maintaining accurate position descriptions is a strategic decision that will pay dividends in productivity, employee satisfaction, and overall organisational success.

If you don’t have position descriptions or think it might be time to review or update your current position descriptions contact us at Industryus HR. Our experienced HR Consultants would be happy to discuss your needs and explore how we can assist you and your business.

 

Terminating an employee can be a difficult, complex and sensitive process. There are many reasons why termination of employment might be necessary, and, in every case, employers must ensure they have a valid reason for the termination, which is justifiable given the facts.  

Terminating an employee’s employment requires employers to consider several factors to ensure they are meeting their legal requirements for terminating an employee under employment law. Compliance with employment law not only ensures fair, just, reasonable and lawful practices in the workplace but protects employers from potential claims such as unfair dismissal and general protections (e.g. correct pay, leave and other entitlements). 

Key rules and requirements employers need to be aware of to meet their legal requirements for terminating an employee:

Genuine redundancy  

Redundancy occurs when an employer no longer requires an employee’s job to be done by anyone. Genuine redundancy is not considered unfair dismissal. If a termination will result from a redundancy, employers must first consider whether the redundancy is ‘genuine’.  

For a redundancy to be deemed ‘genuine’ the following conditions must be met: 

• the employer has provided evidence that the role is no longer required to be performed by anyone due to organisational changes; 
• the employer has adhered to consultation requirements outlined in relevant award or enterprise agreement; and  
• the employer has made a genuine effort to look for an alternative employment opportunity that may be suitable for the employee within their organisation or associated entity.  

A redundancy is not considered genuine if the employer still needs the employees job done by someone (i.e. hires someone else to do the job), they have not followed the requirements to consult with the employee, or they could have reasonably given the employee another job in the company. 

When an employee’s dismissal is a genuine redundancy, the employee cannot make an unfair dismissal claim. 

Unfair Dismissal laws 

When considering whether a dismissal is unfair, the Fair Work Commission (the “Commission”) will assess whether it is “harsh, unjust or unreasonable”. In most cases it is accepted that an employer must follow a procedurally fair process prior to terminating an employee.  

Employers should be aware of the criteria that makes a dismissal procedurally ‘fair’, this includes:  

• having valid reasons for the termination relating to the employee’s capacity or conduct;  
• providing procedural fairness (i.e. providing the employee with written notification that their employment has been terminated, the reason why);   
• offering the employee an opportunity to respond to allegations, with a support person present If they wish; 
• whether the employee had been previously warned that their performance was unsatisfactory;  
• the size of the business or lack of Human Resource management expertise that impacted on the termination process; and  
• any other matters the Commission considers relevant. 

Small businesses have different rules for dismissal which are set out in the Small Business Fair Dismissal Code (the Code). The Code provides protection for small business employers against unfair dismissal claims where they have followed the ‘Small Business Fair Dismissal Code’.  

Discrimination and Adverse Action laws 

Termination must always be based on a valid reason. Employees are protected under adverse action laws from termination based on prohibited grounds such as: race, colour, sex, sexual orientation, age, physical or mental disability, marital status, family or carers responsibilities, pregnancy, religion, political opinion, national extraction and social origin.    

Employees are also protected from termination if they are temporarily absent from work because of illness or injury, absent from work during parental leave or because of union involvement (or non-involvement).  

Termination for serious misconduct  

Notice of termination should be given to an employee in writing, except in cases of serious misconduct where immediate termination may be justified.  

Serious misconduct may include incidents such as theft, fraud, workplace violence or refusing to carry out a lawful and reasonable instruction that is part of the job. In these instances, employers should make sure the process is fair, investigate the allegations, provide the employee with the opportunity to respond to the claims and pay out all outstanding entitlements.   

Termination notice periods 

An employer must provide an employee with written notice of the day of termination as outlined in the National Employment Standards (NES). Employees are generally entitled to notice, or payment in lieu of the minimum amounts of notice upon termination.  

Notice periods are outlined in the NES or relevant industrial instrument and vary based on the employee’s length of service.  

There are instances in which a notice period is not required including but not limited to termination of casuals and employees employed for a fixed period of time (other than apprentices). It is also not necessary for a termination notice period if the employee is being dismissed due to serious misconduct.  

Consultation and procedural fairness 

Consultation is key in any termination process. Regardless of whether the termination has come about due to serious misconduct, consultation and procedural fairness should be a part of every process.  

Employers should always inform the employee of the reason(s) for the termination, provide the employee with an opportunity to respond (with a support person present if applicable) and consider alternative options to dismissal.  

Post-employment obligations  

Final pay is what an employer owes an employee when their employment ends. Following termination, employers are obligated to pay the employee their outstanding entitlements including wages, accrued annual leave and if applicable redundancy pay which is based on the employee’s length of service.  

An award, employment contract, enterprise agreement or other register agreement can specify when final pay must be paid. If they do not the best practice is for an employee to be paid within 7 days of their employment ending or on the next scheduled pay day. 

Understanding legal requirements for terminating an employee can be overwhelming. Employers should ensure they are well informed of their obligations under employment law and seek advice from a HR specialist. If you are considering termination Industryus can assist you to navigate the process, contact us to discuss today 07 5655 4047. 

 

• Do I need a workplace investigation?
• What’s involved in a workplace investigation?
• How long should a workplace investigation take?

If you’ve ever asked yourself these questions you have come to the right place.

Do you have an employee who has made a complaint or raised a concern?  Whether the complaint relates to inappropriate workplace behaviour such as sexual harassment or bullying, other Code of Conduct breaches or is related to Workplace Policies every complaint should be managed promptly and professionally.

Prompt and professional management helps to:

• build trust among employees;
• rebuild staff morale and improve workplace culture;
• demonstrate as an Employer, your commitment to addressing workplace issues as they arise; and
• place your organisation in a defensible position against any potential future claims.

Where a complaint is made about alleged harassment, bullying, discriminatory behaviour or criminal offence an informal response will not be appropriate. It is essential that the complaint be handled well, and a workplace investigation be conducted.

It is essential for Employers to investigate employee complaints and manage them in a fair, impartial, thorough, and consistent manner in accordance with any workplace policies.

Investigations can be complex, costly, and time-consuming, particularly if you aren’t experienced and don’t fully understand your obligations. If you or your team don’t feel you have the time or expertise to handle an investigation correctly, it may be best to outsource to the investigation to an independent expert like Industryus HR.

The benefits of using an experienced external investigator include:

• Impartiality: external investigators are unbiased and impartial, having no professional or personal connections to the company or individuals involved in the investigation.
• Independence: independent experts are not persuaded by the organisation’s hierarchy or politics, hence there is no pressure to deliver a particular outcome.
• Expertise: independent investigators have specific expertise and experience in conducting workplace investigations.
• Legal compliance: external investigators have a thorough knowledge of relevant employment laws and regulations governing workplace investigations in Australia. They can ensure that the investigation is conducted in compliance with legal requirements.
• Confidentiality: independent investigators are bound by confidentiality agreements and can ensure that the investigation is conducted in a confidential manner. This is important in protecting the privacy of those involved in the investigation.
• Cost-effective: engaging an independent investigator can be more cost-effective than conducting investigations internally. External investigators can complete the investigation more efficiently and effectively, resulting in fewer disruptions to the organisation’s operations and resources.

What’s involved in a workplace investigation?

The purpose of an investigation is to gather information from a number of sources and to make findings based on the evidence obtained. It is essential that the investigation process is thorough, unbiased and legally compliant to ensure that it is fair and impartial.

There are a number of steps that occur in any workplace investigation. The process that Industryus HR takes when conducting a Workplace Investigation is as follows:

• Meet with you to discuss the scope of the investigation;
• Interview the complainant/s;
• Interview any relevant witnesses;
• Interview the respondent/s;
• Consider all relevant information and provide a comprehensive report on our findings; and
• Provide recommendations where appropriate.

How long should a workplace investigation take?

Whilst it is important to undertake workplace investigations as efficiently as possible, there is no real way to pinpoint how long an investigation will take from brief to report. There are many factors that will influence the timeline.

This may include availability of parties, the number of allegations involved, the number of witnesses, types of evidence gathered and relied on, as well as many more factors that could arise during the workplace investigation.

Need a workplace investigation completed?

Industryus HR offers comprehensive independent workplace investigation services. Our experienced team investigates a range of workplace misconduct complaints. We can provide full investigations services, conduct preliminary enquiries to determine if an investigation is warranted, support you in conducting internal enquiries, and/or provide advice and guidance to managers.

Get in touch with our team today on 07 5655 4047 or book in a free introductory call here.

 

Most people will have a story of a difficult co-worker or employee they have had to work with. In some cases, it may be hard to pinpoint the behaviour as the employee may perform their role well.

It’s essential for employers to identify the underlying causes of poor attitudes in their workforce and take steps to address them, as this can negatively impact the entire workforce and the overall success of the organisation, leading to staff turnover, decreased productivity, and a loss of customers to competitors.

Poor behaviour could be the result of personal issues such as health, family or financial issues, the employee may feel burnt out, unsupported, or unengaged, there may be a lack of recognition and reward, or the employee may just not be a cultural fit for the organisation. Regardless of the causes of poor behaviour, it is a good idea for concerns to be addressed as soon as possible.

Here are some points on how to address poor attitudes in the workplace:

Identify the behaviour – Before the issue can be addressed, it may be best for the organisation to first identify the specific behaviours that are causing the concern. This can be done through talking to direct supervisors, team members and any employees directly affected by the behaviour, observing the employee’s behaviour, and monitoring attendance and punctuality.

Set clear expectations – After the concerns have been identified, the next step may be to meet with the employee to discuss concerns and set expectations. Hold the discussion in a quiet, private space. Tell your employee why you are meeting and explain the specific issues (as per your notes). Ensure the tone of the discussion is supportive and the agenda of the meeting is about setting your expectations and implementing a solution to the issues and concerns. Ensure you provide the employee with the opportunity to comment and listen to the employee’s point of view.

It may be beneficial to provide the employees with a copy of company policies and procedures around the code of conduct and appropriate workplace behaviour.

It’s important to approach the situation with empathy and a focus on constructive solutions, as sometimes, employees may be facing personal or work-related challenges that are affecting their attitude. Open communication, feedback, and support are key to addressing and improving employee attitudes in the workplace.

It is important to note that every employee can have a bad day from time to time and occasional disagreements and difference of opinion is expected within a team. The difference is when employees are repeatedly displaying this behaviour and a pattern of poor behaviour exists.

Create a plan – The discussion should result in an action plan that sets out the standard of behaviour. The action plan should be monitored (over a period of time), fair, achievable and should be agreed to in writing.

Document and Monitor – It is important to keep a record of any discussions, feedback, and action plans to ensure a fair, consistent and supportive approach to managing employee behaviours.

Offer Training and Development – An employee’s poor behaviour may be due to a lack of skills or knowledge to be able to effectively perform their role which can cause frustration and unproductivity. Offering training and development opportunities could improve confidence and attitude to work. It may also be appropriate to re-train employees on appropriate workplace behaviour and ensure all employees are familiarised with company policy and procedure and where to find them.

If you see an improvement in the employee’s behaviour that meets the standard expected, the action plan and monitoring can be removed. If the poor behaviour continues seek further advice from a Gold Coast HR consultant like Industryus HR regarding your options.

If you would like more information on how to address poor attitudes in the workplace or to discuss a specific issue contact us on 07 5655 4047.

Our Gold Coast HR Consultant team works with established small and medium-sized businesses throughout major cities and regional areas.

Learn more about the benefits of a Gold Coast HR Consultant.

Are you planning on making a role redundant? Well, if you need to know how to make a position redundant this blog is for you.

Redundancy can be tricky to navigate especially for organisations that have not undertaken the process before. There are certain legal requirements and obligations of an employer that if not complied with, can leave an organisation open to having a legal claim brought against them, such as an unfair dismissal claim, where an employee could claim up to 26 weeks of their annual wage.

What is redundancy?

Redundancy comes about when a business no longer needs an employee’s role to be done by anyone within the organisation.

Redundancy can occur for a few reasons including organisational restructuring, business slowing down or relocating, or new technology being introduced that makes a role unnecessary.

Before making a role redundant, a business may consider whether it is necessary and whether the redundancy would be considered genuine, to ensure it is a fair and legally compliant process.

Is the redundancy necessary?

A business may consider whether redundancy is necessary by exploring all viable options first, including transferring, retraining, or redeploying employees.

After all possible avenues have been explored and it is determined that redundancy is the most feasible option, a business ideally should develop fair and objective criteria for selecting which roles to make redundant. If the selection criteria is discriminatory in nature it could leave a business open to a claim.

Is the redundancy genuine?

One of the steps in how to make a position redundant is to consider if it will be a genuine redundancy. It is genuine when the role is no longer needed to be performed by anyone within an organisation and the employer has followed consultation requirements outlined within relevant industrial instruments (e.g. Awards and Enterprise Agreement).

Some circumstances where a redundancy is not considered genuine:

• Employer has not followed the consultation process outlined within the relevant industrial instrument;
• Still requires the role to be performed by someone;
• Employer could have reasonably given the employee another role within the business or associated entity.

Hence, it is important for a business to follow all necessary steps to ensure the redundancy is genuine and have complied with all legal requirements to protect the organisation from any legal actions being brought against it by an employee.

If you are considering how to make a position redundant, it would be beneficial to speak with a HR specialist like Industryus HR first to ensure the redundancy process is legally sound.

Industryus HR can support you with the correct redundancy documentation and process advice to ensure your Fair Work obligations are met.

Contact us today to book a free 30-minute consultation. 07 5655 4047.

Learn more about the benefits of having a HR consultant for guidance and support.

 

 

New sexual harassment and psychosocial laws have come into effect in recent months. These laws mean greater responsibility on employers to ensure that employees receive workplace behaviour training and know how to identify, manage, and respond to incidents that may cause harm.

What are the changes?

Psychosocial law

The new psychosocial law, Work Health and Safety (Psychosocial Risks) Amendment Regulation 2022 has placed specific obligations on employers to manage psychosocial risk effectively in the workplace. This includes implementing policies and procedures to prevent and manage bullying, investigating and responding to reports of bullying in a timely and effective manner and providing employees with information, instruction, and training on the psychosocial risks in the workplace. Hence, now it is essential for employers to conduct regular workplace behaviour training which covers off these risks.

Sexual harassment laws

New Sexual harassment laws came into effect on 6 March 2023. These laws have made it unlawful to sexually harass someone at work or in connection to the workplace. Employers can be held vicariously liable for sexual harassment which occurs in the workplace. Employees (or their union) can now also apply for a Stop Sexual Harassment Order to have the Fair Work Commission deal with the issue. These changes have made it even more critical than previously for employers to ensure their workforces are trained in which behaviours are acceptable, and which behaviours are not. Further, employers should train their employees on the consequences of inappropriate behaviour and who they should contact internally to raise a complaint about sexual harassment, bullying or other inappropriate behaviour.

How can I manage these changes?

To better defend against claims of sexual harassment, bullying, and other work-related incidents that cause harm, businesses may do the following:

• Implement policies and procedures: Develop policies and procedures that clearly outline and define inappropriate behaviour in the workplace and how it is dealt with (e.g. EEO Harassment and Bullying Policy, Grievance Policy, and Code of Conduct). It is important for employees to know which policies or procedures to refer to and where to find them.
• Provide training for staff and managers: Training should be provided for all staff and managers to educate them on appropriate workplace behaviour and ensure they understand the process of identifying, managing, and responding to risks in the workplace.
• Clear reporting structures: A common issue that can arise in the workplace that may have a risk of causing harm, is when there is not a clear reporting structure. It is vital for an organisation to have a clear organisational structure where employees know who they report to, and who they can go to with their concerns. If there isn’t a clear structure, this could result in employees feeling unsupported, confused as to who the correct contact is and unsafe.
• Commit to regular review and improvement: It is important that a business is continuously reviewing and improving its policies and procedures to ensure they reflect current legal obligations and regulations.

Industryus HR can assist with quality policies and professional in-person or online workplace behaviour training to help your organisation prevent and manage risks that may cause harm in the workplace. Industryus HR’s Workplace Behaviour Training is professionally developed by our in-house employment relations specialists and is tailored to Australian business. We recommend that ALL employers, regardless of size, provide workplace behaviour training to employees at least annually, or more often where issues exist.

If you would like to enquire about Workplace Behaviour Training or outsourced Inductions for your organisation, contact Industryus on 07 5655 4047.

Learn more about the benefits of having a HR consultant for guidance and support.

With the new Fair Work changes to Flexible Work Arrangements that came into effect on 6 June 2023, there is no better time to understand your obligations as an employer under the National Employment Standards (NES). This article will explore one aspect of how flexible work arrangements and working from home inter-relate. While this article should not be considered professional advice as all situations should be carefully considered on their own merits, it will cover some key concepts.

This updated legislation now expands the scope for requesting Flexible Work Arrangements to include pregnant employees and circumstances where an employee may need to care for an immediate family member or household member who is experiencing domestic violence.

This expands on the current arrangements that can include:

• the employee is the parent, or has responsibility for the care, of a child who is of school age or younger;
• the employee is a carer;
• the employee has a disability;
• the employee is 55 or older;
• the employee is experiencing violence from a member of the employee’s family;
• the employee provides care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care or support because the member is experiencing violence from the member’s family

This change has not only made Flexible Work Arrangements more accessible to employees it has also clarified the process that employers must follow when requests for flexible work arrangements are made. Hence there is a greater need for employers to understand the requirements and their obligations under the NES.

Flexible Work Arrangements

Flexible Work Arrangements refer to alternative methods of work that give an employee greater flexibility and control over when, where, and how they work. Examples include reduced hours, changing start/finish times, working from home, moving from full-time to part-time work, or job sharing.

Fair Work has broadened the scope of eligibility for requesting Flexible Work Arrangements making it overall more accessible to the workforce. Regardless of this, it may be in the best interest of the employer to go beyond their legal obligations and consider all applications for flexible work, regardless of whether the employee meets the eligibility requirements.

Why? Because it can lead to increased productivity, better attraction and retention of employees, lower overhead costs, and a stronger commitment from employees.

Working for home

Working from home is considered just one of the many flexible work arrangements available. It means that the employee works remotely from their home, and it can provide certain benefits to employees, for instance, improved work-life balance, reduced cost and time commuting, greater independence, and autonomy in managing workload.

Working from home is highly valued by many employees, but there are some considerations for employers. One challenge commonly raised by our clients is when an employee requests to work from home because they are unable to find care for their child which would mean they are simultaneously working and caring for a child. Generally, this situation should be managed by the employee taking annual leave or leave without pay if they do not have any annual leave available. However, some employers may consider a work-from-home arrangement as appropriate when the child is able to be self-sufficient or there are other circumstances that would warrant it. Employers may wish to consider though other flexible work options, especially in situations where they are concerned with the employee being able to productively work from home or children impacting the ability for the employee to conduct themselves as usual (e.g., being able to take a phone call uninterrupted). In this circumstance, other alternative methods of flexible work, for instance, reducing the employee hours or changing their start and finish times to accommodate their needs may be a better compromise. The employer generally has no obligation to allow employees to work from home where they are also going to be the primary carer of the child. However, employers should also have clear policies in place about when working from home is and is not appropriate and be mindful of ensuring all employees are treated fairly and consistently in this regard.

In summary, employers have an obligation to genuinely consider and respond to employees’ requests for Flexible Work Arrangements where they meet the criteria under the legislation. However, working from home is not always the only and most appropriate option.

What you can do to manage requests for flexible work arrangements

It is important for employers to have a Flexible Work Policy and where working from home might be an option, a Working from Home Policy and Agreement too. Policies ensure that employers can manage requests for Flexible Work Arrangements in a manner that is consistent and compliant with obligations. By taking a proactive approach to managing flexible work and working from home, employers can maximise the benefits of Flexible Work Arrangements while minimising the potential drawbacks.

To find out more about the recent Fair Work change to the Flexible Work provision under the NES, or to seek assistance in managing Flexible Work Requests or to implement policies and procedures around this, contact Industryus HR today. 07 5655 4047.

Learn more about the benefits of having a HR consultant to guidance and support.

 

What are your options for HR support? Are you thinking about hiring internally or outsourcing to a HR Consultant?

Your organisation may already have basic HR support, this person may be able to manage basic Administrative HR functions such as recruitment and onboarding. But what do you do if more complex issues arise in the workplace, such as underperforming employees, absenteeism or bullying complaints?

OR You may be a growing business and are at the point where you need to decide whether to hire an HR person internally or outsource a HR consultant.

Outsourcing your HR expertise to a HR consultant service such as Industryus HR can ensure that your organisation has access to guidance and support on all aspects of HR, from recruitment and employee relations to training and development. HR consultants can help your business create more efficient and effective HR functions and deal with specific challenges or issues, such as absence management or disciplinary procedures.

Outsourcing to a HR Consultant can bring several benefits:

1.  Cost-saving: Outsourcing your HR processes and procedures can help you save money in the long run. For small to medium businesses, you may not be able to justify hiring an HR person internally. By outsourcing HR functions your business could save money on overhead costs associated with maintaining an in-house HR team.
2.  Save time and stress: Reduce the stress of HR tasks by having access to over-the-phone advice and support to make decisions more confidently. Gain peace of mind knowing you can outsource the more time-consuming HR functions.
3. Access to expertise and experience: Outsourcing to a HR consultant can bring a wealth of expertise, experience, and knowledge of HR functions. By outsourcing your HR, you can gain access to expert guidance and support on HR-related tasks.
4.  Proactive risk management: Outsourced HR consultants can equip your business with the knowledge and tools to be proactive with managing risks, putting your organisation in a defensible position.
5.  Compliance: HR consultants can help you ensure your organisation is compliant with employment law and Fair Work obligations, as these providers stay up to date with changes to Fair Work regulations and can offer advice on how to prepare and manage these changes.
6.  Increased efficiency: Outsourcing your HR takes away the stress and pressure of running a business, allowing you to focus on business improvement and growth.
7. Develop talent: Your business may already have an HR person who could benefit from mentoring and support to improve their skills, capabilities, and knowledge in HR functions.

Overall, outsourcing to a HR consultant is a great way for your business to save money, time, and resources, ensure compliance with employment laws and obligations, and allow your organisation to focus on core business activities rather than HR-related tasks.

Industryus HR offers a membership program that is a cost-effective method of gaining the HR expertise and support your organisation needs. Freedom Members have unlimited access to telephone support and gain immediate access to our online membership portal which contains a wide range of useful templates, letters, and forms to assist you in better managing HR situations and Fair Work Obligations.

If you are interested in gaining guidance and support from experienced HR consultants, get in touch with Industryus HR. Call us on 07 5655 4047.

With years of experience in large organisations, we are your Gold Coast HR Consultant of choice.

Received a workplace complaint? We know it can be really unnerving.

While complaints may not happen every day in most organisations, when they do occur it can be a stressful time not knowing what could happen. This is particularly where there is confusion as to how to best handle it.

As experienced HR Consultants we find that the most common workplace complaints made by employees tend to be about workplace bullying or sexual harassment. Employers often find a complaint follows an attempt to manage poor performance or conduct, which makes dealing with the complaint all the more stressful as often the employee is difficult to deal with.

Employers can attempt to investigate complaints themselves, but it can be fraught with danger. Often larger employers will investigate a complaint internally but they nearly always have a large HR department with an experienced team who has conducted numerous workplace investigations previously. For small to medium sized businesses, internal investigations are more difficult due to resourcing issues and lack of experience.  Also, it can be difficult to ensure impartiality in a smaller organisation and sometimes impressions count for a lot when you have a disgrunteld employee. Due to these reasons, many SMEs outsource their investigations to a workplace investigator.

Using an external investigator for workplace investigations is a positive step for several reasons:

1. Impartiality: As we mentioned, external investigators are neutral parties who have no personal or professional connections to the company or individuals involved in the investigation. This ensures that the investigation is conducted impartially and without bias.
2. Independence: External investigators are not influenced by the organization’s hierarchy or politics. They are not under pressure to produce a particular outcome, which ensures that the investigation is conducted fairly and independently.
3. Expertise: External investigators are professionals who have specific expertise in conducting workplace investigations. They have the necessary knowledge and experience to conduct the investigation efficiently and effectively.
4. Legal compliance: External investigators are familiar with the relevant employment laws and regulations governing workplace investigations in Australia. They can ensure that the investigation is conducted in compliance with legal requirements.
5. Confidentiality: External investigators are bound by confidentiality agreements and can ensure that the investigation is conducted in a confidential manner. This is important in protecting the privacy of those involved in the investigation.
6. Cost-effective: Engaging an external investigator can be more cost-effective than conducting an investigation internally. External investigators can complete the investigation more efficiently and effectively, resulting in fewer disruptions to the organization’s operations.

Overall, using an external investigator for workplace investigations is essential if you want to ensure that the investigation is conducted fairly, impartially, and in compliance with legal requirements.

 

Need a workplace investigation completed? 

Industryus HR’s experienced team can investigate if you have received a workplace complaint. We are experienced Gold Coast based HR Consultants, providing investigative services for employee complaints anywhere in Australia. If you are local to the Gold Coast we use our Gold Coast HQ or Teams to conduct the investigation meetings or if you are located elsewhere around Australia we conduct the meetings via Teams or telephone. We have also supported countless regional and rural employers throughout Queensland, NSW and Victoria with their HR needs. 

Get in touch on 07 5655 4047 or book in a free introductory call here.

If you are experiencing a lack of motivation from your employees, you may need to look internally at your workplace culture, internal processes, and other ways your business does things to see if you can improve employee performance. Whilst lack of motivation can be caused by factors at home, the workplace environment can play a large part in employee performance and willingness to work productively.

To get the most from your team, use these tips from Gold Coast HR Consultant team Industryus HR:

Build a positive environment

Create an environment that encourages collaboration, openness, and respect. Celebrate successes and encourage continuous improvement.

• Encourage collaboration by offering opportunities for team members to work together on projects or tasks. Or hold regular team meetings where collaborative tasks and ideas are at the centre so that this kind of culture is fostered.
• Encourage transparency and honesty, and follow through on your commitments. Leaders that make statements or promises that they don’t honor create a culture of distrust.
• Ensure that everyone treats others with courtesy, dignity, and respect, regardless of their role, their position, how much money they make for the business, their gender, etc. Don’t just say it! Ensure poor behaviour and conflicts are addressed in the workplace consistently and evenly. A culture of disharmony is not the way to improve employee performance.

Communicate effectively

Clearly communicate goals, expectations, and feedback. Provide regular updates and encourage open communication channels.

• Encourage team members to provide feedback and suggestions on work-related matters. Provide opportunities for anonymous feedback if needed.
• Encourage active listening skills by modeling this behavior yourself and encouraging others to do the same.
• Create a culture where asking questions is encouraged and valued. Provide opportunities for team members to ask questions in meetings or through other channels. Have an open-door policy.
• Schedule regular check-ins with team members to discuss work progress and address any concerns. Showing your team that you are consistently too busy for them is a real de-motivator.
• Share relevant information with your team members and encourage them to share information with one another. This may be done via team meetings, quick huddles, or adopting technology such as an intranet or apps like Slack.

Develop your team

Invest in your team’s development and help them acquire new skills.

• Learning doesn’t always have to be costly. Search for free online seminars and courses from subject matter experts that employees can attend during work time. They will feel like you are investing in them and it mixes up their workday too. Even better, put the seminar on the big screen, get a cup of tea, and make a meeting of it!
• Ongoing learning and offering opportunities for career growth can also be achieved without costly outside support. Allow employees to be exposed to new skill sets by cross-training or even spending a day in the life of someone else. Assign them a mentor if one is available, or train them in a new task that might broaden their role a little if they are showing signs of being bored. The offer of challenging and meaningful projects that align with their strengths and interests will improve motivation.

Foster teamwork

Encourage your team to work together and foster a sense of camaraderie.

• Make sure every team member understands where they fit into the bigger picture and how their work contributes to the end product or service. Likewise, ensure everyone understands what others do each day in the organisation so that everyone’s contribution is respected and appreciated. Silos or an ‘us against them’ mentality are a big culture killer, so this one is important.
• Celebrate achievements together as a team and also team achievements (as opposed to recognising only individuals).
• Get out together as a team. Whether it is a seminar, event, or just a coffee catch-up, it’s nice for the team to spend time together in environments other than the confines of the office.
• Encourage an “all in” workplace culture where the entire team is responsible for keeping the ship afloat. For example, the team pitches in to clean the fridge out once a quarter (or it’s rostered), or buying the birthday cake is up to a different person each month, rather than just one person each time. No one wants to feel like the office slave, so by encouraging a shared sense of responsibility, respect for others is encouraged.

Recognise and reward good performance

Acknowledge and reward good performance, whether it’s through financial incentives, promotions, or simple recognition.

• Ensure you have a solid system and process in place that enables your managers to objectively measure employee performance and a mechanism for providing regular feedback so that you can improve employee performance. Employees like feedback and when good employees don’t receive constructive feedback about their performance, it can lead to a feeling of de-motivation and being taken for granted. Therefore make sure feedback is a priority – for everyone.
• Link pay to performance (measurable performance). A tried and tested way to maintain performance levels is where the annual increase or an incentive is performance-based. Unless you are required to by law, think twice about giving employees an increase where they are under a formal performance management process or have received formal warnings for poor conduct as this is a surefire way to demotivate your good people.
• The words ‘thank you’ go a long way. But amplify the impact by telling employees why you are thanking them and how much you appreciate their contribution.

Be flexible

Offer flexible work arrangements where possible to help employees balance their work and personal commitments. In 2023, those employers who are not offering flexible work opportunities for their teams are seriously disadvantaged.

• Think of how you can offer flexible working arrangements and make it happen! (as opposed to thinking how you can’t).
• Flexible work isn’t just working from home, although work from home is highly sought after by employees. Other options include part-time work, job sharing, condensed work weeks, and amended work days (e.g. starting earlier).
• Make sure you have a quality Flexible Work Agreement in place. Contact us if you need help with that one.

Improve employee performance by leadership – lead by example

Model the behaviors and attitudes that you expect from your team. Be honest, transparent, and approachable, and be willing to listen to feedback and make changes as needed.

As HR professionals, the amount of times we see one rule for senior leaders and a different set of rules for employees is astonishing. Culture comes from the very top and it will only ever be great if the very top is aligned. As culture is a key predictor of employee motivation it’s pretty important if you want to improve employee performance and motivation.

If you need support with changing the factors that contribute to employee motivation, get in touch with Industryus HR. With years of experience in large organisations, we are your Gold Coast HR Consultant of choice. Book a FREE INTRODUCTORY CALL.

Or call us on 07 5655 4047.