By Cath Nicholson, HR Central

We get a lot of calls from business owners/operators about how to keep their employees either engaged and productive or ensure that they are not going to lose their good ones. Unfortunately, there is no book that can miraculously solve this issue but, there are certain approaches, mindset and methods, that can ensure you do the best to be a business that attracts great talent and fosters a positive environment that leads to a productive and happy team.  When employees are engaged, they are more likely to be loyal, work harder and tell their friends and families that your business/organisation is a great place to work

Barry and Gail run an insurance business with a small team of 4.   Two of the team members have been employed for over 10 years and it is presumed by Barry and Gail that they will see the remainder of their working days out in the business.  These two employees are quiet, come to work on time and leave on time.  Their work deliverables are adequate, and because they are not disruptive, they are just “there”. The business is busy and growing, and there is a requirement for recruiting two additional team members.  However, this has been delayed as they are having “issues” with the other two, rather “tricky” employees and they don’t want to bring new people into the business until this gets sorted.   

Barry and Gail are decent employers who want to do the right thing by their people, but being so busy they are finding it exhausting to manage all aspects of the business, including the two employees who are causing problems.  So in fact, things are just chugging along and nothing is being done at all to increase productivity and healthy outcomes.

What is our recommendation at HR Central to resolve these issues and support Barry and Gail to be more proactive in their leadership and management of their team?

Weed out the bad behaviour immediately

Have a discussion as soon as possible, with the employees that are disengaged and arguing between themselves.  This includes providing examples of occasions where behaviour is disruptive as well as having open two-sided conversations to see if employees aware of the impact of their actions and what are the issues in the workplace that could be contributing to negative behaviour.  We provide scripts and notes on sticking to the issue at hand, not making any personal comments and reiterating what the business expectations were of employees. 

Listen to the feedback. Example: one of the employees admitted to feeling burnt out and struggling to manage work and life balance.  This pressure was brought into the workplace and caused friction with her colleagues.  She was very stressed and felt very isolated in balancing all that was required of her.

The other “tricky” employee admitted to being bored in her role and taken for granted, she worked permanently part-time but wanted more.

Incorporate Policies and Procedures

Barry and Gail have very little policy around the code of conduct.  We offer a tailored policy suite to the business indicating rules around clear codes of behaviour and expectations, plus procedures on how to follow these rules, giving a clear understanding to each employee. Of key note, it is essential to have recorded somewhere that each policy has been read and agreed to. 

Embrace the way of working in 2024! 

Experienced business operators who have been in the workforce for a long time, can sometimes be stuck in the past ways of 9 – 5 and just doing what the boss says.  The our way or the highway approach.  As an employer, it is essential that you welcome the way the business world operates today and that employees have more of a voice and a contribution to how they manage their role in your business. Whilst this can be a bit of a bitter pill to swallow, it is essential to get your head around the various ways that employees expect to be managed and contribute to their work environment today. 

Flexible working conditions

If an employee requests a flexible working arrangement, you need to hear them out and where possible, accommodate their request. For example, addressing the “exhausted” employee, and working with them to change their work hours so they could, as example, assist with taking care of home life duties such as collecting their children from school.

Make sure if this is agreed upon, that the employee has the equipment, access to files, etc, at home, so that when their children are home and settled work can be done if need be.  This will help to ensure tasks can still be done promptly.  And that’s a win for you!

Introduce an Employee Assistance Program

An Employee Assistance Program or EAP, is the provision of free and confidential counselling to your team, to ensure their mental health and personal wellbeing are addressed. Not only should you have a physically safe work environment, but you have an obligation to protect your employee’s psychological safety, too.

Create Map Pathways for Empowerment and Development

There are many ways this can be done, such as professional development and ownership of roles. This can include training for development or handing over more independence to the employee, in other ways, stepping away from too much ‘micro managing’. Clearly outline what work needs to be done and then allow the employee to work and manage their work on their own if they can.  This shows faith in the employee’s ability. Introduce a performance review so both parties are in alignment with what is expected and what goals need to be met.   In addition, we encourage Barry and Gail to speak to their bookkeeper/accountant to see if they can offer more hours to the employee.  This may also help with having to recruit a new employee.

Review Salaries Yearly

Financial reward is still key to keeping employees happy.   Even the quiet ones who seem to be just getting on with their work could be actively looking elsewhere should they feel they could be paid better at another business.

Introduce fun activities

Bringing in fun initiatives like group lunches and activities (social outings, group exercise classes),  that are not work-related – but support employees to open up to what they do in their lives, their likes and dislikes and how they operate as individuals.  This insight is great for colleagues to learn about each other and to figure out what makes each other “tick”.

Going Forward with New Hires

• Update and very clearly define Position Descriptions
• Agreements.  Make sure that salary and conditions are included in a written contract that reflects the correct award and entitlements in accordance with the role.
• Have open conversations during the interview process around working hours, expectations, and what the employee is hoping to get from the role.
• Create a great onboarding and induction process, that includes a quick way to have an agreement signed and documents collected (bank details, TFN etc).  Automating this process can save days!
• Make the employee feel part of the team from day one.   Have another colleague buddy up to look at the new recruit, have a welcome morning tea or lunch and hit the ground running with a positive experience.

Every employer is able to create a positive culture and a productive working space that keeps great people.

If you would like to know more about how to engage your teams, contact us at HR Central via this link:

Get in touch! Or on 1300 717 721 and ask for Cath Nicholson