Kick Start the New Year of 2018 with Gusto!

Kick Start the New Year of 2018 with Gusto!

For most of us the year has probably kicked straight back into the old routine of 2017. Holidays and time spent with friends and family have well and truly ended and it now seems like a distant memory.

Well guess what, there is no time like the present to salvage that time lost. Here are some ways you can really embed some quick wins as an employer to get you prepped and productive for 2018.

For further information on ways to improve your workplace please contact a member of our team at www.nurturehrconsulting.com.au.

How to take the stress out of the Silly Season for those workplace events!

How to take the stress out of the Silly Season for those workplace events!

As we approach the silly season of Christmas, workplaces are beginning to decorate, getting into the festive spirit. Workplace events are being organised; lunches, dinners, parties, you name it, all in preparation for the big day! Yet, despite all this merriment and cheerfulness, lies the potential for things to go horribly wrong for employers and employees. So, what can employers do to eliminate mishaps and reduce those calamities from getting out of hand without completely putting the brakes on all fun activities.

So, here’s some pre-Christmas planning tips to ensure that the fun and enjoyment can still be experienced and felt in the workplace without the disruption of unnecessary disciplinary action for employees due to misconduct.

 

Being proactive and setting those expectations right from the outset before those workplace events can ensure that the Silly Season can be fun and enjoyed by all and that appropriate behaviours and actions can be adopted and maintained.

Culture of Complicity and Fear

Culture of Complicity and Fear

One of Hollywood’s most ambitious film Director’s, Harvey Weinstein has recently been alleged to have been embroiled in a spree of inappropriate acts; including sexual harassment and assault of actors spanning over 20 years. For many individuals, the film industry is perceived as glamourous; today, however that image seems an illusion, casting the film industry in a whole different light.

The entire film industry has been brought into question as to the how’s and why’s such alleged predatory acts could be ignored and overlooked for such a lengthy duration of time. What does this say about the culture of the film industry when actors and studio staff are alleged to have continually turned a blind eye or buried complaints?

Given this example, how can an organisation ensure its people are protected, feel safe, act in an appropriate manner and have the opportunity to raise concerns?

Listed below are some key takeaways on how organisations can develop a suitably appropriate culture, whereby individuals are not afraid of reprisals and are able to speak out when something is not right in the workplace.

For further information on what your organisation could do, please contact a member of our team at www.nurturehrconsulting.com.au

Leadership during ambiguity

Leadership during ambiguity

In rapidly changing business environments and in response to increasing organisational and environmental pressures, effective leaders require the ability to actively influence those whom they work with, the wider organisation and their clients.

Reading an article recently made me reflect on leaders whom I have been exposed to both working internally within an organisation and as a consultant. As with most things, it was the best and worst that sprang to mind! Given this, I thought it useful to articulate the skills that are particularly beneficial during times of change for leaders.

For further information on leadership during ambiguity please contact a member of our team via our website www.nurturehrconsulting.com.au.

Are we valuing part time employment?

Are we valuing part time employment?

For many of us balancing work and family is part of our daily ritual, however as a society we haven’t fully embraced the value that part time work affords us; either as an employer or more widely as a community. Currently 24.8% of working males work part time, whilst 54.3% of working females are working part time (ABS, May 2016).

As a society, part time work is still viewed by many as being predominately for primary carer’s, however research and experience demonstrates that part time employment has a much higher value. As detailed below part time employment can provide;

  • Operational flexibility for employers
  • Flexibility for the employee to balance financial and personal requirements
  • Higher workplace productivity
  • The time for enriched life experiences
  • Reduced stress levels
  • The ability to contribute to community through increased time to volunteer
  • The option to care for family members
  • The ability for older workers transition to retirement

With a tight labour market, economic pressures and an aging population facing employers, part time work needs to be actively pursued by employers as more and more individuals are seeking the ability to better balance their home / working lives and or transition their working hours.

So how can employers do this?

  • Actively promoting the option to work part time regardless of family commitments or gender
  • To offer part time employees the same career opportunities and competitive remuneration
  • Having senior members of your organisation taking up part time work to drive the culture that part time work is valued
  • Sharing the stories of individuals working part time in your organisation and what it means for their personal wellbeing

For further information on embedding part time work within your organisation please contact the team at Nurture HR Consulting www.nurturehrconsulting.com.au

Psychometric Assessments

Psychometric Assessments

Prior to hiring, wouldn’t you like to know what motivates and drives an individual, how they operate under pressure and how they interact with others on a day to day basis?

Psychometric assessments can be an effective, unbiassed means to assist with identifying an individual’s potential, career derailer’s and development opportunities.

What are the benefits of psychometric assessments

  • Predict job performance
    – Recruit the best fit for positions and organisations
  • Evaluate career challenges
    – Find and develop performance challenges and gaps
  • Identify potential
    – Discover untapped or prospective behaviour for the future of the organisation
  • Leadership development
    – Strategic development for a smart and productive leadership
  • Holistic personality understanding and evaluation
    – Discover individual’s motivations, core values and preferred learning methods.

A study by Craigen in 2014 of 238 financial representatives yielded a significant correlation between particular personality traits, motivations and interests with job performance and long-term success.

In 2016, a study by Furnham, Humphries & Zheng of 3,581 participants determined that personality traits of successful sales people also had the potential to hold successful managerial positions. This study focused on motivations, values and development areas and among other findings, researchers found Bold, Colourful, Affiliation and Power values were all positively correlated with later success. All of these values can be indicated via psychometric assessments that Nurture HR Consulting are qualified and experienced in.

Personality factors influence organisational effectiveness in a variety of areas- ranging from organisational culture and leadership to selection and effective team performance. Effectively, psychometric testing can help avoid the waste of money, time and effort that are the by-products of poor selection procedures and unplanned development activities.

For further information on psychometric tests and how Nurture HR Consulting can assist with this please contact Eva and the team via eva@nurturehrconsulting.com.au.

References:
Furnham, A., Humphries, C. & Leung Zheng, E. (2016) Can successful sales people become successful managers? Differences in motives and derailers across two jobs. Consulting Psychology Journal: Practice and Research, 63, 252-268. DOI: 10.1037/cpb0000060

Craigen, K. A. (2014) Predicting job performance of financial representatives based on the harrison assessment talent management system (hats). The Sciences and Engineering, 75.

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