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Success through coaching. Become a coaching driven organisation!

Success through coaching. Become a coaching driven organisation!

Adopting a coaching culture can improve performance, enhance retention and enable success and greater outputs for all involved.

Make your organisation a coaching a culture today.  ASK YOURSELF?

>> What are the benefits to becoming a coaching culture?

  • Builds new skills faster and facilitates pride and confidence in one’s work
  • Fosters trust with line managers and insights a belief in them that the organisation values them
  • Staff become more motivated and accompanying work is of increased quality and efficiency
  • Induces a knock-on effect, staff begin to coach each other
  • Encourages increased learning, team bonding and efficiencies
  • Better buy-in and acceptance from staff on organisation’s vision

>> How your organisation can adopt a coaching culture?

  • Start a conversation with your staff
  • Identify, select and develop internal and / or external coaches
  • Develop a framework on coaching
  • Upskill leaders to coach their staff
  • Be consistent and continual in measuring and evaluating its impact
  • Develop strong communications both verbally and digitally to engage staff

For more information around becoming a coaching driven organisation for the future, please contact one of our team members at Nurture HR Consulting by emailing info@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

Staying abreast of technolgy

Staying abreast of technolgy

Following the 2017 Budget, the announcement of a $100 million fund being pumped into the automotive supply chain business has hit like a thunder bolt.

This funding assistance for the car manufacturing industry will assist manufacturing organisations to increase technology skills across their workforces in preparation for changing careers.

Fostering technology skills can be actioned over the entire employee life-cycle to ensure relevance and success for future growth and sustainability, both for the employee and the organisation.

What are some of the things organisations can do to foster skill increases in technology?

  1. Learning culture – Foster a learning culture where employees understand the need to continually learn to remain abreast of industry and technological advances.
  2. Broader skill range – Create a broader skill and experiences range to ensure employees are able to adapt and embrace changing technology demands as required.
  3. Multiple minds – Encouraging and rewarding a diverse range of mindsets, decision making can assist with generating a greater suite of ideas and suggestions to drive the organisation forward through the embracing of new and improved technologies.

For more information please contact a member of the team at Nurture HR Consulting. www.nurturehrconsuting.com.au

Flexible Working for Males in today’s society: Embraced or Mocked!

Flexible Working for Males in today’s society: Embraced or Mocked!

In today’s society, both male and female employees want to juggle their caring responsibilities to maintain work life balance and overall wellbeing. Long held gender stereotypes that are gradually changing, are making it difficult for males to access flexible working.

Despite many organisations promoting flexible work practices, there is a comparatively low take up of flexible work options by males. Recent reports also depict that flexibility does not appear to be as readily available for men as women for example:

  • Men are twice as likely to have requests for flexible hours knocked back as women (ABC News Report, 2016), and
  • Women who have access to flexible working are more inclined to move into senior positions, whereas men who opt for flexibility are less likely to receive the same treatment (News.com., 2016).

These studies represent a growing concern for males in Australian organisations who may be susceptible to stereotyping and discrimination and alert organisations to re-think their actions when approached by their male employees for flexible work arrangements.

So how can an organisation increase the uptake of flexible work practices by males:

  • Create a culture where it is safe for both males and females to access flexible work practices,
  • Educate senior leaders on the benefits of flexible working for both males and females – such as higher levels of employee wellbeing, engagement and productivity,
  • Address stereotypes that caring responsibilities are a female’s domain,
  • Educate that taking time out for caring responsibilities does not mean an individual (whether they be male or female) is not career focused and
  • Share stories about individuals whom have taken up flexible work practices to encourage others to also partake in such practices.

For further information on encouraging flexible work practices, please contact the team at Nurture HR Consulting www.nurturehrconsulting.com.au

ABC News. (2016). Men twice as likely to have flexible work hours’ requests knocked back:
study. Retrieved from

News.com.au. (2016). Why the flexible work dream is out of reach. Retrieved from

Diversity in the workplace – a conundrum or a reality!!

Diversity in the workplace – a conundrum or a reality!!

“Australia’s population grew by 1.4% during the year ended 30 June 2016; of this, natural increase contributed 46.1% whilst overseas migration contributed 53.9% respectively to total population growth for the year ended 30 June 2016. ” ( ABS, June 2016).

Given these demographics, organisations will be need to utilise a diverse workforce to optimise employment opportunities as we head into the future.

To foster a more diverse organisation, please refer to the suggestions below:

  • Develop a hiring strategy to increase workforce diversity,
  • Explore and extend your talent searching opportunities to capture candidates from a more diverse background pool,
  • From the outset, create a captivating job advert, which is culturally sensitive and attracts candidates to a highly diverse organisation,
  • Be willing to invest time in recruiting candidates from Non-English speaking backgrounds,
  • Put measures in place to ensure a skilled older workforce is working alongside unskilled employees to obtain that knowledge and make provisions for knowledge to be retained within the organisation,
  • Develop retention strategies for the older workforce to try retain them for as long as possible within the organisation,
  • Develop succession planning to ensure employees are afforded opportunities to be promoted and developed which will assist with retention,
  • Develop an employee referral scheme to attract candidates,
  • Provide diversity training in your workplace and
  • Offer other benefits such as willingness to accommodate cultural and religious practices.

Through the nurturing of diversity, organisations will be better equipped to deal with the challenges faced, retaining a skilled and effective workforce on and into the future.

For further information on fostering diversity, please contact Eva and the team at Nurture HR Consulting.

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