Men’s Health Week is about making a positive difference in the lives of men and boys throughout our community by raising the profile of men and their health needs around Australia.
To demonstrate your support to your workforce some of the following activities could be incorporated into your working day to really set the mood for this extremely important and relevant cause.
organise a display of resources for your workplace
encourage and foster healthy conversations / activities and food options within the workplace
This Men’s Health Week is all about seeking opportunities to engage men in our community and encourage healthy conversations to ensure the wellbeing of our colleagues, family and community members.
As consultants we are often asked to develop change programs and or assist with major change initiatives, however often we see that some organisations aren’t ready for change.
Please refer to the below to determine if your organisation is ready for change:
If your organisation is committed to the above, your organisation is ready for change.
For expertise on managing change effectively please contact one of our team members at Nurture HR Consulting or email info@nurturehrconsulting.com.au
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.
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.
Having recently attended a workplace currently in the process of transitioning to automation it struck me that never has the need to remain abreast of industry changes been more paramount if one is to stay current in the workplace.
For employers, it poses two questions – how does an organisation continue to attract employees to an organisation facing automation and secondly how do employers maintain and motivate workers during the period of transition? A time when employees themselves see that the roles they currently occupy may in the not so distant future exist.
For employers, now is the time so start planning for the transition by:
Creating a high-calibre process during the recruitment phase, make it a standout to really solicit candidates. Remember you have to really sell the journey and support to the individual
Developing a clearly defined pathway and development plan for newcomers to the organisation, demonstrating the transition. If there is a clear vision for the employee with stability, they will be more inclined to continue on the journey
Ensuring regular catch-ups are arranged with the employee and a mentor to ensure they are motivated and content in their role and their career pathway is being monitored effectively
Conducting a skills gap analysis and make provisions for training opportunities to assist advancement of their career within the organisation and the employees position, keeping them interested and refreshed
Seeking alliances with industry groups and training organisations such as TAFE and universities
Encouraging employees to undertake online part-time courses to build on their soft skills; frontline management, negotiation, leadership and/or IT skills, whilst still continuing to work
Utilising social media platforms; LinkedIn, Twitter, Facebook, etc. to remain abreast of changes and understand what other organisation’s are implementing.
If employees know that you are invested in them and making efforts to facilitate their career pathway there will be a much greater inclination to stay with the organisation, thus improving retention overall.
