The future of Long Service Leave is a hot topic with our Consultants and we would love for you to weigh in.

The Australian workplace has changed dramatically, and while workers 50 years ago might move jobs just once or twice in their career, new workers are predicted to have 18 jobs across six careers in their lifetime!

Millennials and Gen Z prioritise flexibility, work-life balance, and professional development - and if they aren’t happy, they will go somewhere else.

Is it time to start thinking about how we reward performance at the 2-5yr mark, rather at tenure at 10 years plus?

From school through tertiary studies and into the workplace, being part of a team is inevitable. Teams provide the opportunity to learn from others, have fun, gain support and collaborate, but teams can also cause conflict, friction and be difficult to be part of. Managing, and being part of, a team would be easy if everyone within the team performed the tasks expected of them without fault.

Whether the team is small or large, it will no doubt encompass individuals from diverse backgrounds, with equally diverse skillsets. The key is to identify these skillsets and maximise their use within your workplace.

Flexibility in the Workplace has always been a plus for any employer/employee relationship, but did you realise it is also a requirement? Changes to the Modern Awards means that employees must offer Flexible Work Arrangements to employees who meet certain criteria.

Chloe Blake has spent two decades working in Human Resources and Leadership Development, across a range of industries. She is a Certified Organisational Coach, a Mental Fitness Coach with Positive Intelligence, an Accredited DISC Advanced ® Consultant and works within the coaching principals of the International Coach Federation (ICF).

She partners with leaders to deal with what can be complex and emerging challenges and works with people to ensure that they are able to perform at their best and are confident to deliver.

If you would like to know more about Chloe’s work or you would like have a chat about the way she works and what she can do to support your business visit: www.chloeblake.com.au

Change. There are few words that generate as much emotion, both positive and negative, particularly in the workplace. So why is change so emotive and why is Organisational Development so important in a chance context.

Managers often assume that the absence of resistance when undertaking organisational transformation is a sign of a healthy culture. However, an environment where employees are unwilling to voice their thoughts or opinions may indicate underlying issues within the team.

Trust. In relationships, in life, and in business…it is so important. We use it when we are hiring, promoting, and terminating. But when we do Performance Appraisals, and we give feedback how do we measure it? It is a feeling, an instinct, can we even measure something like trust? Well, we would say…YES!

The realities of managing a small business can be overwhelming. Some of the most common struggles that small businesses face include: a lack of time, finding good employees that fit your business culture/values, and an inability to balance business growth with product/service quality.

At FiveSeven we have been there; we have done it. We understand that HR is not at the top of the priority list for most small business managers/owners. However, as a small business manager/owner you often play the role of your own Human Resource Manager and there are some significant benefits in refocusing and revaluing HR.

Providing employees with a competitive remuneration for their time is no longer enough. To complete with similar organisations for the best talent, build strong company culture and create a sense of social cohesion between co-workers’, organisations need to consider and explore opportunities for professional development.