If you ask any member of an organisation, at any level, no one wants to be micromanaged; however, enforcing conformity is basically the same thing. It dis-empowers, discourages and demotivates even the best employees. The best Leaders empower their people, create an inclusive culture and engage in open communication provides giving their team a choice on how they complete their work.

Call it Rest & Recuperation or Rest & Relaxation, R&R should be as important to a Manger/Leader as any other part of the employment agreement.

A staggering 60% of people do not take their Annual Leave each year. This has been a hard year. For many the juggle of home-schooling and work has just about broken us, for others loneliness and motivation has been the struggle. As we head into the festive season with a record number of Public Holidays here is a reminder why R&R should be important to you.

Covid was a huge catalyst in forcing companies to embrace a level of digitalisation (that otherwise may have taken them another decade to get on board with).

And it is a sad truth, but HR has never been seen as the “data powerhouse” of an organisation. However, it is becoming increasingly apparent that if a data-first mindset is embraced, organisations have a huge opportunity to level up their proactivity and experience better-informed decision making.

Before you undertake an investigation have you ever thought “am I the best person to conduct this investigation?”

This is probably the most important question, and one that many organisations overlook. So how do you know when to engage an external investigator or keep it in-house?

While you should never dismiss your in-house capabilities, what needs to be established is if your capacity is suited to the investigation that needs to be undertaken.

Years of working collaboratively with business, and in-house teams, tells us that there are some core questions business should be considering to ensure that investigation gets the best possible outcome for all parties (including your internal investigator).

The last quarter of 2021 brought with it some employment changes that will affect your business and require some action to be taken.

On 10 September 2021 The Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 took effect;

On 10 September 2021, the Fair Work Act 2009 was changed to include miscarriage as a reason to access compassionate leave; and

On 1 November 2021, the final stage of Super Reforms – Your Future, Your Super commenced.

Find out about these changes that will affect you here.