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Inspire Success

Providing hints, tips and ideas that help you maintain high performing workplaces that are customer focussed and free of conflict

10 Questions to ask yourself about your Workplace Policies

Rae Phillips - Friday, May 29, 2015
When developing or reviewing a workplace policy, ask yourself the following questions to ensure that your policy includes everything it needs to:

  1. What is the policy’s purpose?
  2. What is the scope of the policy, i.e. what activities does it cover and who does it apply to?
  3. Are there any related policies or procedures that exist or are being developed? (If so, reference them.)
  4. What behaviour is acceptable under the policy? What examples and definitions can you include?
  5. What behaviour is unacceptable under the policy?
  6. Is any behaviour relating to the policy against the law? (If so, reference the related legislation and make it clear that legal action could be taken against any employee who engages in that behaviour. Don’t forget to mention any employee behaviour that you, as the employer, could be vicariously liable for.)
  7. What disciplinary action or performance management procedures will an employee face if they breach the policy?
  8. Who should employees contact with enquiries or complaints relating to the policy?
  9. Who has authorised the development of the policy?
  10. Are there any circumstances in which it will not be possible to follow the policy – if so, how will you respond?

Is this something that could be an issue at your place? Inspire Success is all about making HR SIMPLE - no matter what size your business is. Contact Inspire Success for further information or 1300620 100.

How to be SuperStream Compliant

Rae Phillips - Thursday, May 28, 2015
Be sure to be SuperStream compliant. 

If you’re an employer that has 20 or more employees, you should have started making contributions using SuperStream from July 1, 2014. You have until June 30, 2015, to ensure you’ve changed over. 

For small business employers, with 19 or fewer employees, your SuperStream soft-start begins on July 1, 2015, with one year to make the complete change.

This Employer Checklist makes a great guide to begin changing your super process, while the ATO’s SuperStream website provides plenty of information.

And don't forget that you should pay off whatever super contributions you owe prior to EOFY!

Is this something that could be an issue at your place? Inspire Success is all about making HR SIMPLE - no matter what size your business is. Contact Inspire Success for further information or 1300620 100.

FWC rules on how leave must be accrued

Rae Phillips - Tuesday, May 26, 2015
Looking at the Fair Work Act’s rules and requirements on leave for too long could give you double vision! On the one hand, the law says that an employee’s entitlement to paid annual leave accrues progressively during a year of service, according to their ordinary hours of work.

On the other hand, the National Employment Standards, the absolute bottom line of your employer obligations, talks about annual and personal/carer’s leave in terms of weeks and days. So what happens if your employees work long or unusual shifts? If an employee takes leave on a day where they would have usually worked 10 hours, is that a day’s less leave – or is it 10 hours’ less leave

The decision, RACV Road Party Service Ltd v Australian Municipal, Administrative, Clerical and Services Union (2015), confirmed that for the purposes of paid leave entitlements under the National Employment Standards, any references to a ‘week’ or ‘day’ of paid leave are understood to be an entitlement to be absent for 7 days or 24 hours respectively.

How the case came about
RACV, Victoria’s largest roadside assistance organisation, was in dispute with the Australian Municipal, Administrative, Clerical and Services Union (ASU) about proposed alterations to its enterprise agreement with employees. Specifically, the ASU wanted to maintain the agreement’s current system of deducting 7.6 hours for a day’s leave, regardless of the actual length of the shift worked. RACV wanted to deduct the actual rostered ordinary hours from the employee’s entitlement. 

Due to the RACV’s roster system, the length of shifts on rostered working days varied but was always more than 7.6 hours. So, for example, if an employee took a day’s leave on a day when they would have otherwise worked 10 hours, RACV wanted 10 hours to be deducted from that employee’s accrued leave.

What did the FWC decide?

RACV argued that because the Fair Work Act says that annual and personal/carer’s leave accrue progressively according to the ordinary hours of work, leave should be deducted on the ordinary hours of work. The FWC rejected the employer’s argument. It held that the National Employment Standards (NES) statutory provisions of the Fair Work Act do not express the annual leave entitlement itself in terms of an employee’s hours of work, but instead refer to days and weeks.

Additionally, they do not provide that annual leave when taken is to be debited by reference to ordinary hours of work.

According to the FWC, a week is not the simple aggregation of ordinary hours which an employee would have otherwise been rostered to perform during a seven day period, and should instead be given its ordinary meaning. Likewise, a day off work for annual leave is to be treated as a single day for the purpose of the NES leave entitlement, regardless of the hours that the employee was rostered to work on that day.

So what does this mean in practice?

This means that if a shift worker (as the employees in this case were) works 38 hours in four days in a week over the course of a year, they are still entitled under the NES to take a five week holiday or access 10 days of carer’s leave.

The reduction in an employee’s accrued NES entitlement to annual leave or personal/carer’s leave when the employee takes a day off work does not change depending upon the number of ordinary hours that would have been worked that day.

Any accrued entitlement is simply reduced by the amount of leave taken. If a week of leave is taken, the accrual of leave is reduced by a week, and if a day is taken, the accrual is reduced by a day.

Similarly, if an employee is granted 4 weeks’ annual leave it does not matter that one or more of those weeks would have contained a rostered day off-duty had the employee been at work and not on leave. The employee should still be paid his ordinary pay in respect of those four weeks.

The situation was different under the Workplace Relations Act which applied until 1 July 2009. Under the WR Act the entitlement arose in hours accruing with each four week period of leave.

Is this something that could be an issue at your place? Inspire Success is all about making HR SIMPLE - no matter what size your business is. Contact Inspire Success for further information or 1300620 100.

Thanks to Portner Press and the Workplace Bulletin for this article

Managing Workplace Misconduct

Rae Phillips - Tuesday, May 26, 2015

Workplace misconduct relates to deliberate or careless acts of unacceptable behaviour by an employee and Serious misconduct can disrupt productivity and cause lasting damage to your business.

We all know that you need to nip it in the bud swiftly but at the same time, you need to be careful not to jump the gun!

The first thing you can do to try and avoid acts of misconduct from occurring in your workplace is clearly outline the standard of behaviour and performance you expect from your employees.

This means implementing concise workplace policies as well as disciplinary guidelines to assist managers in dealing with difficult employees.

You also need to be prepared to investigate allegations of misconduct fairly as to minimise any legal risks.

Finally, you need to be 100% certain that misconduct is serious enough before you decide that it warrants disciplinary action or dismissal, if you don’t have sufficient evidence, you could have a fight on your hands!


  • Clearly outline the standard of behaviour and performance in your workplace policies;
  • Make sure everyone knows about the policies;
  • Investigate if there is a complaint.

Is this something that could be an issue at your place? Inspire Success is all about making HR SIMPLE - no matter what size your business is. Contact Inspire Success for further information or 1300620 100.

Which incentives are best for boosting productivity

Rae Phillips - Monday, May 25, 2015
An academic has found which types of pay have the biggest positive effect on employee motivation and productivity.

Professor Andrew Pendleton, from Durham University Business School in the UK, recently co-authored a paper on employee incentives, which set out to find which rewards had the greatest impact on company performance.

Based on the UK's national workplace survey, the research found that individual performance pay, or payment by results, is "not very effective", but neither is group payment by results.

Rather, "if you combine schemes, and particularly combining individual performance pay with profit sharing, the effect on productivity is greater than the sum of the individual effects of the two schemes", Pendleton says.

"There's a kind of multiplier effect. The argument... is that individual payment by results, although it can have strong incentive effects, there's often also some negative effects as well."

This is because people can be incentivised to focus on only one part of the job, and that might be to the detriment of relationships with their colleagues, or teamwork, Pendleton told HR Daily.

"We argue that adding something like profit sharing, which encourages teamwork, softens the negative effects of the individual payment by results. The good points of one scheme cancel out the bad points of another payment scheme."

Australian changes good for employers

Pendleton, who was in Australia last week to address a conference on the topic of employee share schemes, says proposed legislative changes that make it easier for organisations to offer share options to employees will help improve productivity and retention.

He says Australia has "a way to go" to catch up with best practice in countries such as the USA and UK, and outlined two types of schemes that have proven successful in the UK.

The first, Sharesave, or Save As You Earn (SAYE), gives employees an option to buy shares at their current value at some point in the future, and they enter a savings scheme to generate the money to exercise the options at that time.

When they get to that point – usually after three-to-five years – they can either just take their money out of the savings scheme; they can exercise the options, acquire shares and immediately sell them (usually making a gain); or they can use their savings to exercise the options and hold the shares.

Under the second type of scheme – a share incentive plan – employees can be granted free shares by their employer, or they can elect to purchase shares out of their pre-tax salary.

Productivity benefits

There's "quite a lot of evidence now" from the UK and USA that companies with employee share schemes perform better than otherwise similar companies without them, Pendleton says.

These companies typically have higher productivity, for a number of reasons, he says.

"One is that the research evidence shows that companies with share schemes have lower employee turnover, so they save on hiring and separation costs. And there's also some emerging evidence that companies with share schemes are more likely to do more training of their employees, so they're generating better quality employees."

How to encourage participation

Pendleton says not everyone wants to participate in these types of schemes – generally only about 25–30 per cent of employees take part.

Participation is lowest among the youngest employees but increases as they get older, before plateauing when workers are about 55 years of age.

Similarly, salary level has a big influence on scheme participation, where "the more you earn, the more likely you are to join", Pendleton says.

But aside from the individual characteristics affecting participation, employers can influence involvement.

"The message that comes out pretty clearly is that the more communications a company does, the more likely people are to participate. That figures: the more information companies are pumping out to employees, the more employees come to trust the company and trust the scheme and feel they know what they're getting into," Pendleton says.

And using communication to raise participation among younger workers helps create more financially stable employees – Pendleton has found that for many young workers these schemes are their only form of savings, and about 50 per cent say that if the scheme wasn't there, "they would spend the money rather than saving it".

Is this something that could be an issue at your place? Inspire Success is all about making HR SIMPLE - no matter what size your business is. Contact Inspire Success for further information or 1300620 100.

Coalitions budget changes to the paid parental leave scheme

Rae Phillips - Monday, May 25, 2015
What the Coalition’s budget changes mean for your business’s paid parental leave scheme

There was a significant change to paid parental leave (PPL) announced in this month’s Federal Budget but it wont affect everyone.

The changes that Treasurer Joe Hockey announced will certainly affect employees – but for better or worse, they’re not actually changing your administrative obligations under paid parental leave.

The key issue is that access to the public PPL scheme is changing.

Currently, mothers earning up to $150,000 per annum receive $11,500 of taxpayer-funded paid parental leave. This is equivalent to 18 weeks at the national minimum wage rate.

Some businesses top this scheme up by paying an additional amount of paid parental leave to their employees. The government isn't happy with this 'double dipping' and has changed the entitlements accordingly. 

This means that entitlement to the public PPL scheme will be reduced, or cut off entirely, depending on what an employee already receives from her employer.

Here's how it works:

  • If you have no employee PPL scheme of your own, then nothing much changes. Your employees will go on parental leave, and receive their public PPL entitlement of 18 weeks’ leave as usual.
  • If you have an employee PPL scheme of your own that is less generous than the $11,500 the government provides, then the government will only ‘top up’ what the employee receives to a maximum of $11,500.
  • And if your employee PPL scheme matches or is more generous than the government’s scheme, then your employees will not be able to access the government entitlement at all.

It is estimated that some 80,000 female employees will lose some or all of their Commonwealth leave payments under the changes. It’s also estimated to save the government nearly $1 billion over the next four years, and changes would take affect from 1 July 2016.

Here at Inspire Success, we estimate that many employers will make changes to their PPL schemes, or not increase their schemes as they had intended. What will your business do?

Is this something that could be an issue at your place? Inspire Success is all about making HR SIMPLE - no matter what size your business is. Contact Inspire Success for further information or 1300620 100.

4 Ways To Innovate Your Hiring Process in 2015

Rae Phillips - Saturday, January 17, 2015
The rapid adoption of cloud computing, social media connectivity and always-on mobile access continue to fundamentally change how businesses and individuals interact. With the newer paradigms becoming more prevalent and mainstream, many industries are realizing that traditional hiring methods are quickly becoming irrelevant and ineffective. Employers must get creative and innovative with their recruitment activities. 
But there is something else, in this time of a skills shortage, we must understand the perspective of the talent. The talented employees, the ones we all want, understand and fully utilize these fast paced times. They know there is a talent shortage. They are willing to accept a new challenging job offer quickly. They look for opportunities to learn and grow. They understand their value to a prospective employer.

Here are our 4 Tops Tips to innovate your recruitment activities in 2015.

1. Get involved with Mobile and Social Recruiting

We exist in a world of constant social connectivity. With the multiple popular social media platforms available and constant access to mobile devices, people are always in close contact. Tapping into this medium is necessary to maximize the effectiveness of your hiring process and implementing recruiting software that uses a social recruiting component is an effective way to use this tool to your advantage. Creating an employee hiring process compatible with mobile recruiting opens up access to a global talent pool. Increase your exposure to quality hires and ensure that your business is considering the best people for the job.

2. Introduce an Employee Referral Reward Program

Our existing employees are valuable resources when it comes to prospective new hires. Existing staff members have already bought into the company’s values and goals, making it likely that they will only refer people that also fit. Implementing an employee referral reward program will provide an incentive for actively connecting with talent that can contribute to the overall aspirations of your business and its brand.

3. Get serious with your employee marketing and develop your Brand as an Employer

We know there is a talent shortage. The market is competitive, making it imperative that we to sell ourselves as a company. Competing for the best candidates revolves around creating an employer brand and this includes considering what it means to work at your place. Talented candidates want to hear about the mission of the job vacancy in the organization.
In order for employer branding to be effective, the hiring process needs to be a coordinated effort. Recruitment efforts should not be performed merely to fill or replace a position, but rather, should involve seeking the newest valuable member of your team.

4. Review outdated Recruiting Methods

The innovation of the recruitment process has to focus on 4 key success areas: mission of the job vacancy, key opportunities and tasks, simplicity of the process (including quick decision making) and human interaction during the hiring procedure. The old fashioned job description is useful; however, in its current form it is not the best tool for the recruitment of the talent. The talent wants to change the organization, bring a new product to the market. The talent understands that there are mission critical tasks, but they don’t want to be bored by a long list of duties and responsibilities. The innovative job description should show that there is freedom in how the work is done.

The key responsibilities should include the key tasks, which will lead to success. The talent doesn’t have to read and hear details. A talented candidate can speak about the high level plan during the interview and develop the detail when they come on board. The recruitment process has to be quick and uncomplicated. We introduce many additional steps to make sure that we hire the best talent, however when change is happening so fast, we must move quickly! At the moment we usually hire the most patient candidate.

Don’t involve so many people in the decision making process. The recruiter and the hiring manager should be responsible. The hiring manager has to bring challenging tasks as part of the process which justify their decision.

Finally, the automated recruitment process was introduced to make the process quicker. But talent doesn’t want to receive automated emails about the progress of their application! Recruiters should become human beings again. In these changing times, an innovative recruitment process is about a human touch.

Is this something that could be an issue at your place? Inspire Success is all about making HR SIMPLE - no matter what size your business is. Contact Inspire Success for further information or 1300620 100.

Making your place a Great Place to Work

Rae Phillips - Wednesday, September 03, 2014

What is a Great Workplace? 

What the employee wants

Having a list of special deals, discounts or benefits for your employees is not going to make a great workplace. We believe that it is the daily experiences and relationships that guide the employee perspective. 

Without doubt though, the key to the relationships is TRUST. So the employees need to trust the people they work for, be proud of the work they do and like the people they work with each day.

Our experience and many many years of employee engagement surveys show that trust is the defining principle of great workplaces — created by the credibility of the Leaders, the respect with which employees feel they are treated, and the extent to which employees expect to be treated fairly. Pride and a real connection other team mates are also important.

What the employer is looking for

It isn't rocket science is it? As employers, we want to meet the goals we have for our business. We want to do this with our employees who are focussed on giving their very best and who work together as a team to deliver great service to our customers. 

Great workplaces achieve organisational goals by listening to their people, inspiring them and by keeping in contact. They have employees who give their personal best because they are recognised individually and as part of a team, they grow in their roles and as people. And they work together as a team because they feel part of the business, celebrating and commiserating together.

Is this an issue at your place? Contact Inspire Success for a no obligation chat about the situation

Top 10 Tips for Motivating your People

Rae Phillips - Wednesday, September 03, 2014
Everyone is motivated by different needs but generally when people feel good about themselves, the work they do, and the organisation they work for, it is much easier to gain their cooperation. As a manager or owner, you have a fantastic opportunity to make a difference to how your people see their work with your business.
Here are my

Top 10 Ways to Motivate your People

– which will lead to improved performance, productivity and profit for your business.

1. Outline the job responsibilities and expectations

2. Ask what your people want from their work
3. Consider each employees situation
4. Treat them as individuals – but always recognise the team
5. Use flexibility wisely
6. Put money in its place
7. Involve staff in the decision making process
8. Get involved in their development
9. Make the hard calls
10. Recognise that motivation isn’t always the answer

Almost all employees want to do interesting work, secure a good salary and earn recognition for their contributions. But motivating employees takes more than money and an occasional “thank-you.” It requires a strategy tailored to each worker’s needs.

Outline job responsibilities and expectations. Make certain that team members know exactly what is expected of them and how their performance will be evaluated. Maintain high standards. By involving team members in establishing high standards of performance, you will build their pride and self-confidence. It has been shown time and again that setting high standards at the start improves staff retention and customer feedback.

TOP TIP: set up a comprehensive and practical induction process so that their Onboarding experience is positive. Check back after one week and one month to make sure that all is still okay.

Ask what they want out of work. Just knowing that their boss is interested in their goals will make them feel better about their jobs. It can be difficult to get a quick and accurate answer to this question, however. Some workers may say that they want to work on a prestigious project, for example, only to discover once they have been assigned to the project that it isn’t what they expected. Maintain an 'open-door' policy. Be approachable, available, and interested, not distant.

TOP TIP: have a communications system that allows you to sit formally with your people every 3 months for just 30 minutes. Give them opportunity to tell you why they are still with you, what needs to change and you should give feedback on what is working well and where the development needs are.

Consider each employee’s situation (age and career / life stage). There are exceptions to every generalization, of course, but workers nearing the end of their careers are often less focused on the next promotion than those who are just starting to climb the corporate ladder. Younger workers may also be less accustomed than older ones to waiting patiently in a job they don’t find interesting. Engineers are likely to be motivated by working on cutting-edge projects. On the other hand, sales professionals tend to use money as a way to measure how well they’re doing.

TOP TIP: your communications system is key here. Find out what is important to them and where you can, tailor their remuneration or recognition to suit them. Take their ideas on board and make changes where you can.

Treat them as individuals – but always recognise the team. Always treat people with respect. Be thoughtful and considerate of the person you are dealing with. Pinpoint each employee’s personality. Give recognition. Give appropriate praise and recognition for a job well done. Some people love public praise; others are mortified by it and would much prefer a sincere, in-person “thank-you.” Make sure you take this into account if you are planning a ceremony to give awards or other recognition. Be aware of the morale level of your team. Be sensitive to changes in morale. Know when and why it goes up or down. Develop a caring attitude. A good manager trains, develops, counsels, guides, and supports their team and be sure to listen. Always listen to and try to understand what people are really saying.

TOP TIP: use your 30 minutes every 3 months to provide feedback on their performance. Give very specific examples of where things are going well, or where a customer has made a positive comment and then also show examples of where improvement is required – comparing to the standards.

Use flexibility wisely. Allowing employees to telecommute some of the time or to set their own office hours can have big benefits. It makes employees’ lives more manageable — and it shows them that they are trusted. Still, as with other motivators, one size does not fit all. Some jobs simply can’t be done effectively outside the office. And some workers actually like going in to the office to escape the distractions of home or to preserve a line between home and work. Ask for suggestions. Be sure to invite new ideas from team members concerning work. Be willing to put good ideas into action by making changes.

TOP TIP: have standards set on how people work from home, or remotely. Conduct a ‘home office’ check to show your people how important safety is and that working from home is ‘still working’. Ensure that all equipment is signed off on a register and there are policies for use of equipment.

Put money in its place. How well does money motivate workers? The answer isn’t simple. An employee who demands a raise might really be unhappy because his or her suggestions are being ignored, for example. And surveys and experts offer different answers about how important money is, depending on how the question is phrased. Money has been described as “a baseline”: too little of it can make workers feel unappreciated and resentful. You don’t want compensation working against you as a motivator - employees don’t want to feel like their boss is taking advantage of them. However, motivation to work hard rarely comes solely from money. If your employees are being paid fair salaries and still seem unwilling to go the extra mile, throwing more money at them is unlikely to be the answer.

TOP TIP: have a transparent salary review process – when salaries will be reviewed, how increases will be determined, what – if any connection there is with a performance review. Be consistent and don’t deviate!

Involve team members in the decision-making process. Give them a share in decision making. If not deciding what is to be done, then how it is to be done, or when or in what way, by whom. Let their participation increase over time. Keep them informed about changes that can directly affect them such as policy changes, procedure or rule changes, product information changes, and performance changes. As you become more confident that they are making decisions as you would, hand over a little more!

TOP TIP: be consistent in the way you make decisions. Your people will learn from how you handle situations and slowly but surely have the confidence and competence to take on more. Give them feedback on their progress – and never get emotional if they make a decision you wouldn’t have!

Get involved in their development. When you ask your people what kind of work they enjoy, also find out about what they’re hoping to do in the future. Giving them opportunities to build the skills and make the connections they need to get ahead in their careers will build loyalty and motivation. It can be very important to keep learning new skills on the job. With people changing jobs more often than they used to and companies no longer promising long-term employment, younger workers in particular realize that continuing to learn is the way to stay employable. With an aging population in Australia, we need to look for ways of tapping into the vast knowledge of older workers, in a way that inspires and excites them too.

TOP TIP: include personal and professional development in your 30 minutes every 3 months. This coupled with a clear training and professional development policy will reinforce what training is considered the employees responsibility and where the employer is prepared to help – in on the job training, with time off or with costs.

Make the hard calls. Leaving non performers in the team can be one of the easiest ways to get the rest of the team off side. Employees with a bad attitude, who waste time, who are not punctual and reliable cause huge issues for morale and productivity. Issues should not be bundled up and delivered all at once – poor performance or poor attitudes need to be addressed immediately. Have performance discussions without delay and set the staff up for success – if they take the lead and improve, or if you help them to leave, your team will see that you are decisive and have shown true leadership.

TOP TIP: having standards for every position allows you to give feedback when they are not being met. Your 30minutes every 3 months allows you to give this feedback very directly before it goes off the rails. Use a very clear performance management policy and grievance or dispute procedure to show all employees what happens when the standards are not met.

Recognize that motivation isn’t always the answer. If your motivation efforts aren’t working, it may not be your fault. Not everyone can be motivated for a particular job or at a specific time. If an employee would really rather be doing something else, it may be best to encourage him or her to pursue something new. Remember that we are all motivated by different factors; find out what these are for each of your team and you will be on the way to creating a environment within which they can do their best work.

TOP TIP: applying some or all of our Top Tips will get you well on the way to setting up a motivating environment. Employees must bring their own motivation, however, so knowing when to stop trying can save much time, effort and money.

      Is this something that could help at your business? Inspire Success helps businesses get their systems right, right from the start. We specialise in setting up systems and providing support in an outsourced model. You only get us when you need us! 

      Give us a call on 1300 620 100 for a no obligation chat about your situation, or email

Getting HR Right in your Start-up

Rae Phillips - Friday, August 15, 2014

We see a lot of owners going into business without a clear understanding of the value and importance of the human resources strategy. It seems that most startups believe that HR only manages day-to-day activities and administrative duties that they, or other employees, could possibly manage on their own. Additionally, hiring an HR specialist is not viewed as cost effective. It is difficult for startups to justify hiring a non-revenue generating employee at an early stage.

As a result, the owner and their teams are burdened with tasks that take time away from core business, which ends up with a strained workforce, inefficiency, a high attrition rate, and possibly even legal ramifications. This is not the way to set yourself up to success!

Having someone who is completely focussed on the people plan will do wonders for getting your startup off the ground. HR is important for any company, particularly those in the crucial developmental stages. Why is it so essential? Below are just a few reasons why your business needs HR:

1. HR Supports Your Company’s Brand

It is imperative that you establish a supportive network of individuals with whom you trust. To add value to your company an HR specialist will need to understand the ins and outs of you and your company. One of their purposes is to support the attainment of your overall strategic business plan and objectives.

An HR Advisor can help you create and maintain a cohesive work environment from day one. They will ensure your employees embrace your company’s philosophy, strategy, and purpose and that anyone hired will be a good fit. 

2. Attract Great Talent With A Dedicated HR Department

When you have only a handful of spots to fill, you need to be sure you are selecting the right person for each job. Every person on your team plays a pivotal role in getting your business off the ground. They all contribute to its growth and development and in the end its success.

To ensure this, you need a HR Advisor who can focus on recruiting the perfect individual for each position when or before the need arises. This task is made all the more challenging when the company is a startup, not only do you have to find the right people, you have to inspire them to commit to a company that is not yet established and secure.

3. You’ll See Better Retention

As your company grows, employees need to be kept happy, engaged, and productive. You want to keep good people around you. This will reduce recruitment and training time and cost.

During periods of growth, inevitable challenges and conflicts will arise. An HR Advisor is trained to identify, resolve, and restore employee relations matters. They also work with the operational teams to set up feedback mechanisms, incentive programs, salary reviews,internal promotions and leave.

4. HR Can Help Sustain And Improve Your Company

A HR Advisor should be tasked with developing a suite of policies and processes to help things function at the business. They can also work with the operational teams to create structure with standard operating procedures. Even with a small team, organization goes a long way. Additionally, the more your company expands, the more the business model must be able to work without the owner.

5. Compliance Is the Framework

Right from the start, owners need to be aware of the laws in place that  affect the business and their employees. As the company grows, the more confusing legislation related to employees and workplaces can be. These requirements are not optional, they must be set up and managed effectively. 

With out a HR Advisor to lead this process, ongoing issues could cause distraction in the business, impact productivity and result in payments to employees or fines.

Is this something that could help at your business? Inspire Success helps startup businesses get their systems right, right from the start. We specialise in setting up systems and providing support in an outsourced model. You only get us when you need us! 

Give us a call on 1300 620 100 for a no obligation chat about your situation, or email

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