New paid family and domestic violence leave comes into effect

Culture

The Value of Upskilling for Small Businesses

Beyond maximising on a workforce’s capabilities, upskilling offers other valuable benefits. With a job market that’s more competitive than ever, offering upskilling and professional development opportunities is an effective way for businesses to stand out from the crowd. In this blog, we’ll explain what upskilling is, why it’s important, and how can you use upskilling programs to optimise your current workforce and attract top level talent. What is upskilling? Upskilling is a workplace initiative that provides employees with training programs and development opportunities. Upskilling focuses on expanding an employee’s capabilities, with the aim of closing skill gaps in a business. Companies upskilling employees tend to focus on two core categories of skills: Technical skills- Also referred to as hard skills, technical skills involve the specialised capabilities needed to perform job-specific tasks. Examples of hard skills include software engineering, graphic design and project management. Soft skills- Soft skills complement technical skills and often revolve around an employee’s personal attributes. These include communication skills, listening skills, critical thinking, presenting their ideas and their ability to collaborate. How can businesses upskill their employees? There are many initiatives businesses can implement to help employees develop the new skills they need to thrive in their role. Upskilling opportunities can take the form of: Internal training programs- Most companies will offer some kind of formal internal training. This can be completed in person or online via a learning platform. At the very least, the induction process for new staff should involve basic training addressing the company and role. Ideally, your upskilling strategy should focus on long-term professional growth and responding to your industry’s changing skills needs. Funding for external training – When your company is not able to upskill an employee internally, you have the option to approve funding for them to attend relevant courses at external educational institutions. If time and travel is an issue, online courses are better than ever and offer industry-approved qualifications. Mentorship programs – This is one of the most effective ways to capitalise on the existing skills within your business. By having inexperienced staff learn from employees with advanced skills, you can build your business’s capabilities and the bond between your employees. The importance of developing new skills Beyond individual businesses striving to nurture talent and remain competitive, there is a much broader reason why upskilling has become so important in the modern workforce. The global economy is now facing an urgent challenge – how can we equip employees with the skills needed to drive the industries of the digital economy forward? If businesses don’t act immediately, the skills gap will widen considerably. Small businesses and professional development As a small business owner, you may have limited resources and finances for upskilling efforts. You can’t compete with multinational companies with large budgets for upskilling and reskilling. How can you ensure you don’t lose out on talented employees? Know your strengths – What can you offer employees? If you work in retail, consider letting your employees shadow other team members from different departments. As a small business owner, you can host workshops and training sessions for employees on different topics without too much expense. Support your employees – If your employees want to upskill at their own expense, be supportive. Offer them flexible working arrangements to help them balance completing the course with their work commitments. Be prepared – You need to be prepared for the potential hurdles you may face. How can you handle excess workloads if an employee chooses to enrol in a course or studies alongside completing their job? Is upskilling a necessity or luxury? Stay ahead of skills trends – Figure out what existing skills you have in your business and what you need. This will help you to plan your upskilling strategy and allocate your budget for maximum impact. The need for digital upskilling The shift to online living throughout the pandemic led to surging demand for workers with a digital skill set. This trend is unlikely to change, with new technology constantly creating an additional need for up-to-date skills. With the digital talent gap, the current demand among employers for digital skills heavily outweighs supply.This means employees are keen to sharpen up their digital competencies and plug the skills gap. In fact, most will consider leaving a company if they don’t receive the professional development needed to thrive in the digital age. Upskilling programs and improving employee engagement Modern employees no longer want to upskill only on a basis of need. Instead, many workers are motivated by the concept of constant development and lifelong learning. Learning new skills not only enables employees to excel in their current role, but also allows them to remain competitive long-term. Constantly adding to their existing skill set is the most effective way for them to future-proof their career against changes in the industry. Employees who aren’t offered enough opportunities to develop new competencies may begin to feel stagnant in their role and could eventually seek out a different job that offers more scope for career development. Offering your staff plenty of upskilling and training opportunities shows your dedication to their career progression, which in turn can improve employee engagement and employee retention rates. Takeaway Ultimately, if you want to attract, develop and retain the best talent, you’ll have to offer upskilling and professional development opportunities. If your business doesn’t give employees the chance to develop new skills, they are likely to seek out other job opportunities that offer better prospects for long-term growth. If you’re unsure about the opportunities you offer, it might be time to talk to your employees and establish if their ambitions are being matched by your professional development programs. Depending on the feedback, you can review your upskilling strategy and help staff develop the skills they need to grow your business. For you and your employees, it will be a win-win scenario. Upskill your HR and WHS with Peninsula Stop relying on internet templates and Google to help sort out your HR and WHS. Peninsula offers customised solutions and advice for your business at an optimum price. Call our advice line on 1300941893 today to get all your questions answered.

Culture

The Importance of Soft Skills in the Workplace

The modern workplace is more demanding, complex, competitive, collaborative and diverse than ever. For an employee to thrive under today’s conditions, they need the right balance of hard and soft skills. Hard skills are learned abilities that are acquired and enhanced through experience, practice, repetition and education. While they have always been essential, currently the demand for soft skills is on the rise. What are Soft Skills in the Workplace? Soft skills are difficult to visualise, given that they cover those intangible skills such as leadership, collaboration and communication. Many define soft skills as those innate human behavioural skills that combine interpersonal, situational and emotional abilities that help employees cope with the complexity and unpredictability of the modern workplace. In the past soft skills may not have been explicitly mentioned in the job ads but the importance of soft skills was always acknowledged, especially among those earmarked for promotion or management. Soft skills encompass emotional intelligence, which is critical when dealing with colleagues in stressful situations. The reasons soft skills are important in specific workplaces are many, such as demonstrating: How well an employee can fit into a group dynamic An indication of relationship building, be it with colleagues or clients The ability to grow a professional network The ability to accept and implement feedback, as well as look for ways to improve Attention to detail, time management and the ability to delegate prove employees are a reliable resource Initiative and motivation Leadership capabilities Why is it Important to Have Soft Skills? The importance of soft skills grows every year. Despite the rise in automation and artificial intelligence meaning more and more tasks are becoming automated, people are still required to problem solve, innovate, manage conflict, and interpret and make decisions based on information. Without the ability to work together in a cohesive team, utilising soft skills like creativity and innovation along with technical skills, your organisation is either not going to be competitive or effective. In a rapidly changing work environment, being able to cope with change is paramount, and that’s when soft skills come to the fore. Being able to adapt and demonstrate agility are the hallmarks of successful organisations. Top 10 Soft Skills to Look Out For There are as many soft skills as there are innate human behavioural skills, but the top ten soft skills that employers should look for are: 1. Communication Skills Either oral or written, being able to communicate with clarity is vital to ensure effective interactions with customers and colleagues alike. Some examples of the benefits of an able communicator include: Clarity of messaging Confidence Demonstrating empathy Being able to actively listen to others Providing constructive feedback in a tactful way Being perceived as friendly and approachable is also an important skill to have in the workplace. 2. Teamwork Teamwork skills allow employees to operate in a group setting, quickly and effectively accomplishing tasks. Some examples of teamwork-related skills include: Conflict management Delegation Active listening Collaboration Idea exchange Negotiating 3. Adaptability Adaptability demonstrates an employee’s ability to embrace change – particularly important in fast-paced or constantly changing work environments. Some examples of adaptability include: Curiosity Decision-making Calmness Open-mindedness Critical thinking and analysis 4. Problem Solving Problem solving abilities use analytical and creative thinking to find solutions. Types of problem solving skills include: Lateral thinking Logical reasoning Initiative Conflict resolution Negotiation Decision making 5. Creativity Even though a broad type of soft skill, creativity is vital in developing innovative solutions to problems. Types of creative skills include: Problem solving Inspiration Imagination Insight Innovation 6. Work Ethic Work ethic is a soft skill that proves dedication, both to your organisation and to employee’s own career. This, in turn, can indicate an employee’s seriousness to the longevity and viability of their own career. Soft skills examples related to work ethic include: Integrity Responsibility Discipline Dependability Commitment *7. Interpersonal Skills * Interpersonal skills are vital, as they’re used every time employees interact and communicate, either with co-workers or with management. Examples include: Empathy Humour Mentoring Patience Tolerance 8. Time Management Time management skills are vital to a business working efficiently and productively. Employers know time management skills are important to ay well run business. Some time management skills are: Goal setting Prioritising Self-starter Focus Stress management 9. Leadership Leadership enables employees to guide others while achieving your business goals. It is critical for business success. Leadership skills include: Project management Empathy Conflict resolution Selflessness Agility Cultural intelligence 10. Attention to Detail Attention to detail means employees will be both thorough and accurate in their work. Some skills related to attention to detail are: Critical observation Organisation Scheduling Memory Acuity This blog has been compiled on the basis of general information current at the time of publication and reflects an opinion only and is not intended to provide anything other than an opinion at any time. Your specific circumstances as well as any changes in circumstances after publication may affect the relevance, completeness or accuracy of this information. To the maximum extent permitted by law, we disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, currency and reliability of the information on this website, and to seek professional advice where necessary. Nothing contained on this website is to be interpreted as a recommendation to use any product, process or formulation or any information on this website. For clarity, Peninsula does not recommend any material, products or services of any third parties.

Culture

Five Strong Reasons to Consider an Office Christmas Party

It has been a challenging year for many businesses and employers. You may wonder if it’s even worth hosting an office Christmas party. The answer is a resounding yes. The idea is to use this opportunity to reflect on the year that has been and encourage your team to end the year on a high note. If planned efficiently and safely, it can be an excellent team-bonding tool. There are several benefits of hosting a Christmas work event. Improves employee retention Studies have shown that employees who felt their Christmas Party was a success were more likely to stay with the company for longer. Making the time and effort to celebrate your team and their hard work goes a long way toward making them feel appreciated. They feel included and respected. Data has revealed that employees who had a great time at the Christmas party were 96% less likely to resign the following year. These parties and events allowed them to engage with the team informally, build interpersonal relationships, and network with their managers. Builds team culture We spend 40 hours or more in the office every week. If your working relationships are toxic or the team culture is unpalatable, then you will not be able to succeed or focus on work. Gallup conducted a study about employee engagement and team culture that discovered that highly engaged business units achieve a 20% increase in sales. Simply put, a team culture that engages employees produces better results and improves productivity. Employees with strong social ties with their co-workers are also likely to stay with the company longer. Use the end-of-year party to build and improve your team culture. Christmas parties provide your employees with a chance to collaborate and connect on a personal level. If you have different departments, foster inter-departmental relationships or collaboration. Some opportunities to build team culture: Decorate your desk/area competition A potluck lunch where employees bring different Christmas foods and snacks Team activities and games Performance recognition Employers that recognise and value high-performing employees see better business outcomes. It’s the end of the year, the team has completed several projects, ticked off milestones, and worked hard to be in their roles. If you recognize this during office Christmas parties, it will motivate them. Public awards and recognition inspire employees to achieve more in the year ahead. These awards don’t need to be monetary. They can recognize values, commitment, and attitudes. Social networking Christmas parties are a perfect way for employees to have fun. Having a good time at the office Christmas party can impact employee moods profoundly. It makes them happy, and happy employees are productive employees. They can also network socially with other employees, supervisors, and managers. Nice way to end the year Public holidays can be a tough time for businesses. It can get really busy leading to overworked and burnt-out employees. If you have an end-of-the-year- party or office Christmas party, this will be a positive note to end the year on. It will give your employees time off and reduce their stress. Be merry and safe While Christmas parties lead to employee engagement, you should remember that you have a duty of care toward your employees. SafeWork NSW says that the potential for injury is increased during Christmas. When it comes to Christmas parties, even if an event is held outside of working hours and the workplace, you can still be liable. You should specifically communicate all expected standards of behaviour to employees including responsible consumption of alcohol. Avoid holiday headaches with Peninsula Peninsula has worked with 30,000 business owners across Australia and New Zealand. We have helped employers like you manage employees and understand their duty of care. Call our team on 1300209579 today to get all your tricky questions answered.

Culture

Marketing 101: A Handy Survival Tool for SMEs

Before the pandemic, just 0.2% of the businesses fell outside the small business sector. 66% of employment was accounted for small to medium-sized enterprises (SMEs) and it made up for half of all value added to the economy. Amidst the doom and gloom of a global pandemic, this is the silver lining we desperately need. How do we ensure that we foster small businesses and give them all the tools they need to thrive? How can SMEs specifically stand out and attract talent? And the answer is Marketing. Let’s find out how. The future is small business Research has shown that the small business boom in Australia has no signs of stopping. It is projected that up to 3.5 million small businesses will be registered by entrepreneurs in the next decade. These businesses (small to medium enterprises, or SMEs) will add up to $60 billion per year in value by 2031. They will support 1 million Australian jobs, making up close to 6% of the labour market. These numbers are a ray of hope and an indication that we are in the right direction. However, there are still some ways to go. The current reality looks completely different. There is a global skill and labour shortage. Almost 38% of business owners have said the labour shortage is going to have a significant impact on their business over the next three months. Hiring and retaining staff remains a challenge and an obstacle that prevents SMEs from growing successfully. With every challenge, there is an opportunity to pivot. SMEs can use this opportunity to take a step back and see how they can extract the best talent from the existing labour market. What tools do they have at their disposal? Marketing as a survival tool Human Resources (HR) is struggling to evolve. The same old approach of templated job descriptions, extensive and irrelevant interview processes, standard interview questions, and a failure to adapt has not helped HR. There are no disruptions or innovations, every recruitment campaign or process involves the same steps and fails to understand that employees now have the choice of their jobs at their fingertips. Why should they work for you? Employees are looking for flexibility, work-life balance, mental well-being, and purpose-driven roles. By integrating a marketing-based approach in their recruitment and retention, SMEs can attract the required talent efficiently. Basic marketing principles Marketing and HR rely on the same strategies. Media coverage, promotions, advertising, and other marketing initiatives serve a dual purpose by attracting talent and attracting new customers. Making a good first impression We all know the power of first impressions. SMEs can take a leaf out of marketing’s playbook. By developing and promoting a company’s values internally, they can create an authenticity that employees value. Marketing is the first gatekeeper for a company, it defines the company’s value proposition and sells it across various channels. That’s how HR should be. It should focus on creating a first impression on potential candidates. This can be done by: Consider the job title being advertised. Is it accurate? Does it reflect all the expected duties and responsibilities? Does the salary meet industry standards? Write the job description and ad practically and thoughtfully. Why should an employee apply for this role? Are you offering actual value and purpose to them? Maintain consistency across all advertising channels. Is your recruitment strategy aligned? Location matters Any marketing message is more about where it is placed rather than what it says. SMEs could use this strategy for hiring employees. Is LinkedIn your best bet to attract new candidates? Are you leveraging all your strengths? Most employees do considerable due diligence when applying for a job. They visit websites, and company social media platforms, and learn about their future employers before applying. The location of your visibility will also determine the quality of your candidate. Think carefully before you place an ad or a recruitment message on any platform. Retention Customer retention and employee retention have parallels that are worth noting. The first 90 days are critical in retention. If a customer is happy and satisfied for 90 days with a product or service, they will tend to stick with the company. The same goes for an employee. The first 90 days are vital when employees decide if they want to stay in the role. SMEs can create an experience that focuses on making employees feel valued and accomplished. This will also avoid ‘shift shock’ as employees experience it. Shift shock is that feeling when you start a new job and realize that the position or company is very different from what you were led to believe. A survey conducted on Gen Z and millennial candidates revealed that more than 72% of employees have said that they have experienced shift shock. Those surveyed further admitted that 41% would quit a new job within the first two months if they experienced ‘shift shock.’ The message for SMEs and business owners is they can no longer rely on old and outdated HR models or approaches. They must adapt and seek disruptive ways of marketing themselves and their jobs to take advantage of the labour market. Level up your HR and WHS Peninsula works with business owners and employers, helping them sort out their HR and WHS obligations and duties. Our goal is to empower small to medium sized businesses in Australia and ensure they get tailored advice that works for their situation. Call us on 1300789186 today to learn how we can help you.

Culture

Age Diversity in the Workplace: Solving an Age-Old Problem

For businesses that harness the power of age diversity, having employees of different ages is a source of strength. Explore what workplace age diversity is, its benefits, and the steps you can take to turn your workforce into the perfect mix of generational talents. What is age diversity? The term age diversity refers to the acceptance and celebration of people of different ages. This involves promoting equal opportunities for a full spectrum of people, regardless of how old or young they are. The word ‘diversity’ is readily associated with nationality, ethnicity, religion, sexuality and gender, but age is every bit as important when it comes to creating a fair society that treats people evenly. The growth of age diversity relies on: Changing the way people think about different age groups, removing unreasonable assumptions and prejudices. Taking practical steps to ensure that society is inclusionary and offers equal opportunities to people of all ages. Why is age diversity in the workplace important? Research by the Australian Government has shown there is a direct relationship between greater workplace diversity and increased business performance. It comes as no surprise that building an age diverse workforce is a powerful enabler of productivity. Embracing both younger and older workers creates a positive, inclusive culture, empowering a range of people to contribute their unique skills and perspectives. Additionally, there is the ethical importance of promoting age diversity in the workforce. Modern day businesses are responding to the need to support equal opportunity and hire employees based on merit, rather than assumptions about personal attributes. What does age diversity look like in the workforce? Believe it or not, there will be many workforces in Australia in which five generations of employees work side-by-side. Generation Year of birth Employee age range in 2023 1st Generation Baby Boomers 1946 – 1954 69-77 2nd Generation Baby Boomers 1955-1964 59-68 Gen X 1965-1980 43-58 Millennials 1981-1996 42-27 Gen Z 1997 to present 15-26 By now, you might be wondering what a workforce with such a mix of age groups would look like. Imagine a workforce in which older staff are able to share their hard-earned knowledge, experience and skills with younger employees, effectively preparing the company’s next generation of talent. Alternatively, Millennials and members of Gen Z who have been raised with an electronic device in their hands might share the latest digital skills with older employees. Younger employees might also bring fresh viewpoints to the table, leading to “outside of the box” thinking, original solutions and innovative business strategies. What are the benefits of an age diverse workforce? If you’re still not sold on the value of increasing the age diversity of your workforce, it’s worth considering the following benefits: ✔ Diversity of skills and ideas – Bringing a range of age groups together in the workplace allows different perspectives and capabilities to spread through your organisation. With your customers likely to be a variety of ages, you’ll be better placed to identify with them. ✔ Mentoring opportunities – In order to maximise on the mix of skills among your teams, you might choose to build mentoring programs that allow the different age groups to develop one another. ✔ Increases innovation – Age diversity can take your business’s innovation to the next level. If you want unique ideas, draw inspiration from as many different age groups as possible. ✔ Improved employee retention – With opportunities for workers of all ages, your company is likely to improve its employee retention rates. Depending on how much you lean into age diversity, your business could become a lifelong employer. ✔ Productivity – All these benefits combined can create a healthy culture, raising productivity and helping to give your business the foundations for a sustainable future. How do you promote age diversity in the workplace? If you’re keen to reap the benefits of age diversity in your business, here are five practical steps you can take to welcome workers from a range of generations: Make your recruitment strategy age-inclusive: Age diversity can be increased at the hiring stage by using skills testing and requesting resumes without a date of birth. This helps HR teams make choices based on merit rather than age. Offer internship and apprenticeship programs: Integrating internships and apprenticeships into your skills development program ensures younger candidates have a viable pathway into your business. Provide digital skills support for older employees: While some older employees will be tech-savvy, it’s vital to provide adequate training and support for those who aren’t. Every business should play its part in reducing the generational skills gap. Mix up your teams: Having a healthy mix of ages throughout your teams can help to increase the level of interaction between older and younger employees and foster an inclusionary workplace culture. Improve your employee lifecycle: By enhancing your employee lifecycle from end-to-end, you can create an environment that employees thrive in long-term. This reduces the need for them to seek out new opportunities when they reach a particular age. Peninsula helps thousands of businesses maintain happy, healthy and harmonious environments where people can perform their best work. If you need trustworthy workplace relations or health and safety advice, our FREE 24/7 Advice Line is available to all Australian business owners. Call 1300 651 415 today to get all your questions answered. Please note this article is intended to offer general information only. Before adjusting your business policies, practices or procedures, be sure to seek advice from a professional Human Resources expert.

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Related Blog Articles

The Value of Upskilling for Small Businesses

The Importance of Soft Skills in the Workplace

Five Strong Reasons to Consider an Office Christmas Party

Marketing 101: A Handy Survival Tool for SMEs

Age Diversity in the Workplace: Solving an Age-Old Problem

Related Blog Articles

The Value of Upskilling for Small Businesses

The Importance of Soft Skills in the Workplace

Five Strong Reasons to Consider an Office Christmas Party

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