Handling Flexible Working Arrangements
In a post-COVID world, the issue of properly evaluating and responding to Flexible Working Arrangements (FWA) has been increasingly in the spotlight as working from home became a necessity for most of 2020 and 2021, followed more recently by a push to get employees “back to the office”. Small businesses need to understand the benefits of accepting such arrangements and how to implement them (or refuse them) fairly and properly.
Mastering team motivation in a post-pandemic world – what leaders need to know.
As the business world evolves, one constant remains: the need for motivated employees. Employee motivation is the engine that drives productivity, innovation, and growth but in a post-pandemic world many employees report feeling burnt out and exhausted – impacting their motivation.
New Rights for Casual Workers in Australia. Here’s what you need to know.
For many businesses, casual employment has been favoured for its flexibility and lower administrative burden however, the Australian Government has recently announced planned reforms to make it easier for some casual workers to convert to permanent employment if they choose.
The need for soft skill leadership capabilities
Managers who want to stay relevant in their jobs and employable in the future need to enhance their soft skills. Research shows that soft skills are underpinned by emotional intelligence and include things like motivating and engaging team members, facilitating and maintaining a mentally healthy workplace culture, and adapting behaviour to best suit the situation and people involved.
Respect at work legislative amendments
On 10 September 2021, the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Respect at Work amendments) took effect. The changes to the Fair Work Act aim to: protect and empower workers to address sexual harassment in the workplace include miscarriage as a reason to access compassionate leave. They include: introducing stop sexual harassment orders defining sexual harassment clarifying that sexual harassment at work can be a valid reason […]