workplace culture

Silly Season Stress

Making the most of the festive season in the workplace

The holiday countdown has begun! And for most, this is the time when stress at home and in the workplace starts to mount… Between shopping for presents, planning catch ups, busy work schedules and work parties, it is not uncommon to feel overwhelmed during the Christmas season. Workers can encounter increased symptoms of perfectionism and social anxiety throughout this time of year. This means managers must remain on high alert and be conscious of their employees.

The term ‘stress less’ is much more easier said than done for most, especially in the workplace. Sometimes the festive season can increase stress on workers, due to ongoing demands to finish in time for the break. This is a good time for managers to introduce the conversation around a positive work/life balance.

It’s a good idea to implement beneficial levels of support during this time, particularly on a more social level. This could be checking in regularly to see how employees are going and thanking them for all their hard work throughout the year. When showing your appreciation and giving thanks don’t just send a generic email to everyone, but actually reach out face-to-face. Employees will appreciate the gesture and reward you through their work.  The ‘just get it done’ culture is not appropriate in the weeks leading up to Christmas. Extra support should be administrated, whether it’s cutting workloads or extending deadlines to the New Year. An alternative, is hiring additional temporary staff to take on extra work if deadlines cannot be altered.

Here are some tips and tricks for Managers to implement during the silly season:

  1. Communicate regularly with employees: adopt a “door always open” approach, remaining approachable to all employees at all times.
  2. Monitor workloads: regularly review workloads to ensure individuals aren’t handling excessive amounts of work on their own. If so, assign others to assist or if possible hire temps to take on some of the load.
  3. Don’t see stress as a weakness: stress shouldn’t be regarded as a downfall of your employees. Encourage open discussions with your team regarding pressure sources and take action if required.
  4. Be aware of change: no matter how big or how small, change always has an impact on employees. When change occurs, stress can follow. Ensure you are transparent about change with your employees and walk them through step-by-step.
  5. Share your plans: if appropriate, be open with your business strategy and share plans for the upcoming year. Let your team look forward to the New Year with you.
  6. And finally, but most importantly, encourage festive cheer! Be open to decorating the office, putting a tree up and a Secret Santa. This way your employees will look forward to the upcoming festivities but also enjoy the Christmas cheer around the office.

 

About The Author – Shannon Lippert

As PKL Recruitment’s New South Wales Branch Manager, Shannon is responsible for both the Temporary and Permanent Divisions. Since joining the PKL Recruitment team in 2013, Shannon has always lead from the front, guiding and growing the Sydney PKL Recruitment Branch to be one of the most successful recruitment teams in Sydney. Contact Shannon directly on shannon.lippert@pkl.com.au or on LinkedIn.

Appreciation Power

A little appreciation goes a long way!

The power of appreciation! It’s amazing what a ‘thank you’ can do. When you think about it we all like to be recognised for our hard work. Did you know that recognition can increase productivity, workplace culture, team morale and retention rates? Here are some reasons to celebrate employee achievements.

“A person who feels appreciated will always do more than what is expected.” ~ Author Unknown

A happy workplace = Healthy Culture

When everyone supports and challenges each other to achieve a common goal, this increases workplace culture and teamwork. Everyone needs to adopt a ‘we’re all in this together’ attitude.

Increased Productivity

Appreciation encourages others to go above and beyond what’s expected, simply because their colleague’s hard-work was acknowledged.

Recognition = Retention

Positive feedback increases retention rates; Statistics show many people choose recognition over monetary rewards. In an article by Psychology Today

88% found praise from managers very or extremely motivating”

Increase engagement. Reward dedication

Adding an incentive such as a rewards program will assist with engagement and quickly see who’s willing to go above and beyond to achieve desired targets. I find setting individual targets to be fair, you don’t want to make the goal too unobtainable.

 

Work harder + achieve targets + get rewarded = Results. Simple as that!

 

About The Author – Justin Culhane

In 2015, Justin joined PKL Recruitment as the Melbourne Team Leader for Business Support. Justin is dedicated to building a strong and collaborative team environment that achieves targets and is passionate about recruitment and the PKL Recruitment brand. His is experienced in sales and business development and thrives on managing a motivated, intelligent and engaged team. Contact Justin directly on justin.culhane@pkl.com.au or on LinkedIn.  

How To Create A Positive And Highly Engaged Workplace Culture

Why your EVP is more than just perks and office parties

For many organisations ‘company culture’ is a buzzword, or something promoted by the HR department. Now, according to a 2015 report by Deloitte, it is one of the most common challenges in the world’s workforce, with only 13% of the global workforce identified as being ‘highly engaged’.

Creating an engaged, effective and positive company culture can be challenging, and involves more than just installing a table tennis table, or providing a drinks cart on Friday afternoons or even mirroring the culture and environment of your closest competitor.

Workplace culture incorporates tangible and intangible elements including shared vision and values, teamwork and collaboration, communication and interaction including professional and social.

So, how can you ‘create’ a productive and engaged workplace culture?

Defining your employee value proposition (EVP) examines and documents the key benefits an employee can expect when they work for your organisation. The benefits include attracting higher quality candidates who are likely to perform better and stay longer as their needs are being met and the values are aligned.  

 Here are four simple steps to begin creating your EVP:

1. Listen

This can include surveys, personal conversations or group discussions with the team to understand their needs, expectations, and any areas for improvement. What personal goals, values or aspirations are being met (or not) by the organisation?

2. Reflect

Review and assess the feedback from your team to evaluate how effectively the organisation is meeting their needs. How could the company improve their performance to meet the needs of a changing workforce? What motivates and inspires people to do their best work?

3. Prepare

Your EVP should be a short and succinct statement that incorporates the organisational mission, vision and values. It must clearly articulate the workplace culture and the likely benefits an employee receive. Focus on your organisations competitive points of difference, rather than mimicking the universal claims of every other organisation.

4. Communicate

Publish your EVP in current employee communication and all recruitment and marketing material. This will reinforce the workplace culture to your current team, and ensure your recruitment efforts attract the right candidates, including passive job seekers.

Great company culture is the sum of all the small parts of your organisation, and is important to team engagement, productivity and performance. PKL Recruitment specialises in business support and call centre recruitment for temporary, casual and permanent positions. We can help you succeed in finding the right candidate for your organisation. Visit http://pkl.com.au/find-staff for more information on how you can create a successful culture through effective recruitment.

About the Author – Rachel Stefanovski
Rachel Stefanovski is the General Manager of PKL Recruitment, leading the NSW and VIC state offices. Rachel takes great satisfaction in setting a strong and motivated team culture through engaging with intelligent and driven recruitment consultants. Contact Rachel directly via LinkedIn or rachel.stefanovski@pkl.com.au.

 

Advice From The Top - How To Build Leadership Culture

Effective leadership is the driving force behind high performing business culture. It is integral to the success of any organisation as it creates empowered teams, who are motivated by responsibility and action. A leadership culture facilitates improved productivity, increased focus on solutions not problems, and dedication to improving individual and organisational performance.

How can you build a leadership culture within your organisation?

1. Set a Clear Company Vision

A clear company vision provides you and your employees clear direction. The vision of the organisation should be embedded into each business activity and be clearly understood by all employees, regardless of their role in the organisation. By clearly communicating the business direction, employees take ownership and responsibility for success.

2. Lead By Example

Teams mirror the behaviours, energy and motivation of their leaders and this filters down through the organisation. The key to leadership is leading by example. Demonstrate your commitment to the business culture and values by displaying the right attributes such as clear direction, high productivity, team empowerment and dedication.

3. Empower your Employees

Leadership is responsibility. One way to further empower your team is to invite them to take on new responsibilities and opportunities. Great leaders, develop future leaders by sharing the responsibility and teaching and coaching others to succeed. Sharing responsibility with your team provides them with new growth opportunities while allowing you to focus on strategy and performance.

4. Support New Thinking and Innovation

Facilitate new thinking and innovation within your organisation. By creating a leadership culture that fosters new ideas and innovation, the net benefit to the organisation can be exponential, impacting on business performance, market position and employee retention.

5. Create a Professional Social Bond with your Employees

Recognition and appreciation of effort and high performance fosters results-driven culture and creates opportunities for high performers to develop their leadership skills. Social activities and incentives are a powerful way to bond teams in an informal setting such as a restaurant or entertainment venue. This allows the team to step out of their corporate persona and express themselves more fully as individuals with their team members.

Social events can reveal hidden leadership talent and also create new and effective bonds between team members, enhancing performance and leadership outcomes.

PKL Recruitment specialises in business support and call centre recruitment for temporary, causal and permanent positions. We can help you succeed in finding the right candidate for your organisation. Visit www.pkl.com.au for more information on how you can create a successful culture through effective recruitment.

About the Author – Phoebe Lane
Phoebe Lane is the Founder and Managing Director of PKL Recruitment. Phoebe founded PKL Recruitment in 1995 with a vision of creating meaningful differences to the lives of candidates and clients. PKL Recruitment is focused on producing high quality placements that benefit both the candidate and the client. Contact Phoebe today via LinkedIn or phoebe@pkl.com.au.

 

Is Job-Hopping A Bad Thing?

Can multiple roles in your career history be a positive? 

For a long time, many of us believed that having multiple jobs in a short amount of time was a deterrent for employers. Occasionally job seekers choose to limit their employment history on their resume and in interviews in fear that it signals a flighty and unfocused individual. However, it has recently been suggested that having multiple jobs is in fact a positive marker, as it allows individuals to have full control of their career and showcases flexibility and willingness to learn. 

Diversity in employment history provides great benefits for candidates. When professional recruitment consultants are seeking ‘all-round’ candidates, that have a variety of skills and the ability to learn and adapt quickly to new environments, varied work history may just work in your favour. Most employers are comfortable with candidates having had multiple previous roles, however, the candidate needs to be prepared to explain the circumstances of the job changes and why it was the right career move at the time. 
 
Today active career management is becoming increasingly popular, with LinkedIn data in August 2014 highlighting that on average, an employee remains with a company for ~4 years. The growing trend amongst millennials, people born between 1980 and 2000, has seen nine out of ten millennials stating they expect to stay in a job for less than three years. (Source: http://theundercoverrecruiter.com/job-hopping-generation/).

What are your thoughts on active career management? And how long is it reasonable for an employer to expect a candidate to stay in their role?

About the Author - Shannon
As PKL Recruitment’s New South Wales Branch Manager, Shannon is responsible for both the Temporary and Permanent Divisions. Since joining the PKL Recruitment team in 2013, Shannon has always lead from the front, guiding and growing the Sydney PKL Recruitment Branch to be one of the most successful recruitment teams in Sydney.

Shannon’s success is based on her high ethics, her drive to deliver quality service and her ability to adapt to the ever-changing recruitment industry.

Perfect The Balancing Act

How to get the most out of school holidays  

When it comes to planning for your children on school holidays, you can experience mixed emotions. You may be excited that you have the opportunity to spend more quality time with your children, or slightly anxious about organising activities while you are at work. 

School holidays can become challenging when you receive 4 weeks of annual leave per year, and there are 12 weeks of school holidays per year – between yourself and your partner, it is not enough.

Here are some of our best tips for our PKL Recruitment working parents on how to prepare for school holidays and perfect the balancing act: 

  • Plan ahead – consider your children’s interests and start planning holiday day camps or clubs. These are a great way to keep the kids entertained while you are at work 
  • Ask for help – grandparents, family members and even neighbours and friends are often delighted to help out and spend quality time with your children, even if it is 1 or 2 days per week 
  • Take a day off or seek flexible work arrangements – if you are unable to take the entire holiday period off, schedule annual leave days during school holidays, or work from home if possible, so you can relax with your children and ensure that they get to spend some time with you.

There are many more options out there to help working parents perfect their balancing act when it comes to school holidays. We would love to hear what our readers do during school holidays with their children! 

PKL Recruitment specialises in permanent and temporary recruitment for business administration and office support positions across a wide variety of industries. We can help you find a job flexible enough to suit your family and career aspirations.