workplace culture tips

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 or on LinkedIn.

Aim For Workplace Value

“Strive not for success. But rather to be of value” Albert Einstein

Being an integral part of your company is so important, as is achieving your goals. Success follows when you demonstrate value in your role. Value is the relevant worth or importance you can give to your work and others. You may have a specific skill that is unique to your role which is highly regarded in the team.

So why aim for Value?

The significance of value; value serves others as well as self; you are motivated to see others achieve as well as yourself. As a person of value, you aim for long-term growth for the organisation and enjoy being part of a team. You remain dedicated to being an asset to your workplace through your talents and strive for valuable contribution. Having the right attitude and being a team-player are attributes that leaders look for in prospective candidates. Knowing you have the right attitude to fit into new work environments easily by being a team player as well as striving for long-term growth in your career.

Pursue a profession that suits your gifts, before chasing recognition or wealth. In the long run, you’ll enjoy being at work and achieve success by default… Because you love what you do!

If you’re not currently in a role or seeking a career that suits your talents, get in contact with us today!

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 or on LinkedIn.  

Employee Engagement

A Winning Approach In The War For Talent

Attracting and retaining talent is a key requirement for any successful business. Now, more than ever, it makes financial sense too as the true cost of turnover is calculated with lost productivity, training and recruitment costs.

A 2014 survey found that a well-crafted and authentic Employee Value Proposition (EVP) delivered the following benefits:

  • 24-47% increase in employees recommending their workplace to family and friends
  • 28% reduction in annual employee turnover
  • 29% boost in commitment from new employees
  • Up to 50% reduction in payment of premiums to new hires

Source: CEB Corporate Leadership Council; CEB employee insights 2014

An EVP states what the organisation offers an employee in return for the skills, capabilities and experiences the employee brings to the organisation. From an employee’s perspective, an effective EVP answers ‘what’s in it for me?’.

With the increasing desire for flexibility in the workplace, personal job satisfaction is driven by far more than financial factors such as salary and benefits. To achieve high levels of employee engagement, you must structure your organisation and employee experience to deliver on the promise of the EVP.

Here are three simple tips designed to positively impact employee engagement and job satisfaction:

  • Keep it challenging and interesting. Employees are looking for opportunities to challenge themselves, and grow through professional development and career opportunities. Provide opportunity for autonomy, personal responsibility while keeping the roles and tasks varied to be fulfilling and remain stimulating.
  • Maintain clear support and direction while allowing for flexibility. Employees value systems, processes and resources however also seek out flexibility and autonomy to lead a balanced life and make their own decisions
  • Focus on the relationship. No matter how great the company or product you represent, employees are seeking meaningful connections and interpersonal relationships and friendships at work. It’s a balancing act, as you must maintain boundaries, however do not overlook the person as you will erode their enthusiasm and potentially lose their commitment and engagement.

Millennials are notoriously transient with ~90% of Millennials expected to stay in a role for less than 3 years compared to a market average of less than 20% turnover per annum. If you employ Millennials, you need to do more than offer them beanbags, free food and casual days.

If you would like advice on recruiting the right people for your business and achieving high levels of employee satisfaction and engagement, contact one of our qualified PKL Recruitment consultants today on Sydney 02 9232 4980 or Melbourne 03 9608 0333.

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