Office Culture

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.  

Winter Networking Do’s and Don’ts

It’s not what you know, it’s who you know!

The importance of networking, there is a science to effective networking, making polite conversation is just one aspect of creating successful and long-lasting key business contacts. As the old saying goes “It’s not what you know, it’s who you know.” Some of this is true, you do need knowledge in the field you’re working or looking to work in. However, it’s the network you have around you that can help elevate you, in the career you desire.

It’s normal to feel a little intimidated, especially if there are contacts in the room you would like to impress. Understanding networking etiquette is essential to your future career success. Below I have listed my top Do’s (and Don’ts) that will help you to leave a lasting impression with anyone you meet.

Do                                                                       

  1. Introduce yourself and others                                
  2. Remember Names                                                
  3. Prepare your Elevator Pitch                                  
  4. Get out there
  5. Connect on LinkedIn  
  6. Listen and make mental notes
  7. Follow up the next day with a polite email

Don’t

  1. Focus on one person
  2. Get Drunk
  3. Boast and rattle on
  4. Be Shy
  5. Not connect on LinkedIn
  6. Interrupt
  7. Forget to follow up

It doesn’t end there! You have to follow up with your contacts and nurture the relationships, to make it worthwhile… Don’t expect to reap the rewards straight away; what do you have to offer your contact in return? Maybe it’s a brilliant idea, a business partnership or a unique skill. So what are you waiting for, get out there!

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 

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 rachel.stefanovski@pkl.com.au.

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.