Author: Kristy Jones

One of the most important things you can do as a manager is to set clear expectations for your team.   Not doing so is one of the biggest causes of people management problems and conflict.  It makes sense if you think about it, as how do people know what success looks like if we don’t tell them. People need and want clear expectations about their work, culture, performance, individual and team behaviour.

For your team to perform effectively, they need clarity about their role and how their responsibilities impact the team and the organisation.

Make time to consider what your expectations are, and to sit down with individuals or the team to be clear and to discuss.  Let employees know why your expectations are important, be as clear and specific as possible as everyone needs to be on the same page. Providing context and justification for your expectations establishes accountability.  Helping people understand the why and the bigger picture also builds stronger engagement.

Ensure that your expectations are understood and agreed and continue to manage them to ensure sure everyone is working with the same understanding and commitment.

In the dynamic world of employment costs, understanding the trends and forecasts is crucial for businesses and employees alike. The past year has witnessed significant shifts in remuneration trends, especially as the market adjusts post-pandemic.

As of the third quarter’s end, there’s been a noticeable rise in median employment cost movements to 4.5%, a jump from 4% in the previous quarter and 3% from the same period last year. This increase surpasses pre-COVID-19 levels, marking a significant recovery and a continued upward trajectory.

In a recent landmark decision by the South Australian Employment Tribunal, the Department of Child Protection (DCP) has been ordered to compensate a youth worker, for pericarditis developed after receiving a Covid booster as mandated by workplace directives. Despite the DCP’s argument that the injury resulted from compliance with a Public Health Order rather than employment conditions, the Tribunal found the employer liable, emphasising the role of employment as a significant contributing cause.

For this matter, the human rights lawyer highlighted the importance of this ruling in setting a precedent for employer accountability for vaccine-related injuries incurred at work.

The BelRose Group takes pride in our pivotal role as lead negotiators in our client’s Enterprise Agreement proceedings, where our principles of collaboration and respect have significantly propelled negotiation processes forward. Our team’s commitment to a respectful dialogue has not only fostered a constructive atmosphere but has also been instrumental in achieving key milestones towards building strong relationships.

We extend our expertise beyond negotiations, offering tailored support in drafting Enterprise Agreements and providing insightful industrial relations advice.

Auditing HR Systems and Processes provides organisations with comprehensive insights into their current HR governance framework. These audits, encompassing a review of policies, procedures, and employment practices, assess whether HR practices are contemporary, legal, effective, and compliant with regulations. 

Auditing HR Systems and Processes isn’t merely a compliance exercise; it’s a strategic imperative. In a competitive and heavily regulated employment landscape, these audits are vital in driving efficiency, compliance, and organisational success. It’s an investment in risk management and growth, aligning HR functions with broader business goals, reflecting best practices, and focusing on what matters most – people.

Best fit over best practice   
Best fit and best practice are both concepts that have been around for a while but we usually hear best practice talked about more.  At The BelRose Group however, we are committed to best fit. We believe a best-fit recruitment and selection approach is more successful so we use approaches that are bespoke and best reflect the needs of your business, job, and culture.

Best fit in recruitment takes into account your business, your team, your culture and values, your job, and your points of difference. It is not a one size fits all approach, it uses varied fit-for-purpose approaches throughout recruitment and selection and matches recruitment strategy to each situation to deliver the best outcomes.

Good policy does more than achieve compliance, it is an internal guideline. It guides expectations of  managers and employees about what’s expected of them and clearly defines acceptable and unacceptable behaviour in the workplace, how an organisation should treat its employees and how employees should treat each other. It also reduces the risks of breaches of legislation. Although the specifics of each organisation’s policies may differ, they all should be derived from employment best practice and fit and legislative requirements.

At The BelRose Group we spend a lot of time working with our clients on policy. We know that a good policy can provide many benefits to an organisation but we don’t take a one size fits all approach. 

Organisational redesign is a strategic process that focuses on reviewing an organisation’s structure, processes, and people to effectively integrate and implement its strategy. This transformative approach aims to align the organisation’s resources with its strategic priorities and growth areas, streamline costs, and enhance decision-making and accountability.

A successful redesign will result in role clarity for individuals and an optimised functional structure that positions the organisation well for future success.

Ensuring an investigation is conducted under the principles of procedural fairness and natural justice is essential in any workplace investigation. Procedural fairness refers to the process by which a decision is made and the rules that must be followed in making that decision. Natural justice, on the other hand, refers to the basic principles of fairness and equity that are applied in decision-making.

There are many benefits to ensuring an investigation is conducted under these principles. Firstly, it ensures that all parties involved are given a fair hearing and that no bias or prejudice is present in the decision-making process. It also promotes transparency and accountability, which is important in maintaining trust between employees and management.

Engaging an external independent workplace investigator can also be highly beneficial. An external investigator can provide an impartial and objective view of the situation and can bring a fresh perspective to the investigation. They can also help to avoid any potential conflicts of interest that may arise if an internal employee is tasked with conducting the investigation.

Why engage The BelRose Group?

Ensuring an investigation is conducted under the principles of procedural fairness and natural justice is essential for maintaining trust, transparency, and accountability in the workplace. Engaging a BelRose Group Guru as an external independent workplace investigator can also provide many benefits, including impartiality, expertise, and the avoidance of potential conflicts of interest. By prioritising these principles in workplace investigations, organisations can ensure that they are promoting a fair and equitable work environment for all employees.

New Work Health and Safety (WHS) laws
The amended Work Health and Safety Regulations prescribe how duty holders must identify and manage hazards and risks to workers’ psychological health and safety.

Organisations need to consider and review approaches to managing psychosocial risks and fostering mentally healthy workplaces. This includes engaging and consulting with workers.

Psychosocial hazards can cause psychological and physical harm. On average, work-related psychological injuries have longer recovery times, higher costs, and require more time away from work. Managing the risks associated with psychosocial hazards not only protects workers, it also decreases the disruption associated with staff turnover and absenteeism, and may improve broader organisational performance and productivity.