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  • 16-Mar-2018 13:30 | Anonymous

    By Jim Roy, Director at Michael Page

    Despite popular belief, attracting and retaining top talent doesn’t always come down to offering the highest salaries on the market. For many businesses on a tight hiring budget, securing the best professionals is all about providing employees with a balanced, positive, and flexible working environment.

    Here are some of Michael Page’s proven employee retention techniques that you can utilise even if your average salary benchmark is lower than the industry standard.

    Focus on creating a positive work culture

    A positive working environment is vitally important today, especially for younger employees entering the workforce. In fact, 50% of millennials say that the most important factor when choosing a new employer is that the organisation has a strong culture and a good reputation.

    For employers, fostering a positive environment means adopting an ‘open-door’ policy where communication and the free exchange of ideas are encouraged. Developing initiatives for recognition, team-building, and wellbeing are also crucial to creating a welcoming and cohesive team atmosphere for employees.

    Offer flexible working conditions

    A healthy work-life balance is important to a huge 95% of employees, according to a recent study by PwC. Similarly, workers want the ability to take advantage of new technological capabilities to work from anywhere, at any time.

    As such, providing the opportunity for employees to work flexibly (by working remotely or working flexible hours, for example) serves as a major non-financial drawcard for many professionals.

    Provide opportunities for progression

    According to the same study by PwC, career progression is the number one consideration for younger candidates when searching for employment, coming ahead of a competitive salary in second place. Candidates are also looking for assurance that they will have the ability to build their skill set through on-the-job learning and mentoring.

    With this in mind, businesses (especially those that aren’t able to offer competitive salaries) must provide a defined framework for training and upskilling of employees to not only attract new talent but also retain existing workers.

    Implement a system of recognition & reward

    Employees in any industry want to feel that their work is worthwhile and that their contributions to the business are being recognised. In fact, the 2017 Trends in Global Employee Engagement report found that reward and recognition initiatives provide organisations in the APAC region the greatest opportunity to engage employees – over and above financial incentives.

    Businesses that aren’t able to offer recognition in the form of generous salaries should instead look to initiatives like employee awards and bonuses for quantifiable achievements (rather than blanket pay rises) to assure employees that their work is valued.

    Want to find talent that’s ready to commit to your company long-term? Get in touch with our recruitment consultants.


  • 15-Mar-2018 13:45 | Anonymous


  • 09-Mar-2018 15:55 | Anonymous


    Powering people to live their best life

    Whether you sell to other businesses, or to consumers, you’re in a ‘people to people’ business.

    As marketing and sales functions focus more on ‘customer experience’ and HR evolves into ‘Chief People Officer’, it’s clear our language is shifting to accommodate a view that no longer treats staff or customers as assets or resources – but people.

    There’s a good reason for this. Research consistently finds that happier employees make happier customers – in the US, Gallup found engaged employees improve customer relationships, leading to a 20% increase in sales.1

    “All high performance organisations are united by a common purpose, and enjoyed many benefits from their ability to think of an impact beyond their business,” explains Ros Coffey, Head of People, Culture and Client Experience with Macquarie Bank.

    So what does it take for a business to become a truly people-first, purpose-led organisation?

    Click here to read the full article.


    Macquarie has been providing Business Banking solutions for over 30 years and provides SME clients with tools and strategies to grow and develop their business. You can get regular updates by subscribing to the monthly newsletter, Strictly Business by visiting macquarie.com.au/businessbanking. If you would like to find out more about how Macquarie can support you to take your business further, call Aisling Osborne or Melissa Chung at our Parramatta office on 0410 310 716 and be connected with one of our banking specialists.

    This information has been prepared by Macquarie Bank Limited ABN 46 008 583 542 AFSL and Australian Credit Licence 237502 (“Macquarie”) for general information purposes only. This information does not constitute advice. Opinions expressed are subject to change without notice. No member of Macquarie accepts any liability whatsoever for any direct, indirect, consequential or other loss arising from any use of this information.


  • 23-Feb-2018 11:10 | Anonymous

    By Adrian Oldham, Managing Director, Michael Page

    Low productivity growth impacts Australia’s workforce via incomes, employment levels and standard of living, so it’s crucial to address the issue and take steps to address this economic challenge.

    Lifting productivity a complex task

    There is a productivity problem in this country, and though there’s been much discussion on the topic, progress to fix it is slow.

    Stephen Walters GAICD is Chief Economist at the Australian Institute of Company Directors (AICD). He says, “We have been lucky, and perhaps another boom will appear over the horizon.

    “It would be wiser to assume, though, that we have run out of booms and need to focus instead on lifting productivity.

    Walters indicates the task is difficult, but productivity and population growth are the only two long term drivers of growth.

    He says, “Business, educators and government need to be working together and all pulling in the same direction, [which is] a complicated task.”

    Innovation and reform drives change

    The solutions to our productivity issues will be multifaceted. Addressing educational outcomes and encouraging people to gain the skills essential to future jobs is one of the keys to long term change.

    Walters notes that according to a recently released report from the federal government’s Productivity Commission, broad based recommendations also include a focus on introducing measures to reduce chronic illness and increase workforce participation.

    He says, “We need to be more innovative, reform our education system, collaborate more, better commercialise ideas, and improve access to capital, particularly for start-ups.”

    Don’t rely on population growth or longer hours

    Population growth is a major driver of potential output, our economic speed limit, but Australia’s fast-ageing population means we can’t rely on increasing numbers of workers to drive growth. Current population growth and advances in automation may not keep up with the rate of older people leaving the workforce.

    Asking those who do work to work longer hours is also not sustainable. A workforce doing longer hours has the potential to contribute further to the chronic health issues and workforce participation problems which already need addressing.

    The trick, says Walters, is working both smarter and harder. Seeking integrated reform which spans state and federal government as well as the private sector will create more meaningful change.

    Long term reform offers long term benefits

    The AICD’s latest survey results for the Director Sentiment Index showed more than a third of respondents nominated productivity growth as an economic challenge for the nation. To address this, respondents seek long term solutions: a renewed push for broad-based tax reform, more infrastructure spending, greater focus on fostering innovation and better standards of education.

    Although the global economic outlook says 2018 will bring the best growth levels in eight years, Walters believes Australians need to be proactive and collectively seize their destiny to ensure economic growth in this country.

    Walters says, “The payoffs from lifting productivity are very long term, so we need to move beyond a short-term focus.”

    Stephen Walters was the guest speaker at a recent Michael Page breakfast briefing session, where Australia’s business leaders share their insights and experience. To take advantage of our economic experience in your own business, contact one of our expert consultants.



  • 21-Feb-2018 17:30 | Anonymous

    Is Your Workplace Culture Turning Toxic?

    The culture that surrounds your team has a huge effect on its performance. Once a workplace culture has turned toxic, it becomes very difficult to recover.

    So how do you know when you’re on the way to a toxic culture in the workplace? Look for these seven signs of a dysfunctional organisation.

    Red Flag #1 – There’s No Communication

    What do you see when you walk into the workplace? Is the team talking and laughing? Or are people working in silence, with barely a flicker of emotion on their stony faces?

    If it’s the latter, then, you may have a workplace culture issue. A completely formal atmosphere indicates that people are unhappy. There’s no positive energy in your workplace, which is something that everybody can pick up on.

    Don’t get me wrong, professionalism is obviously important. However, employees spend around 50% of their waking hours (Mon-Fri) in your workplace so must feel comfortable and happy too.

    Red Flag #2 – A Disorganised Workplace

    When people care about where they are, they want to ensure the space stays clean and tidy. It’s a strange quirk, we know, but it’s not an irrelevant one.

    Think about your home. You love it, so you want to make sure it looks the part. This enhances your enjoyment of the property because you feel proud of it. It also makes you happier to spend time at home.

    Now, apply that same line of thinking to your workplace. If the workplace has a feel of disorganisation about it, it means people don’t care about it.

    Red Flag #3 – Bad Workplace Behaviours

    Everybody has bad habits. That’s unavoidable. However, a toxic workplace culture seems to have the ability to magnify a person’s bad habits.

    You’ll find that a lot of your team members procrastinate when they don’t like the workplace culture. They’ll find any excuse not to get their work done until the last minute. If left unabated, these bad workplace behaviours may extend to the point where employees turn up late or take unneeded sick days.

    Red Flag #4 – A Title is More Important than the Role

    Think about how people introduce themselves to you when you meet them at work. Some will talk in depth about the work that they do. Others will be more concerned with telling you their job title.

    The latter situation is a warning sign. When people are more concerned about their titles than the job itself, it shows that they don’t care about their work.

    Instead, power seems to be their key motivator. They may use their status to hold themselves above others, which creates an unhappy workplace.

    Red Flag #5 – Competition Isn’t Friendly

    Let’s assume that your organisation has a sales department. You may think that creating small competitions will help the department to achieve better results.

    If your workplace has a good culture, you’ll be right. A little friendly competition doesn’t hurt anybody, plus, it can motivate employees to reach for higher standards.

    It’s when those competitions turn sour that you must start worrying. If your employees focus more on competing amongst themselves than they do on reaching the organisation’s goals, you may have to change your workplace culture.

    Red Flag #6 – Managers Don’t Interact With Employees

    Think about how you talk to your team members. If you find yourself barking orders before storming back to your office, you may have something to worry about.

    Employees value effective communication. They want to know that they have a voice in your organisation, and you’re willing to listen to it.

    Red Flag #7 – Nobody Talks About It

    Acknowledging the fact that a problem exists is the first step to confronting it. You can apply this line of thinking to all areas of life, but it’s particularly important in the workplace.

    Be very wary if you don’t hear about the things you need to improve. This usually suggests that people are too scared to speak out, rather than that you’ve created the perfect workplace. No news is certainly not good news!

    What to Do Next…

    If any of the above sounds familiar, then your workplace culture may be turning toxic. The Great Managers Academy can help you. Click here to learn more.


  • 20-Feb-2018 16:23 | Anonymous

    As well as having the world’s largest collection of Australian animals, Featherdale Wildlife Park’s Drover’s Hut Function Centre is available for your next casual meeting, activity day or lunch with a difference! With free onsite parking and a handy location just 10 minutes from the M4/M7 junction, Featherdale can host the ultimate business function for you.

    Enjoy a meal with a Koala or a Billy Tea presentation with the resident Swaggy. Add extra animal encounters such as: feeding the Crocodile, walking a Dingo, cuddling up to a Joey or getting rapt in Reptiles with an encounter of the scaly variety or learn all about Featherdale’s comprehensive fauna collection with a fact-filled Education Lesson.

    For more information on our tailor-made functions or to make a booking, please contact the Events team on (02) 9622 - 1644 or email events@featherdale.com.au



  • 20-Feb-2018 13:53 | Anonymous

    The proposed amendments to the Australian Consumer Law (ACL) will strengthen consumer protection in Australia, but what does it mean for businesses?

    The changes contained in the proposed Treasury Laws Amendment (Australian Consumer Law Review) Bill 2018 and the Competition and Consumer Amendment (Australian Consumer Law Review) Regulations 2018 include:

    • Publicly listed companies no longer being exempt from unconscionable conduct protections alongside all classes of consumers
    • A wider scope of actions which will lead to the requirement to issue a product recall, whilst increased penalties will apply with non-compliance
    • Further false billing protection for unsolicited services will be implemented
    • The scope of unsolicited consumer agreements will be expanded to include transactions away from business premises
    • A requirement for single price goods and services to be included in the headline price
    • Remedies and transport security for consumers who purchase goods online
    • Extending the investigative powers of regulatory bodies (such as the ACCC and ASIC) in respect of possible unfair contractual terms
    • Easing the evidentiary burden for claims under the ACL
    • Providing consumer protection for financial products alongside financial services protection
    • More detailed clarification regarding compulsory consumer warranties

    These drafted amendments will significantly amend the Competition and Consumer Act 2010, and the ACL contained therein; - as well as the Australian Securities and Investments Commission Act 2001 and the Competition and Consumer Regulations 2010.

    What does this mean for Western Sydney businesses?

    If, as anticipated, these amendments are incorporated into Australian law, they will create significant compliance requirements for businesses in relation to the ACL. Although the aim of these amendments is (apparently) to ensure that consumers are provided with strengthened protections in business relations, there is no doubt that businesses will need to spend significant time and money ensuring they meet these further regulatory requirements, and avoid possible investigation and / or prosecution.

    In anticipation of these amendments, businesses would be well advised to become familiar with their new obligations, and be proactive in ensuring that these obligations can be complied with.

    If you would like more information or advice in relation to the proposed changes to the ACL contact a Principal of Matthews Folbigg Lawyers:

    Keli Law on (02) 9806 7443 or kelil@matthewsfolbigg.com.au

    Simone Brew on (02) 9806 7440 or simoneb@matthewsfolbigg.com.au



  • 20-Feb-2018 08:16 | Anonymous

    Pitcher Partners are pleased to provide you with the latest edition of their national publication - Property of Pitcher Partners. This publication provides insight and commentary on the Australian property market.

    In this edition they cover:

    • How Australia is trending towards medium density living
    • Structuring investment in Australian real property - Managed Investment Trusts
    • Property developers and investors look to alternative sources of funding
    • CGT main residence and withholding reforms for non-residents
    • The increasing complexity of property sales in Australia - GST withholding
    • Changes to the Queensland building industry regulatory environment

    Click here to read Property of Pitcher Partners February 2018.

    For further information, please contact your Pitcher Partners representative.

    Contact

    Scott McGill

    Partner, Property Group

    +61 2 8236 7880

    scott.mcgill@pitcher.com.au


    Pitcher Partners Sydney

    Level 22 MLC Centre, 19 Martin Place, Sydney NSW 2000

    www.pitcher.com.au



  • 14-Feb-2018 13:39 | Anonymous

    If you ask six-year-old Maddy Luk what she wants to be when she grows up, she’ll answer without hesitation – “a teacher, because I love to tell people what to do’’ and burst into hysterical giggles.

    “She tells everyone that, all the time,’’ mum Nicole Luk laughs.

    Nicole is preparing for both Maddy and her four-year-old sister Briella to have spinal surgery within weeks. “It’s a rough start to the year, that’s for sure.’’

    This will be a big year for their family, yet Nicole will still mark an important date on the calendar.

    On Friday 3rd August, Children’s Medical Research Institute at Westmead will celebrate the 25th anniversary of Jeans for Genes and she is appealing for every Western Sydney student, teacher and school to get in early and sign up now for the big day.

    “My kids are happy and in many ways just normal kids. That said, I do believe more research needs to be done into ways to improve their quality of life, both physically as well as socially.’’

    Both Maddy and Briella have diastrophic dysplasia, a genetic disease. They were born with a cleft palate, have difficulty breathing due to the size of their ribs, and have developed kyphoscoliosis, a deformation of the spine.

    Despite their challenges, Maddy loves school and is particularly looking forward to year 2.

    “She uses a wheelchair and a walking frame to get around but is also very mobile over short distances,’’ Nicole said. “She is a vibrant and happy child who brings joy to so many people around her. She loves swimming, she has just started learning piano. She even joined the school choir, without us knowing, and she does ballet as well. She’s an excellent reader, although if you were to ask her, she’d tell you that her favourite thing to do is to play the iPad or watch TV! ‘’

    Briella is starting “prep’’ before moving into primary school in 2019. She doesn’t have Maddy’s confidence but looks up to her big sister.

    “She is my cautious child,’’ Nicole said. “She is more of an observer than a participant at first, but she’s do amazingly well. She was very slow to develop speech, reaching less than the fifth percentile, but she’s made such incredible progress she’s on the 97th percentile now.’’

    Nicole said the idea of having two children with a disability was challenging, but the girls support each other. “We have these two kids with the same rare condition, so they can be there for each other.’’

    Next month they will undergo spinal surgery on the same day. They will then be put in traction for a couple of months to straighten their spines. They may then need further surgery.

    There are times the girls feel frustrated by their situation but are generally optimistic. “When Maddy was turning 5 the year before last, she asked me ‘When I wake up in the morning, am I going to be taller?’ I told her ‘Even though you will be a year older, it is still just one night. You’re going to be just about the same size as you are today. But you WILL grow taller in time, just not as tall as everyone else. You’ll always be smaller than other people your age’.

    “She was devastated at the time – but that said, I think that because we had those conversations, she understands how she is different and even has a sense of acceptance and pride in who she is.’’

    Nicole may have two children facing some massive challenges in the year ahead, but she can always see the positive – and believes that research may change life for her children and others.

    “I believe it has made us all more accepting and understanding. Life isn’t fair and we all just need to play the hand we are dealt.’’

    The Luk family feel very lucky and want to do whatever they can to educate others about the importance of medical research.

    As part of the 25th anniversary of Jeans for Genes, Children’s Medical Research Institute wants to raise $25 million for a new centre of collaboration, which will bring together research and hospitals to better help Australians kids affected by genetic diseases.

    It may be months away, but you don’t need to wait until August to start helping.

    Mark Friday 3rd August 2018 in your diary now, sign up online at jeansforgenes.org.au. Start thinking of inventive ways for your school to fundraise, whether it’s a cake stall for the kids or a daggy day of double-denim for the teachers, it’s all for a great cause!



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