Blog Archives

When things went viral: One year on from the 2020 Australian Grand Prix

Exactly one year ago to the day, Covid got real for me. I was attending a Formula 1 Grand Prix breakfast at Albert Park when the shock announcement was made: the race had been cancelled. We filed dumbstruck out of the function, directed into busses that were waiting to remove us from the venue. It was a surreal experience as we made our way back past angry fans who were being turned away at the gates. No doubt they (like myself) hadn’t fully grasped the enormity of worldwide events that were unfolding beyond the boundaries of Melbourne and the F1 GP.

I sympathise with everyone who has suffered through the pandemic, especially those who have lost loved ones. Now I find myself reflecting on the craziest twelve months of my life (so far, and hopefully for the rest of it).

We all remember talk of a new virus in Wuhan, but some of the more naïve of us (i.e., me) didn’t believe for a second that it could, and would, affect everything about life as we knew it.

There is so much of the last year that has caused copious suffering and pain, but through it all there have been things that I have been very grateful for. So, without further ado, here is my silver lining to the year that was cancelled.

Although many of us haven’t been able to visit or see family or friend’s interstate or abroad, I am reminded of how much I depend on those relationships, and how many special people I have in my life. I live in a fantastic country filled with resilience, tolerance and a real ‘can do’ attitude. Through hard work and a tough response to the outbreak, we have largely been spared what many of our loved ones outside of Australia have had to endure. I have been very fortunate to work for an outstanding organisation that has been supportive throughout (and we all know that we remember how we are treated during tough times). I have also learnt that it is critical to work with people whose values you align with. Those relationships with clients, candidates and colleagues have been so encouraging, and even though many of them have been hurt, we have still been there for each other and look forward to better times ahead.

There is also a lot to be said for the recruitment market during this time, and what we envisage ahead. From my perspective, it has been highly segmented with many parts of the economy flourishing. Innovation has been impressive, as has our ability to adapt to changing market conditions. Recovery seems to be trending much faster than expected, and we are seeing a lot of positive sentiment. Hiring certainly has increased, with Medical Technology/Advanced Manufacturing, FMCG, and anything to do with home improvement and maintenance leading the field.

What are the big issues for the year ahead? Firstly, workplace flexibility, and whether employers need (or can get) their people back into offices full-time. We are certainly seeing a large number of employers starting to request staff back in the office full-time. Secondly, stronger loyalty to current employers has developed in Covid times, so it may be a while longer before we see a growing trend in people seeking new opportunities. Finally, in the discussions I’m having with candidates, many feel that they’ve been poorly treated by employers. Those who remained in roles due to the uncertainty of changing jobs during a recession are certain to become a flight risk as the market warms up.

Without a doubt, the war for talent will be back. Now is absolutely the time to ensure that you stay ahead of the curve when it comes to talent attraction. We are already seeing a significant number of counteroffers as organisations try to retain their best people. However, as you know, by the time it gets to that, it is often too late.

Tagged with: , , , , , , , , , , , , , , , , ,
Posted in Accounting & Finance, The world @work

Returning to the Workplace – Employee Reluctance

As COVID active cases appear more and more under control, many employers are looking to a return to the workplace. What happens when employees resist the return? Other than the legal and health issues required by an employer for a COVID Safe Workplace, how can you overcome resistance from your employees?

Firstly, is the return to the workplace absolutely necessary? Can you objectively justify the need and evidence that productivity can only increase by working back at the workplace?

One common resistance may be that an employee believes they were capable of performing at full productive capacity from home and therefore does not see the need to return to the workplace. Whilst they may have been productive at home, are you able to evidence that this was also during a time of reduced overall business activity and therefore the functions they would perform only at the workplace were not necessarily required whilst they were working from home.

Perhaps evidence may include the fact that suppliers or customers were also working at a reduced capacity and this reduced the need for your staff to function within in the workplace however now that this has changed, the requirement exists for your employees to return.

As an overview, if you can evidence with data why it is essential that employees return to the workplace, use it to strengthen you case.

Secondly, discuss their reluctance. Understand their reasons for not wanting to return. Some examples may include:

  • Commute by public transport or other where COVID safety would be beyond both their own and the employers’ control;
  • Cost savings such as travel, laundry expenses etc;
  • Reduced meetings and other distractions that would occur if in the workplace resulting in greater productivity from home;
  • Easier to manage commitments such as child care and other activities;
  • Greater flexibility in when and how work is performed when home based.

Consider the reasons provided. Determine if there is any way you can assist with their concerns ie., part time at workplace, part time at home, change of work times to reduce commute times and crowd numbers.

Thirdly, consider ways to entice your employees back. Hold welcome back events such as morning teas and lunches. Ensure your management are meeting with employees regularly to discuss any problems or concerns they are facing with the change of coming back to the workplace. Remember it is natural to make routines around your situation. If employees have been home based for months, they will not be in a routine that requires travel to and from the workplace, or they have possibly cancelled any childcare provisions whilst they have been at home. This will mean that some of your employees are also dealing with the impacts of a change in routine for dependents.

It is important to reinforce the good things as well as the operational needs of working together in a central location.

This article was originally published by HR Advice Online. For more information about our partnership, click here.

Tagged with: , , , , , , , , , ,
Posted in The world @work