GOOD HR PRACTICE

It’s about culture, not compliance

Now, more than ever, business owners need to contend with employment relations factors that can present themselves as real compliance risks. However, if compliance is the angle to which you are focussing your HR practices, it is time to rethink your general approach to Human Resource Management and focus on cultivating a positive workplace culture. Decades of research confirms the tangible link between a business’ culture and its overall success whether that is examined from the lens of profitability, customer service, quality, or growth.

A strong and positive culture is readily obtainable for any business, no matter how small or large, and even implementing a small number of adjustments can go a long way towards shaping an improved culture and reduce compliance risk.

For small to medium businesses that don’t have a dedicated HR team to focus on people and culture, you can gradually Incorporate these levers into your organisational planning, or consider outsourcing to an experienced HR consultant.

At Active HR, we help shape great workplaces, offering a comprehensive range of services including recruitment, employee relations, leadership development and workplace resolution. For more information or to get in touch, visit activehr.com.au

Five culture improvement levers that can make a significant impact:

ADOPT GOOD HR PRACTICE

• Offer competitive rates of pay

• Align business with best practice HR and WHS standards

• Offer flexible work options

• Operate with modern workplaces and technology

INSTIL SHARED VALUES

• Align values to your business’ mission

• Define what the values mean and share with your team

• Use to guide leadership decisions

• Hold people to account through the values

ALIGN ACES WITH THEIR PLACES

• Define, differentiate and reward high performance

• Map team talent, potential and aspirations

• Invest in training and development

• Hold under-performers accountable

INVEST IN LEADERSHIP TRAINING

• Topics include communication styles, the art of feedback, performance management

• Select new supervisors based on leadership skill, not technical ability

• Develop succession plans and develop future leaders from within

• Ensure leaders understand their obligations (i.e. prevention of bullying and harassment)

FOSTER INCLUSION AND BELONGING

• Ensure policies reflect requirements for inclusion

• Hold regular team talks and training about inclusive behaviour, unconscious bias, understanding workplace policies and to celebrate cultural awareness days

• Remove outdated and irrelevant customs

• Align new starters with an appropriate buddy