Women In Pest Management (WIPM) March 2023 Newsletter

PRESIDENT'S REPORT MARCH 2023 EDITION

Dear WIPM Members,

Welcome to our special WIPM Easter edition. Another month has flown by which has seen our membership grow to over three hundred. There has been lots happening in the industry so let me fill you in on past events and what’s coming up including our inaugural WIPM Leadership Development Workshops and Recognition Awards.

International Women’s Day seen many of us celebrating “Accelerate Equality” and our achievements in the pest management industry. We are very fortunate to have a strong loving network of women within in our association and within our own place of work. It was great to see so many posts going up sharing how you all celebrated, as well as seeing so many men in our industry get behind us women.

The WIPM Recognition Awards are still open for nominations, and it’s great to see we have received a high volume of nominees in all categories. We are looking forward to passing on the nominations to our judges. These awards reflect the values we share as an industry. They provide a platform from which outstanding women can shine and set the benchmark for others to follow.

WIPM are excited to be teaming up with Professional Pest Manager and will be presenting “An Evening with Dr. Dini Miller” at the Termite Professional Conference. This evening will be an event with a difference. One you

will never get the opportunity to be a part of again here in Australia.

Full information on this evening will be released via the Termite Professional Conference website, along with details of the full conference agenda. Going by the number of delegates already booked in, this conference is sure to be the highlight of the calendar year for the Australian Pest Management Industry.

We are finding that our members are wanting to communicate, they want to network and learn. There is a significant amount of interest in our Leadership Workshops in July. Bookings have already started with limited spaces available, so please make sure you get in early, so you don’t miss out.

Finally, don’t forget to register and book in for the Big Networking Breakfast hosted by WIPM and the Coast to Hinterland High Tea event. The breakfast is open to men and women, as well as non-delegates with the keynote topic on Everyday Bravery. More information on these events can be found in this newsletter and on our website – wipm.au.

Wishing you all a Happy Pest Free Easter and holiday celebration filled with family, friends, love, and laughter.

President

TERMITE PROFESSIONAL CONFERENCE

Customers expect termite professionals to “be the expert” and to feel assured that you can deal with any termite issues that present and provide the necessary services to protect their home.

Women In Pest Management is excited to be involved with the inaugural Termite Professional Conference. The Termite Professional Conference is aimed at pest managers who want to improve their understanding of termites and further their termite management skills to win more business and deliver improved services. The conference aims to help you to “Be the Expert”. The conference is going to be held in the 2023 July school holidays in Queensland on the Sunshine Coast. Perfect location and time for that working holiday getaway.

What to expect:

• Learn from the experts on termite biology and behaviour with presentations from leading Australian and US researchers

• Educational sessions on termite management techniques

• Latest information on termite management products, software and insurance

• Great opportunity to meet and socialise with fellow termite professionals

• Perfect time to combine with a winter holiday on the great Sunny Coast!

FOR MORE INFORMATION AND TO REGISTER PLEASE CLICK ON THE REGISTER BUTTON NOW.

NOW

get an exclusive insight into the amazing guest speaker line up as well as Phil Ridley’s motivation behind organising the conference, jump onto the Pestie Profiles Podcast.

IF YOU’RE A TERMITE PROFESSIONAL, THIS IS THE CONFERENCE FOR YOU!

To

WIPM 2023 LEADERSHIP AWARD

Nominations are now open for the Inaugural WIPM 2023 Leadership Award.

The WIPM 2023 Leadership Award is open to women across the pest management industry - pest management professionals, pest technicians, manufacturers, research organisations, etc. who have demonstrated outstanding leadership and have made notable contributions to the development and growth of the profession and their companies. This award is the highest recognition for individual achievement. This award acknowledges and celebrates exemplary leadership that has a significant and positive impact in the pest management industry. Nominees may be nominated by more than one person and can be nominated by anyone which includes a family member, a work colleague, or even a customer. Nominees must reside and/or work in Australia.

PLEASE CLICK HERE TO NOMINATE

Nominations on all awards will close at 5pm on the 2nd May 2023. You may nominate more than one person, but you must submit a separate nomination form for each.

WIPM 2023 OFFICE EMPLOYEE OF THE YEAR AWARD

Nominations are now open for the Inaugural WIPM 2023 Office Employee of the Year Award. Your team works hard all year round to deliver operational excellence. They’re dedicated, motivated, and ultimately brilliant at what they do. But when was the last time you told them that, or showed your appreciation for their tireless support? Or publicly acknowledged their incredible input, impeccable attendance, and unparalleled punctuality? There is nothing better than having someone (especially an employer) take notice of your effort. This is your opportunity to nominate your office employee. Nominees may be nominated by more than one person and can be nominated by anyone which includes a family member, a work colleague, or even a customer. Nominees must reside and/or work in Australia.

WIPM 2023 SOUTH PACIFIC EXCELLENCE AWARD

Nominations are now open for the Inaugural WIPM 2023 South Pacific Excellence Award.

The WIPM 2023 South Pacific Award is open to women across the pest management industry - pest management professionals, pest technicians, manufacturers, research organisations, etc.... The 2023 South Pacific Excellence Award will honour the accomplishment of a woman who has achieved success in their own career and demonstrated commitment to the success of others in the pest management industry. The winner will be selected because of their vision, courage, and leadership in advancing others in the South Pacific and will be awarded to someone who can demonstrate the essential role women play in making our industry a better place to work. This award was created for a woman that is not only a high-achiever, but a role model for anyone interested in a career path in pest management. Nominees may be nominated by more than one person and can be nominated by anyone which includes a family member, a work colleague, or even a customer. Nominees must reside and/ or work in the South Pacific.

WIPM 2023 TECHNICIAN OF THE YEAR AWARD

Nominations are now open for the Inaugural WIPM 2023 Technician of the Year Award.

The female pest technician of the year is awarded in recognition of outstanding contribution made by an individual in a technical role in the industry. This award is designed to honour the achievements of the Australian pest control industry’s finest female service professional. This award will go to someone who participates in industry educational meetings, exhibits excellence in safety, customer relations and leadership skills, and is active in community service. Nominees must have a minimum of three years in the industry and be fully termite qualified. Nominees must be nominated by an owner, manager or technical/training director and companies may nominate more than one candidate. Nominees must reside and/or work in Australia. The nominee for this category can also be nominated for the WIPM Leadership Award.

WIPM 2023 NEW ZEALAND EXCELLENCE AWARD

Nominations are now open for the Inaugural WIPM 2023 New Zealand Excellence Award.

The WIPM 2023 New Zealand Excellence Award is open to women across the pest management industry - pest management professionals, pest technicians, manufacturers, research organisations, etc.... The 2023 New Zealand Excellence Award will honour the accomplishment of a woman who has achieved success in their own career and demonstrated commitment to the success of others in the pest management industry. The winner will be selected because of their vision, courage, and leadership in advancing others in New Zealand and will be awarded to someone who can demonstrate the essential role women play in making our industry a better place to work. This award was created for a woman that is not only a high-achiever, but a role model for anyone interested in a career path in pest management. Nominees may be nominated by more than one person and can be nominated by anyone which includes a family member, a work colleague, or even a customer. Nominees must reside and/or work in New Zealand.

Contact info@wipm.au with any questions.

The winners will receive:

 A plaque

 Recognition in industry magazines, newsletters and social media platforms

 Winner's framed certificate

 Winner graphics for their own promotion

 Invited to be a guest on Pestie Profiles Podcast

The 2023 WIPM Recognition Awards will be presented at the Termite Professional Conference Gala Dinner at the Maroochy RSL Event Centre on Friday 7th July 2023.

Please note that you do not have to attend the gala to be nominated. A representative will be chosen if you win to collect your award if you are unable to attend the dinner.

JUDGING PROCESS

To ensure professionalism and transparency, a judging panel made up of respected industry professionals with no conflicts of interest are chosen to examine the submitted nominations. The criteria of these nominations request all nominators to complete a detailed document which includes supporting testimonials. The judges may request an interview with the nominee and additional documentation to support the submission. Each judge will score each submission based on the testimonials and documentation provided by the award nominators. The aggregate highest score will determine the winner of the award.

The winner will be notified in the second week of May to allow them the opportunity to attend the Termite Professional Conference Gala Dinner to accept their award.

THURSDAY 6TH JULY

SUNSHINE COAST.

MAROOCHY RSL EVENT CENTRE

SAVE THE DATE!

LEADERSHIP DEVELOPMENT WORKSHOPS

- TERMITE PROFESSIONAL CONFERENCE

HOSTED BY WOMEN IN PEST MANAGEMENT

THURSDAY 6TH JULY, SUNSHINE COAST, MAROOCHY RSL EVENT CENTRE.

The WIPM Committee has been busy organising workshops featuring speakers from the pest management industry who will provide invaluable presentations on leadership and wellbeing. The aim of the workshops is to inspire attendees to find new, innovative ways of developing and managing people and to improve mental resilience, as well as looking after the mental wellbeing of employees.

Kindly sponsored by Sherwood Chemicals and Rapid Solutions, the WIPM Committee has been able to pull together an impressive line-up of speakers.

The workshops will be held in conjunction with The Termite Professional Conference on Thursday the 6th of July 2023 on the Sunshine Coast.

TICKETS NOW ON SALE

- LIMITED NUMBERS

Morning tea, lunch and afternoon tea included.

HOW THE SELF-EMPLOYED CAN BENEFIT FROM MENTAL HEALTH TRAINING

The self-employed often face unique challenges in managing their mental health. While self-employed people may have the freedom to set their own schedules and work from anywhere, they can also experience isolation, burnout, and uncertainty. That's why mental health training is essential for the selfemployed.

Self-employment is becoming an increasingly popular option for Australian workers. According to a Global Data study, 2.2 million Australians were self-employed in 20211 – a 7.2% increase in selfemployment from 2010.

The reasons for choosing self-employment are varied. Motivating factors like managing family commitments, experiencing personal freedom and autonomy, or changes to work status such as redundancy were the catalyst for many workers making the shift to selfemployment. While these are all worthy and valid motivations, the large increase in self-employment may also point to potential issues in the workplace, such as inflexibility or stressors related to the working experience.

Yet self-employment is not without its own set of challenges.

A 2021 UK study2 found that while many self-employed workers were more committed and experienced higher levels of job satisfaction compared to employees, they were often exposed to more work-family life conflict

and longer working hours. The more unregulated the market, the higher the competitive pressure tended to be.

Sickness and presenteeism are considerable health risks that tend to be displayed more often by the self-employed – conditions that may cause chronic stress and lead to negative mental or physical health effects.

While reasons for opting into self-employment centre on lowering stress and promoting greater well-being, factors that contribute to mental health occurrence rates and higher mental health risks still remain. Yet, unlike traditional workplaces, where colleagues may spot changes in mood or behaviour or be able to share the workload or responsibility as required, selfemployed people generally lack these supports and safeguards. Nor do they have the chance to debrief with a team after a stressful day or project, or the opportunity to celebrate and reflect on team wins.

The nature of self-employment lends itself to a set of challenges including:

• Higher rates of isolation from working autonomously and in many instances remotely

• Increased risk of financial strain through low pay rates3, late pay cycles, difficulty with obtaining mortgages and credit lines, poor cash flow or fewer savings

• Susceptibility to bullying and abuse from clients without organisational support or formalised mediation redress schemes

• Overwork and overbooking, leading to isolation from loved ones as workload management takes precedence

• A tendency to drop self-care activities, such as sleep, exercise, proper nutrition and socialising, from the timetable when the time pressure is on

• The continued and prolonged obligation to others via project deadlines, managing competing priorities, and dealing with multiple clients or customers.

• Identifying the challenges is a crucial step. Normalising discussion of these challenges and risks may be able to reduce their overall impact. Appropriate training and support can help reduce the impact through better detection and potential management strategies.

THE BENEFITS OF MENTAL HEALTH TRAINING IN SELF-EMPLOYMENT

Learning the skills to recognise and respond to the early warning signs of an emerging or worsening mental health problem can create the conditions to help support self-employed people on both an individual and an industry level.

While mental health training is often more general in nature, the cornerstones of what helps improve mental health outcomes through early intervention and management are easily adapted to suit selfemployed life.

• Providing the skills to identify improper treatment, bullying, harassment and other undesirable behaviour – and the language to safely self-advocate and challenge it.

Mental Health

First Aid® Australia (MHFA™) training can help with early intervention, prevention and in the management of these challenges by:

• Highlighting the importance of community connection outside of networking or financial return

• Identifying the stressors and factors that reduce mental health in the individual

• Normalising the importance of conversations about the impact of self-employment stressors or financial strain with qualified supports or peers, or as an industry

• Reminding self-employed people that stress has a productivity cost

• Encouraging a focus on self-care as part of a flourishing business strategy for management and growth

Additional ideas for ongoing self-employed self-care

Choosing self-employment may come with unique and additional responsibilities and challenges, but it can create freedom, autonomy and the opportunity to create a healthier approach to work – especially if mental health is a cornerstone of the decisionmaking process.

For example, small changes to routines and thinking can help boost mood, promote well-being and lower stress.

Ways to include mental health as a feature in your workday may include:

• Conducting a walking meeting with a client instead of meeting for coffee or a drink

• Joining peer networking groups in your local area for socialisation and support Cont. p 10

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• Valuing the positive and restorative value of sleep, exercise and proper nutrition as fuel for problem-solving, creativity and productivity

• Trying out places like coworking facilities or the local library as a way to separate work and home life

• Booking appointments to socialise and exercise ahead of time to ensure they are kept on busy days or when deadlines loom

• Incorporating time for sick days, holidays and interruptions into the working calendar

• Setting aside time to work on marketing or self-promotion projects, industry advocacy or learning new software and techniques in creative, self-directed and obligation-free ways to help remain curious, applied and upskilled

• Taking advantage of virtual communities through self-employment organisations and grassroots communities such as Beyond Blue’s Heads Up, research-focused community Never Not Creative, and the freelance-focused community

The Freelance Jungle.

References and Sources

1. ShieldSquare Captcha [Internet]. www. globaldata.com. [cited 2023 Feb 20]. Available from: https://www.globaldata.com/datainsights/macroeconomic/number-of-selfemployed-in-australia-2137679/

2. Willeke K, Janson P, Zink K, Stupp C, KittelSchneider S, Berghöfer A, et al. Occurrence of Mental Illness and Mental Health Risks among the Self-Employed: A Systematic Review. International Journal of Environmental Research and Public Health [Internet]. 2021 Aug 15;18(16):8617. Available from: https://www.ncbi.nlm.nih.gov/pmc/ articles/PMC8393630/

3. The state of freelance journalism in Australia A MEAA report [Internet]. [cited 2023 Feb 27]. Available from: https://freelancers.org.au/wpcontent/uploads/2021/11/Freelance-campaigndocument.pdf

If you or anyone you know needs extra support, call:

� Lifeline on 13 11 14

� Kids Helpline on 1800 551 800

� MensLine Australia on 1300 789 978

� Support Act on 1800 959 500

� Suicide Call Back Service on 1300 659 467

� Beyond Blue on 1300 22 46 36

� Headspace on 1800 650 890

� Respect on 1800 RESPECT

� MindSpot on 1800 61 34 44

� PANDA on 1300 726 306

HEALTHY BITES WITH KERRYN

HOW TO EAT OUT WITHOUT RUINING YOUR DIET

written by Kerryn Waters

1. EAT UP BEFORE YOU HEAD OUT

It's hard to get all your protein in when you eat out. You may be able to do it, but it often comes with an overloaded side of carbs and fats. So eat your protein before you head out. Have a decent amount of vegetables too. When you do head out, you'll be a little more satisfied so consider an entree size main meal.

2. PLAN AHEAD IF YOU CAN

Most restaurants have their menus listed online. Do your research & pick your meal ahead of time while you're calm, not hungry and able to make sound choices. ;)

3. IF PLANNING AHEAD ISN'T AN OPTION - MAKE IT EASIER TO GUESSTIMATE

It is far easier to guess the macros of a 150g rib fillet & side of steamed veg than it is to guess the contents of a creamy curry. And if eating steak & veg rather than a curry makes you feel like you are missing out, you might have a first world problem and could benefit from reframing your perspective. How lucky are you that you get to eat out!

4. CHOOSE QUALITY OVER QUANTITY

Sizzler style All-you-can-eat-buffet is so 90's. Opt for a Masterchef-level experience instead where the focus is on quality and not quantity. Your waistline will thank you.

5. IF IT DOESN'T GO TO PLAN, DON'T THROW IN THE TOWEL.

Lets say, you have a blow out. It's not the end of the world, nor is it an excuse to throw out all of your hard work. It was one meal. No need to punish yourself tomorrow, just get back on to your plan and keep moving forward.

GETTING A WEED MANAGEMENT PLAN. YOUR PROPERTY. YOUR WEEDS.

Here we are again - weed season. Summers in the rear-view mirror for most of us around the country, and replaced with morning dew, chimney smoke & late night rug runs out in the paddock.

Winter also means weeds. So, let’s talk about making a plan for them. Making a weed management plan doesn’t have to be like a studying for that master’s degree or passing your driving test for the first time either. Keep it simple. Who knows your property best? You do. In fact, if you think about it for just a few short minutes, you probably already know where your weeds are, what paddocks the worst, and what weed annoys you the most. So why not make this year, the year, to start biting into that weed cake, one bite at a time.

The first bite, is mustering up the energy to write a plan & map. You don’t have to be an artist either, we call them mud maps for a reason. That said, our

‘friends’ at google have even taken satellite snaps of your property and with a few simple clicks and some printer ink, your map can be that work of art after all. I’d advise on two maps. The first – The Master Map. This map is the overall view of the weed density as it stands on day one. The second – The Annual Map. This map is for the weeds you are attacking this year.

Now the maps are on the table, raid the kid’s schools bags or that mystery third draw where the highlighters are kept and grab a hand full them. Throw the maps on a clipboard and draw as you go, or walk around first & hit the dining table with a coffee and let’s begin.

On your master map - Choose different colours for different weeds & simply highlight areas all the weeds in blocks or small dots & have a legend. The aim, obviously, is that over the years these the blocks/dots get smaller & smaller as your weed management skills pay off.

The annual map will generally look a little different. This map should highlight only the weeds causing the most destruction to the property and the weeds you are attacking this year.

MANUAL WEED CONTROLLERS

If you’re a manual labour lover who’s got time and energy in spades, choose to map only one or two weed species to pull/dig out to start with. Try not to get over zealous with your first map. Pick your most significant weed species then get to work & repeat. Time can get away on manual removal methods and as the season passes try not to get to far ahead of yourself.

HERBICIDE WEED CONTROLLERS

If you’re broadacre spraying yourself, or engaging a contractor, your annual weed map can be a little broader. A lot of products will treat a large variety of weeds in one foul swoop depleting weed density fairly swiftly in the scheme of things.

In the August & September issue we’ll talk about how to wear the weeds down and reduce them from your maps. These two particular months are what we call the “golden” months for applying your weed control methods. Most of the annual weeds are generally up for the year, but haven’t flowered yet, making this the optimal time for controlling a lot of weed species. So, map up, sharpen your weed weapons or dust off the old spray pack – The war is on its way.

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RHIANNON BROWN

Western Envirapest & Weed Solutions.

PARTNERS EVENT

- TERMITE PROFESSIONAL CONFERENCE COAST TO HINTERLAND HIGH TEA

HOSTED BY WOMEN IN PEST MANAGEMENT

FRIDAY JULY 7TH 2023

While hubbie is attending the Termite Professional Conference we have arranged the perfect way to spend your day. This event is open to all conference delegate partners and any women who work in the pest management industry. Join us for a coast to hinterland drive to Montville for High Tea. Montville boasts glorious views of the Sunshine Coast & Hinterland while providing visitors with a unique shopping and dining experience. History and architecture buffs will marvel at the fine buildings which run along and around Main Street. This is a great opportunity to see one of the best places the Sunshine Coast has to offer. You will have time to do a bit of sightseeing and shopping in the main street before heading over to Secrets on the Lake for High Tea.

Secrets on the Lake is the Sunshine Coast’s Best Kept Secret. It is also home to the award winning restaurant Dining On the Deck, and a unique art space showcasing local artists. It is a truly special

place, situated in the rainforest on the shores of Lake Baroon with panoramic views of the water, mountains and rainforest. We may even have time for a sneaky wine taster at the Flame Hill Vineyard.

$125pp. Includes travel and high tea for lunch with champagne.

Pick Up: Maroochy RSL Event Centre 9:30am - Return 3pm.

We have just locked in Amanda Stevens in as the keynote speaker for the National Big Breakfast that Women In Pest Management is hosting at the Termite Professional Conference - Friday 7th July , Sunshine Coast.

Topic: Everyday Bravery

After wowing audiences in 14 countries for more than a decade on the speaking circuit, Amanda is widely regarded as one of the best female speakers in Australia.

With a double degree in marketing and consumer psychology, Amanda has authored five books and is highly regarded as a marketing consultant, having been engaged to work with brands such as Microsoft, Westpac, Foxtel, Lend Lease, Priceline, and even advising at the highest levels of Australian politics.

She’s shared the stage with the likes of Sir Bob Geldof, Sir Richard Branson and Condoleezza Rice and has presented for audiences ranging in size from 30 to 3,000 at all levels of business.

The National Big Breakfast is open to men and women in the pest management industry and is open to Delegates and Non-Delegates. You do not have to be attending the conference to book. Delegates attend FREE. Non-Delegates $30.

You must register to attend this sit down breakfast event. Limited seating of 300 people. Don’t miss out!

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Thank you to our sponsors Rapid Solutions and Sherwood Chemicals.

REGISTER

Check out the video on Amanda Stevens.

WHAT IS WORK BURNOUT? SYMPTOMS AND HOW TO RECOVER

Aussie research shows work burnout is most common in people in trades and professional caring roles. Here’s how to find out if you're burnt out and what to do next.

Living with COVID-19 for more than three years has changed the job landscape and permanently shifted the way we work. With the separation between home and work shrinking, combined with the added considerations about our health and that of our families, it’s not surprising the term 'work burnout' is still hitting the headlines.

In Australia, burnout isn’t listed as a formal medical condition. In fact, the World Health Organization positions it as an 'occupational phenomenon' rather than an official diagnosis.

But what exactly is work burnout, how do you recognise the signs of it and, how can you avoid it?

WHAT IS WORK BURNOUT?

Work burnout often means we’re putting a lot of effort in and not getting a lot out. Symptoms can include exhaustion, poorer work performance, increased negativity, and detachment from work. Work burnout can result from chronic workplace stress and can feel like a lack of motivation and fulfilment in your job.

Australian psychiatrist, Professor Gordon Parker, says this model of burnout is built on a tool from the 1980s: the Maslach Burnout Inventory (MBI).

Together with researchers from UNSW’s School of Psychiatry and The Black Dog Institute, Professor Parker ran two major Australian studies in 2020 that looked at over 1,000 adults. They found a broader range of symptoms for burnout. These were then collated to produce the Sydney Burnout Measure, a new checklist to help identify burnout. Some of the symptoms they found include exhaustion, cognitive impairment (such as forgetfulness, struggling to focus and difficulty retaining information) and a “loss of lust for life”, says Prof Parker.

As well as affecting work performance, Prof Parker and his team found these symptoms resulted in psychological symptoms like increased anxiety and insomnia, despite feeling tired all the time. Adults in the study were also more likely to report symptoms of depression. Burnout can also lead to more physical symptoms, including a suppressed immune system.

IS BURNOUT THE SAME AS DEPRESSION?

Prof Parker says burnout and depression can overlap. However, he describes burnout as a sense of helplessness rather than the hopelessness of depression.

There are also biological differences between the two conditions. In her 2012 study Burnout and Risk of Coronary Heart Disease, Dr Sharon Toker found depression was marked by an elevated level of the stress hormone cortisol (hypercortisolism), while burnout was associated with low levels of cortisol (hypocortisolism)

WHAT ARE THE SIGNS OF BURNOUT?

Signs of burnout can include:

• withdrawal from friends

• diminished productivity

• lowered concentration

• a sense of stagnation at work

• constant worrying

• taking longer to complete tasks

• not feeling refreshed by sleep.

WHICH JOBS ARE MOST LIKELY TO LEAD TO WORK BURNOUT?

In Prof Parker’s studies, work burnout is more likely to affect those in caring professions – doctors, nurses, teachers, police, veterinarians, clerics – and dutiful occupations, like lawyers.

“Burnout is distinctly overrepresented in reliable, conscientious, dutiful and perfectionistic people,” he says.

At 28, Vicky Dawes was a doctor doing her speciality training in the emergency department at a Sydney hospital. She loved the thrilling combination of unpredictability, mental challenges and making a real difference in people’s lives. But in 2008, she started to feel “a dread bordering on terror” at the thought of going into work. She felt both disconnected from her body: “numb, but also wired”. A peer had taken his life a year earlier and she was withdrawing socially. “It was as if my ‘fight or flight response’ dial was stuck on ‘max’,” she recalls.

“The sad aspect is that burnout is much more likely to afflict ‘good’ people,” says Prof Parker. “People who work hard at their job, people who care for others for endless hours.” Studies have shown burnout is more common among women than men too, while outside of the paid workforce, carers are also susceptible to burnout

IS BURNOUT AND WORKPLACE STRESS AN EMPLOYER’S RESPONSIBILITY?

“Broadly speaking, Australian employers have a legal obligation to minimise workers’ exposure to workrelated factors that can increase the risk of stress,” says Stephanie Kok, an employment lawyer with online law firm Sprintlaw. As a result, high workloads and job demands need to be recognised and managed effectively within the workplace.

Prof Parker advises any concerned employer spotting signs of distress or reduced performance in their staff members to ask open-ended questions about what they’ve noticed. “Because if you ask someone, ‘Are you OK?’, you will get a monosyllabic ‘yes’.” Likewise, he encourages anyone feeling burnout to consider having an open conversation with their boss and to talk through options.

How do you treat work burnout?

According to Prof Parker, “you have to get them out of that job, get them to have a decent break, then come back refreshed in a totally different job,” he says. “But because they're perfectionists, they want to hang on to that old job.”

After leaving her job in 2009, Dr Dawes asked herself: “If I left medicine altogether, who was I, if not a doctor?”. She says hiking and camping rejuvenated her and, after completing her masters in counselling, Dr Dawes now has a private practice, counselling doctors and university students.

While there’s no one-size-fits-all answer, recovery from burnout can include:

• taking time off to rest and recharge

• asking for help

• considering changing jobs

• ensuring you have regular breaks

• meditation to help develop de-stressing strategies

• exercising regularly

• starting a hobby

• getting enough sleep

• enjoying a balanced and healthy diet

• avoiding a ‘perfectionist’ mentality and practising acceptance

• seeking professional advice.

Contributors Professor Gordon Parker, Psychiatrist, Founder of Black Dog Institute; Stephanie Kok, Lawyer, Sprintlaw

Words by Alison Boleyn

EMPLOYER TIPS

STRUGGLING TO UNDERSTAND PUBLIC HOLIDAY PAY?

IS YOUR BUSINESS PREPARED FOR PUBLIC HOLIDAYS?

Public holidays can pose a unique challenge for employers and business owners. What do you do if your employee wants to work on a public holiday? What if a public holiday falls on a weekend? There are so many things to consider and remember! To help you stay updated, we have created a complete survival guide for public holidays.

Your Guide to Public Holidays covers:

• Payment and Wages

• Employee Entitlements

• List of Public Holidays

• Ways Employsure can support you

AM EMPLOYER'S GUIDE TO PERFORMANCE REVIEWS

Performance reviews. The time of year that managers and employees alike often find themselves feeling unprepared for.

But, what if we told you that times are changing? That annual performance reviews are out, and giving regular feedback is in?

If you’re like the many businesses that are still using the  outdated method, we’re here to tell you about a much more effective model that could be transformative for your staff and business.

You want to make performance reviews an experience that can motivate, inspire and reward your team for their hard work over the last 3, 6 or 12 months. Remember, as a manager, you want to use it as an opportunity to support employee growth and give them the confidence and pathway to achieve more.

WHAT’S IN THE EMPLOYEE PERFORMANCE REVIEW GUIDE?

Ready to say goodbye to old-school annual performance appraisals and learn how to design the perfect review experience?

In this guide we’ll cover:

• A more effective way to reflect on performance

• How often you should be discussing performance

• What you should be doing before, during and after a review

• How to give valuable feedback

• Performance, professional development and 1:1 templates

WHAT DOES PROGRESSIVE FEEDBACK MEAN?

Progressive feedback is a method of providing performance feedback to employees regularly with the goal of improving performance. This is often a way of keeping employees in line with the  business goals throughout the year, rather than performing an annual performance review. Cont. p 20-24

WHY SHOULD YOU GIVE PROGRESSIVE FEEDBACK TO EMPLOYEES?

Annual performance reviews are a traditional method of eliciting feedback, but problems can arise when this is the only feedback employees get. Proven success is shown to result from using both methods of ongoing feedback and annual performance reviews.

Frequent one-on-ones, where both sides provide open and honest feedback are one way to create a system of continuous feedback.

Frequency builds trust and openness between managers and their direct reports. When you introduce regular coaching and development within these meetings, you are building a culture where the employee feels supported and is more likely to open up in performance conversations.

The annual review then becomes a culmination of all ongoing feedback given throughout the course of the year. This is mainly used to conduct performance appraisals and to review  employee salaries. Formalising the performance appraisal process gives the Finance department a solid point of reference when assessing performance and reevaluating financials.

WHY ARE QUARTERLY REVIEWS BETTER THAN ANNUAL REVIEWS?

As well as on-on-ones, another way to provide progressive feedback is to establish a quarterly performance review.

Working in addition to annual reviews, quarterly reviews (which our  performance review system allows) enable more frequent feedback and

discussion and give more opportunities for timely recognition of wins and high performance.

Annual reviews in isolation are also known to create stress and anxiety for employees. Annual reviews that ask long questions requiring essay-like responses are being scrapped in favour of shorter questions in quarterly performance reviews.

This style of progressive performance review creates less stress and elicits a better response from employees.

Another way to further reduce stress around progressive performance reviews is to use words instead of numbers in assessment scales. For instance, replace a ranking of 10 with the word “outstanding!”.

A COMPANY DOING PROGRESSIVE PERFORMANCE REVIEWS – THE RIGHT WAY

As one of the first companies to make a move to more progressive employment reviews,  Adobe famously ditched its traditional employee performance reviews in favour of a check-in model.

In their new model, managers set clear expectations for employees and give progressive performance feedback at a time that suits the employee and the role they perform. This allows managers to make micro-adjustments based on past performance throughout the working year.

In the first year of this shift, the software giant estimated it saved 80,000 manager hours, the equivalent of 40 full-time employees. At the same time, the company was able to demonstrate higher employee engagement and retention.

PROGRESSIVE FEEDBACK STREAMLINES THE PERFORMANCE REVIEW PROCESS

A major factor in introducing a progressive feedback loop that works is that it doesn’t create more work for you. In fact, it should minimise it. A continual approach, punctuated with a periodic full review has to be systematised and streamlined.

Progressive performance review software can help you make ongoing performance management a natural fit for your business. With features that help create and support personal and company goals, you can encourage employees and managers to have meaningful, ongoing performance and careerrelated discussions.

With performance management software, you have access to a full suite of annual progressive

performance review documents and a place where you can record ongoing performance conversations with the employee about their individual performance and career aspirations. You can document all checkin discussions, which you can easily access to review and ensure it’s all on track.

Having a performance management system in place also helps you keep a running log of notes on an employee throughout the year. This will help you paint a complete picture of the individual’s performance over time so that your annual review performance discussions are a culmination of all your ongoing feedback.

GET PERFORMANCE REVIEWS RIGHT, AND YOU’LL HAVE:

• Motivated employees with a clear understanding of their individual goals and how their role ladders up to company goals.

• Top performers who feel recognised because each employee’s performance has been tracked objectively against performance goals.

• Reduced employee turnover and increased engagement.

It’s important to remember that giving constructive feedback to employees on how they are performing is as important as ever. When employees are recognised, they become happier and ultimately more productive.

BEST PRACTICES FOR CONDUCTING AN EMPLOYEE PERFORMANCE REVIEW

Do you feel like it might be time for a change in your office environment? Perhaps the performance ratings aren’t as good as they used to be or there are a handful of employees who just don’t seem to be performing at their best.

Making performance evaluation a natural part of how you work means employees will speak up  when they’re struggling or seek help earlier in the process. This proactive approach is more beneficial than waiting until the formal review process comes around.

Before we dive in, it’s important to remember that no matter how you design them or how often you hold them, performance evaluations are a two-way street and most definitely a collaborative experience.

Here are some performance review tips that will help you conduct effective employee performance reviews.

Pro tip: Prepare for performance reviews with the employment hero performance review template

1. Notify employees about performance reviews in advance

Make sure that your employees know that you will be conducting a performance review and tell them on which date it will be happening.

When your employee is mentally prepared for a performance conversation, they may take the time to look into how productive they’ve actually been. This self-evaluation might spark interest in them to do their best in the workplace at all times.

A recent survey from the Society for Human Resource Management found that 72% of organisations conduct formal performance appraisals only once a year, whilst only 2% of employees gave their employer an A grade for their performance management.

2. Have a specific goal in mind for candidates

You need to make sure that you know what you will be accomplishing in this meeting.

Does your employee need to improve upon certain skills? Do they need a raise? Should they take a break for a while?

Don’t lump all of your employees into the same review system or checklist. Each employee’s work performance will differ and so should your review of them.

3. Always be prepared

Prepare yourself and your employee before the performance review and come up with specific, valuedriven advice and issues to discuss beforehand. If there are forms or feedback that need to be documented, ensure you or the employee has filled these out before the performance review meeting.

When done properly, productive performance reviews are extremely valuable to you, your employees and the entire business. If you show up unprepared, rush through the entire process and don’t say anything meaningful, then the entire thing looks disingenuous and becomes pointless.

As a starting point, it’s important to take a look back at the employee’s past performance and work record and look for areas where the employee’s performance can be improved.

Make sure you take your time before the review to look over that individual employee’s work over the last 3-6 months – not just recent events.

It’s easy to focus on more recent events, especially the bad ones, but you need to consider the big picture to make sure you have a well-rounded, fair and clear picture of the employee’s actual performance.

Finally, they may also have questions for you when you bring up any  notes of poor performance, so be ready for that too.

4. Have a meeting agenda ready

The best way to ensure that both managers and employees are prepared is to  create a meeting agenda and send it across to them a few days before the performance review meeting.

You should also ask your employee if there’s anything they’d like to discuss and include that in the agenda as well.

Formalising the review process will help to set clear expectations, so nothing shocks or discourages your employee. The last thing you want is for them to feel like they’re being ambushed.

Having a set agenda also means that there will be some rough structure to the review meeting, you’ll both get more out of it and it’ll be easier for you to keep a record of everything that is discussed.

5. Cover these key points

Some of the most important points to cover during a performance review are the following:

• Do the employee’s day-to-day actions align with

your business objectives?

• Is the employee held accountable for their duties and expectations?

• Are there documents to support your employee’s work habits?

• Does the employee need to be recognized or awarded for performing well?

• Is the employee compensated clearly and fairly for their work initiatives?

6. Have a positive attitude

When discussing ways to improve performance, you don’t want to overwhelm a staff member with negativity and criticism; that’ll just leave them feeling uncomfortable, unhappy and completely undervalued. And we all know that’s not good for business and can lead to higher staff turnover and a disengaged workforce.

Remember to talk about the positives, and thank your employee for their hard work or any particular projects they’ve worked on. When discussing room for improvement or future performance expectations, make sure you are being as constructive as possible.

How can you work together to resolve a particular problem? What could you or they do differently to make sure that the problem doesn’t keep happening?

Work together with your employee to come up with solutions to any problems or concerns so that they don’t feel like they’re being bombarded with complaints about their performance.

7. Honesty is the best policy

Another cliche coming your way… but your grandma

was right, honesty is the best policy.

Think how horrible it would be as an employee if you thought everything was going well and then you’re suddenly told, ‘well, actually, you’re not up to the standard the company wants’.

Always be open and honest with all of your employees and your first step, whether during the performance review or not, should be to discuss any issues directly with them.

They may not even know what they’ve been doing wrong, so bringing this up in a formal setting such as a performance review gives them a floor to voice their opinion on the matter and also gives them some time afterwards to resolve any setbacks.

To get a truly effective performance review, make sure you ask your employee to be completely honest too. As managers, you need to make sure that you’re supporting them fully and that you’re providing space for employees to be honest.

• Is there anything I can do to support you more?

• Is there any training or guidance you’d like to take part in?

• Is there anything you’re not happy about?

Keeping an  open line of communication like this will help employees to feel valued, listened to and more secure in their work environment. It also means they’ll approach you more readily in the future.

To reinforce this, you could also send out an anonymous employee satisfaction survey to your team. Show that you care about your employees, value their input and care about their happiness.

They will, in turn, work harder and care much more about your business.

8. Brainstorm a plan together

It’s important that you can both discuss a futurefocused plan for a course of action moving forward.

Does the employee need to work a little harder?

Let them know that you will be monitoring their performance a little more closely and give them dates as to when they can expect a future performance review.

Maybe your employee has been asking for a raise; this would be a great time to let them know if and when that could come to fruition and discuss why or why not.

Try not to leave any questions or problems unresolved

and instead, come up with a plan or solution that has actionable goals and timelines.

Focus on SMART goal setting: (Specific, Measurable, Attainable, Relevant, Timely)

9. Summarise what needs to be done

After the performance review has taken place, make sure that your employees understand what has been discussed at the meeting. Let them summarise their thoughts about the meeting and make sure that they don’t leave with any questions unanswered

Remember, this meeting should be for the benefit of both the employer and the employee.

10. Ask if they have any questions

Sometimes, employees can be so consumed with new information that they may not have time to think about the questions they wanted to have answered.

By asking them if they have any questions at any point during the meeting, it will allow them to let the information sink in and be able to have an easier conversation about their thoughts.

When you are conducting a performance review, make sure that it’s not a one-way conversation and that you are open to your employees feedback and concerns.

11. Talk about career development

People want to know that they have opportunities to progress, grow, challenge themselves and thrive with your company. Your employee performance

review is the perfect time to discuss the plan in place for employee development

Make sure you’re openly asking them what they hope for in the future at that company.

Are they happy in their current role? Could they benefit from further training or learning opportunities? You need to know whether your staff members are happy.

If a staff member does come to you with a progression plan, you may not be able to offer everything to everyone; if the opportunity doesn’t exist, it doesn’t exist. But make sure you come up with an action plan either way.

For example, if it’s not something your company can offer try to think of other ways to offer them more responsibility, training and development. Show them that you value them and want to keep them around.

12. Make sure performance reviews happen

Pretty self-explanatory – right? Unfortunately, for one reason or another, there are still a huge number of managers out there who refuse or forget to do regular performance reviews.

There are many benefits of doing regular performance reviews with your team:

• You’ll be much better informed about the way things are at your company.

• You get the chance to set your expectations for staff, so there’s more clarity within your team.

• Employee recognition opportunities

• Performance reviews allow you to discuss any issues in a professional, formal setting.

• As a manager, you gain insight into how happy your employees are.

• Together with your employee, you’ll find ways to improve their performance.

• Employees will feel more secure, valued and included in your team and will be happier and more productive workers!

All in all, productive performance reviews can amount to a happier, more engaged and more productive workforce. What more could you want?

13. Do them more often

Most companies will do a performance review at least once every six months – but why not more often? The more regularly you catch up with your employees, the more on top of things you’ll be and the quicker you’ll know about any issues in the team.

Your employees will also feel a lot more loved, knowing that you’re  trying to look after them. If you have the resources, why not do a quarterly review? Go on… we dare you.

Ultimately, you should feel committed to running productive performance reviews, otherwise, you may as well not run them at all. If the idea of running performance reviews sends shivers down your spine, consider if performance reviews sit well with you and your team.

Not every company or business needs them; shocking I know! But the truth is if you’ve got a small team and feedback is regular and honest, then the annual performance review process might not be necessary.

14. After the employee performance review

Don’t let the open-ended discussion end there. Let your employees know that they can come to you at any time with any concerns that they may have. Discuss which method works best for you to respond in a timely manner (i.e. via email, meeting or phone conversation).

Remember that the information that comes out during a performance review shouldn’t be a surprise to your employees. Your employees should know how well or how poorly they are doing on an ongoing basis to ensure maximum workplace productivity and to keep an ongoing dialogue about workplace expectations.

A successful performance review process can also lead to more engaged employees, increasing productivity and driving profitability in your business.

INTERNATIONAL PESTIES

FRANCES MCKIM:

Leicester, England, United Kingdom

Freelance journalist and public relations consultant specialising in international professional pest management

A graduate in agricultural economics from Reading University, Frances has a long association with pest management in the UK and internationally due to her involvement with the public health insecticide, Ficam. She was elected the first female president of the British Pest Control Association (BPCA) in 1982 and was inducted into the Pest Control News Hall of Fame in 2008. She launched BPCA’s Professional Pest Controller magazine in 1993 and edited it for 15 years. Along with Helen Riby she founded Pest magazine in 2008 and continued as editor and co-publisher until January 2020.

Frances McKim has been involved with the international pest management market in a variety of roles for about 40 years, which included being President of the British Pest Control Association (BPCA). Having worked for many years for one of the large multinational pesticide manufacturers, she had her own PR consulting business, ActiveSolutions, until launching in 2009, Pest Magazine in the UK with her business partner until they sold it nearly three years ago. Since then, she has helped with press work for the likes of the International Conference on Urban Pests (ICUP) event and the National Pest Management Association (NPMA) for PestWorld. More recently Frances has been to the FAOPMA Pest Summit 2022 held in Kyoto, Japan in early November and shared with us her personal reflections of that event and doing business in Japan.

Having been involved with the European and American professional pest control sector for over 40

years you build up a feeling of familiarity and confidence when attending events. However, attending the FAOPMA Pest Summit 2022, and spending time in Japan, brought me to an abrupt stop…. I was totally out of my comfort zone. Despite the language barrier, when visiting Japan you can be assured of a warm but very polite welcome.

One of the first things you notice is how organized and clean everything is – not a spot of litter can be seen anywhere – regrettably not the case in Europe.

Judging by the exhibition, there are pests but they too seem very discrete. Not a single flying or crawling insect was spotted, nor a single rodent bait box in use!

Attempting to report and photograph events at the conference posed quite a challenge too. Never before have I been instructed to remain seated when attempting to photograph the opening speaker, an ex-Prime Minister, as he opened the conference. For fear of attack following the assassination of the former Prime Minister, Shinzo Abe, in July this year, he came with armed guards and if I stood up I was told I might well get shot!

We were also all forbidden from taking any photos of one of the speakers, Chan Hyuk Chyun, the President of CESCO from South Korea, for his fear of being kidnapped. Even a large percentage of his own employees do not know who he is, or what he looks like.

As the event unfolded and I started to find my feet, I soon became in awe of the Japanese business culture.

In his presentation Taro Kanazawa, President-elect of FAOPMA, and CEO of pest and hygiene company, Hysia, explained the culture embedded in Japanese companies and how they survive for generations.

He used a quote from Eiichi Shibusawa (1840-1931) who is fondly referred to as the ‘father of Japanese capitalism’. He stated that ethics and business growth can be achieved simultaneously – a very different model to traditional Western capitalism where the aim is to maximise shareholder value. He said: “People who just chase money for personal interests are looked down on.” This echoes the non-profit borderless work referred to by Junichiro Katayama in his keynote address.

Other staggering features of Japanese companies are not only their scale, their commitment to research but also the very high degree of family ownership.

The research and training facilities described by the unphotographed President from CESCO in South Korea, who hold an estimated 90% market share, were mind blowing. For example, in what they called their CESCO Member City they can train thousands of technicians at any one time, housed in their own hotel, with 20 classrooms and a wide variety of simulated treatment rooms. All new employees get 700 hours of training with 200 hours as an annual top-up.

The length of ownership of companies is also a feature of Japanese commerce. In his presentation, Taro Kanazawa detailed some remarkable statistics –33,076 companies are over 100 years old, representing 41.3% of the total with 1,340 companies over 200 years old, 65% of the total. In comparison, the figures for the UK are 1,861 (2.3%) for 100 years old and 83 (4.0%) for 200 years. And many of these long-standing companies are family owned.

Mr Kanazawa’s own company, Hysia, was founded by his grandmother in 1969, but you can’t fail to be impressed by the company heritage of one of the other speakers, Shiro Ueyama, a director of insecticide manufacturer, Kincho, founded in 1885. He is the great-great grandson of the founder, Ueyama Eiichiro, who holds a significant place in the history of insecticides. It was he who acquired chrysanthemum seeds, the source of pyrethrum, from a British plant trader in 1886 and then promoted its planting in Wakayama prefecture. He came up with the idea of kneading pyrethrum into incense sticks and then invented the spiral shaped mosquito coil, regarded as the world’s first industrialised insecticide.

To conclude, my visit to Japan and to attend FAOPMA, can only be described as one of my life’s experiences.

Some of you might also be amused to read an article Frances did when they published Pest magazine... there was a TV series featuring only female pest controllers - called the ladykillers...

Dominique Stumpf - (CEO) at National Pest Management Association. Taro Kanazawa - President-Elect at FAOPMA

WHAT IS ‘YOUR’ PERFECT ELEVATOR PITCH?

You suddenly have the opportunity to tell your story to the person in front of you, but time is of the essence and the goal is to tell your story within 30 – 60 seconds! So let’s make a good impression and hopefully an engaging connection.

You want to tell this story in a concise and compelling way to capture the attention of your audience.

Ask yourself -

• Who am I?

• What do I do?

• Where do I work?

• Why do they need to know?

• How am I different from others?

For some the gift of talking comes naturally but for most of us it takes practice and more practice!

WRITE IT DOWN!

Just let the words flow out of you onto the page, you can edit later! This will allow you to express everything you want to say and expose what is important to you, and about what you do.

Once you’ve revealed your thoughts read over it and edit. Sharpen the focus to reduce your pitch to a 30-60 second spiel that will be engaging to your audience.

SAY IT OUR LOUD!

When you say it out loud, it will sound different to how you thought it would. Hone the message to suit your own character, language and personality.

Smile and make eye contact!

Part of a great conversation is to be engaging with eye contact, communication, and positive body language. It’s a two-way street – so also be interested and spontaneous.

FURTHER RESOURCES:

Tips for perfecting your elevator pitch - https://www. businessnewsdaily.com/4034-elevator-pitch-tips. html

How to give an elevator pitch - https://www.indeed. com/career-advice/interviewing/how-to-give-anelevator-pitch-examples

How to make an elevator pitch - https://zety.com/ blog/elevator-pitch

Written by RACHEL SKEDD

YOU HAVE THE POWER TO EMPOWER YOUR BUSINESS

The gender gap in the pest control industry is ever present, the same as with many industries and trades worldwide. Now is the time to put forward strategies in your business to push for equality and representation.

Who has the power within your organisation to make sure that women want to work with you and represent your business? Injecting some strategies into your business policy is a great place to start and ensure key targets and goals are written and reviewed regularly.

Here are some suggestions to improve equality in the workplace.

• Look for ways to recruit more female employees, research suggests that gender diverse teams perform better than male dominated teams.1

• Provide flexible work arrangements so people can enjoy their work and have a neat fit with other areas of their life.

• Address pay disparity by auditing your own remuneration packages and know your legal obligations. Build your reputation as an ‘employer of choice’.

• Develop and implement strong policies against sexual harassment and gender equality.

• Work on your workplace culture to promote diversity and help employees to find

meaningfulness in their work by brainstorming and including their personal values and passions.

• Offer mentorship and professional development for ongoing job satisfaction.

As the world recovers from the pandemic and ‘the great resignation’ decide on your focus for future employee recruitment and engagement. Increase your target audiences in both staff and clientele by cultivating an environment that will create opportunities for women in your workplace, invest in them, and they will help improve and grow your business.

Read on…

How to recruit more female employees - https:// www.welovesalt.com/news/hiring-advice/how-torecruit-more-female-employees/

Six ways that women can champion each other at work - https://leanin.org/tips/workplace-ally 1. Reference: https://www.sydney.edu.au/business/ news-and-events/news/2019/11/18/how-agender-balanced-management-team-improvescompany-performance.html

Written by RACHEL SKEDD

TIPS

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INDUSTRY UPDATE – WHAT WE’RE SEEING

As the sole insurer dedicated to the pest management industry, we’re talking to your peers every day about what’s happening in their businesses -you could say we hear and see it all! We’ve put together the below snapshot of the key trends our team is noticing as 2023 unfolds.

LABOUR SHORTAGES AND WAGES PRESSURE

Businesses are still working hard to recruit new starters and experienced technicians, in all urban regions across the country.

We’ve been talking to successful, established business owners who’ve had position vacant ads running for experience techs for months without any eligible applicants!

As unemployment remains low, we don’t expect to see a quick shift in applicants for tech roles, however we are seeing a shift in women returning to the workforce that could be an opportunity for tech and admin roles in our industry. With cost of living increasing, the number of women looking for employment (part-time and full-time) is also increasing, as a way to keeping up with mortgage payments, fuel and energy prices. These women are typically looking for flexible hours, work from home options (where appropriate) and an organizational culture that fits with their values.

We think this is something savvy business owners might capitalize on before the rest of the market catches on!

GENERATIONAL SHIFTS

Experienced technicians and business owners

seeking retirement after decades in the industry are hanging up their boots, many without passing the business on to family members or a purchaser. What a loss of knowledge for our future generations of pesties!

When leaving the industry, there’s a long running trend of business owners opting out of runoff insurance. This means they’re not protected against claims for their past work. Learn from a client who recently did take a run-off policy before retiring, only to have not one but two personal injury claims against him in subsequent months alleging negligence in a property inspection he’d performed some two years earlier! He has the peace of mind in retirement that he’s protected by his insurance for the costs of defending these claims.

LESS DISPOSABLE HOUSEHOLD INCOME AND MORTGAGE STRESS

We all know the importance of keeping up regular maintenance on properties, including protection against pest infestation and termite attack. After the increased uptake for pest management during COVID, when people were at home more, came the fall as people returned to work and increased costs of living started to bite. Many of our clients are already feeling the pinch with less work in urban pest management and termite treatments and inspections. Less work fuels competition and drives prices for pest control down – and none of us want a race to the bottom.

Further, we’re seeing an increased instance of statements of claims brought against our clients. These are claims filed in state courts that inevitably must be defended by lawyers, not just the insurer. Recently, we’ve had at least two of these claims that

are a “stretch” without much evidence or basis against our client. Unfortunately, these new homeowners have genuine building or termite damage issues but cannot afford the repairs, so they’re looking for someone to pin the problem on, which often means the Pre-Purchase Pest Inspector and their insurance company.

We expect to see more distressed, desperate property owners seeking to make a case against a failed termite management plan or pre-purchase inspection as mortgage rate pain is felt and property prices in some areas fall.

So what does all this mean for WIPM? Is the picture really this grim?

We see it as an opportunity to rely more heavily on networks such as WIPM for learning from each other, supporting each other and lifting the standards and reputation in the industry. You’ll make some new friends and may find some simple, powerful strategies to protect and grow your business despite the market challenges.

I’m a big advocate of “controlling the controllables”, so here are my thoughts on doing just that during these changing times:

• Read the Australian Standards and review your paperwork regularly. Get a peer review, independent legal advice or ask your insurer for some suggestions as to good practice;

• Amp up your customer service. Take extra steps to let your customers know, in writing, about their risk of termite attack and the limitations of your service. If there’s significant risk or damage from termites, consider how far you can go to help them understand their options for treatment and ensure they never take it as a guarantee termites have been forever eliminated from their property;

• Take your recruitment and retention strategy seriously if you have employees – attract and keep the best you can that align with your personal values;

• Increase your prices. There’s more risk on the services you’re providing, your costs are going up, and it’s a sure fire way to ensure only the customers that truly value your service remain with you

At Rapid, we’re always keen to talk to our clients, bounce ideas around paperwork and claim prevention and talk to your teams about some case studies.

Feel free to get in touch (even if you’re not a current client!) if we can help you out!

BELINDA SMITH CEO, Rapid Solutions

Experienced leader and executive with a diverse industry sector background. Skilled in business growth, strategic planning and implementation and culture building. Focussed on providing customers with peace of mind and tailoring service offerings to meet market needs. Passionate about ending family violence because everyone deserves to live safely in their own home, workplace and community.

PESTWORLD 2023 17-20 OCTOBER 2023

All international pest professionals are invited to PestWorld 2023. This is to be held between 17-20 October 2023 at the Hawaii Convention Center, Honolulu, Hawaii, USA.

Held each year, and organised by the National Pest Management Association (NPMA) in the USA, PestWorld is the largest and most international gathering in the pest controller’s calendar. It provides an ideal opportunity to experience the scale of the industry on a global basis, to meet pest professionals from around the world, establish new contacts and network with industry colleagues.

PestWorld 2023 details, which will be updated regularly, covering registration, the programme, exhibition, hotel accommodation and travel arrangements can be found on the PestWorld 2023 website at www.pestworld2023.org

At last year’s PestWorld, held in Boston, Massachusetts, the exhibition was a complete sellout with international visitors attending from over 56 countries.

Although selling fast, reservations for an exhibition booth can also be made via the PestWorld 2023 website.

A video, shot at PestWorld 2022, illustrating what delegates can expect at this event can be viewed on the PestWorld 2023 website.

ASSASSIN BUG

Scientific Name: Pristhesancus plagipennis

Other Common Names: Bee Killer, Common Assassin Bug

Species documented in 1873 by Walker, F..

Description

Adult insects are brown, growing up to 30mm in length. The nymphs are black with orange adbomens.

Reproduction/Lifecycle

In the summer, adult females lay between 40 to 80 orange eggs, hatching 14 to 16 days later. The assassin bug can live for up to 13 months.

Habitat

Common in gardens in Brisbane, also found in many other areas of Australia.

Diet

The name assassin bug is due to the way this insect feeds on its prey. Often approaching from behind, the assassin bug will stab the prey and inject an enzyme which will dissolve the prey’s inner organs. The assassin bug can then feed on the fluid.

Miscellaneous

Studies have found the assassin bug to be of

INTERESTING FACTS

commercial benefit for cotton crop protection. The bugs will control heliothis and other plant-sucking bugs in cotton.

Assassin bugs are not known to be aggressive but may bite in self-defence. The bite is reported to be extremely painful (as the same salivary secretion is injected through the skin as used to kill their prey). Intense burning sensations followed by a lump lasting for several days may be present at the site of the bite.

Found in:

NSW,NT,QLD,SA,TAS,WA

WIPM - Tip of the Month

Set attainable realistic goals and more than one!

Personal, financial, and business goals are important to have and review them often.

Have your long-term goal but make sure and have regular short term achievable targets.

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PESTNETWORK TRAINING SEMINARS

REGISTRATIONS HAVE ALREADY OPENED FOR THE UPCOMING 2023

PESTNETWORK TRAINING SEMINARS!

The Program and Registration Form is attached, and details listed below.

There is some exciting and important presentations and workshops you will want to see including:

• Bed Bug Workshop (Be familiar with the Code Of Practice)

• The latest information on Cockroach & Fly baits

• Pricing (are you getting it right?)

• Calibration & Residual Deposition

• What’s happening with the regulations around Rodenticides plus, much more….

They will have as our guest speaker Keith Farrow, the lead author of the current LIII Certificate Program who was a contributor to the Bed Bug Code of Practice.

Please note that they will have discounts available for “early-bird” as well as group/company bookings if you wish to send a number of technicians.

These are only available for a limited time so please book early as possible. Our venues will be up to the high standard we usually have, in convenient locations around the country. Our seminar venues for 2023:

Queenstown: Friday 2nd June 2023 – Mercure Queenstown

Christchurch: Wednesday 7th June – Peppers Clearwater Resort

Wellington: Friday 9th June – The Angus Inn

Rotorua: Monday 12th June - Novotel Lakeside

Auckland: Wednesday 14th June – Sudima Auckland Airport

GARRARDS ROAD SHOWS NZ

The Garrards Roadshows have been running for over 30 years. This is a trade event for the Pest Control Industry

THANK YOU TO OUR CORPORATE SPONSORS

EVENTS

AUSTRALIAN

Aussie Termite Tours

24th June - 2nd July 2023

Termite Professional Conference

5th - 7th July 2023, Maroochy RSL, Sunshine Coast

WIPM National BIG Breakfast

7th July 2023, Maroochy RSL, Sunshine Coast

WIPM Coast to Hinterland High Tea

7th July 2023 Secrets on the Lake, Montville

AEPMA Pesticon

16th - 18th August 2023, The Star, Gold Coast

Garrards Roadshows

INTERNATIONAL

NPMA

2023 Safety Summit, Orlando, Florida, 4th - 5th May

PestWorld

2023 Honolulu 17th – 20th October

2024 Denver 22nd – 25th October

2025 Orlando 21st – 24th October

2026 Grapevine 20th – 23rd October

NEWSLETTER CONTRIBUTIONS

FAOPMA

2023 Taiwan, Kaohsiung

Exhibition Centre 12th14th September

2023 India

2025 Malaysia

2026 New Zealand

WIPM members are encouraged to contribute to our monthly newsletter. If you have an article or relevant resources that you would like to contribute, please email over to info@wipm.au. Cut off date for the next edition will be Friday 21st April. 2023.

CONTACT US

WIPM Office

Unit 4/1 Selkirk Drive, Noosaville Qld 4566

PO BOX 1910, Noosaville DC Qld 4566

President

Nicky Turner 0409 217 328

nicky@pestieprofiles.au (QLD)

Vice-President

Rhiannon Brown 0491 368 478

hello@envirapest.com.au (WA)

Events Coordinator

Eliza Urey

events@ipma.org.au (NSW)

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