Balance, culture, feedback, and training: how your workplace can stand out

Today’s modern workforce is ever-changing and therefore, learning how to navigate workforce challenges is crucial for the success of a business. Most recently staff shortages, an increasingly competitive job market, and meeting the expectations of employees, have been at the forefront of workplace challenges. 

As of June 2022, one in every three businesses are finding it difficult to employ suitable staff. So, how can you manage staff shortages and retain talent? 

Staff shortages affect all areas of business life and affect revenue turnover, productivity, workplace culture, and most importantly, the existing employees. Staff shortages place extra pressure on existing staff, making them feel undervalued and overworked and ultimately can lead to employees exiting your business, so it’s a good idea that these issues are addressed quickly. 

Here we dive into today’s workforce landscape, the new challenges facing businesses, and we share expert tips on how to navigate them without putting a foot wrong.

1. Work-life balance means supporting breaks, flexible working and removing commutes

Improving overall productivity and individual employee performance can be as simple as ensuring staff are taking all entitled breaks throughout the workday. Flexible working arrangements offer staff more control over their day-to-day life and allowing the option of remote working (if appropriate) will not only benefit the business but also your people. By removing the stress of commuting to and from work, employees can claim back valuable time that can lead to improved focus and productivity during working hours.

2. Culture is king

The benefits of building a positive workplace culture can’t be underestimated. When a working environment ensures employees feel heard, supported, and rewarded, productivity and overall satisfaction are likely to improve. From encouraging team bonding to recognising the achievements of your people, your employees will feel valued for their work and generate loyalty.

3. Ask, learn, and act when it comes to employee feedback

Failure to deliver feedback constructively and appropriately can bring about several adverse outcomes including low workplace morale, and the potential for legal implications. Meeting with your employees regularly to discuss their performance whether good, bad, or exemplary, is not only an important part of retaining talent but also ensuring that their feelings, thoughts and concerns are being heard, handled, and actioned. Having an organisation hierarchy that is built upon trust and confidence will give both managers and employees the belief that raising any workplace issue they may have will be responded to fairly and promptly. 

4. Training and development

Training and development can take various forms, and today an employer’s investment in their people can be the difference between retaining and recruiting talent. Investing in the skills of your people will help them feel prepared, confident and equipped to complete their roles. Whether it’s professional development days, providing financial support for upskilling programs, or team bonding, these events work to equip your staff to handle various situations and give employees the tools to succeed. 

Retaining and recruiting talented and driven employees is key to standing out from the crowd and becoming an employer of choice in a jobseeker’s market. 

Remaining competitive in this market can be a challenge for businesses, but by embracing change and engaging the right processes your company can become the one everyone wants to work for. Improving your edge in the job market begins with: 

• Improving your reputation within the community, bringing potential hires to you rather than needing to find them. 
• Following a detailed and communicative interview process that leaves employees feeling valued and more likely to accept a job offer. 
• Embracing flexibility that offers employees the ability to improve their work-life balance. 
• Identifying how you can build a mutually beneficial relationship with employees that focuses on career growth, training and development, and employee satisfaction. 

Three key things employees want from you

1. A safe working environment

In Australia, Work Health & Safety (WHS) is a criminal jurisdiction; severe fines, penalties, and legal costs are just some of the harsh consequences that await businesses that get it wrong. As an employer, you have a legal obligation to ensure that the workplace remains a safe environment for all employees. This duty of care includes the standard WHS processes of enforcing policies and procedures to actively monitor for potential risks, and reporting incidents if and when they occur. It is not only a requirement that employers provide a safe workplace environment free from physical risks, but a safe workplace environment also extends to ensuring that the workplace is psychologically safe. Well-being and psychological safety is a priority for the next generation of employees, and in order to stand out from the rest, simply satisfying your minimum legal obligations will not be enough. Businesses are expected to go the extra mile in cultivating a culture that is supportive and inclusive of all staff and which priorities mental health well-being.

2. Investment in the employee experience

Employees expect to be trained at a level that gives them the skills to confidently succeed in their roles. Many businesses lack opportunities for employees to continue training after the initial onboarding process. Although onboarding training is crucial for every starting employee, continued training throughout employment allows an employee to further develop their skills and knowledge base. Providing constructive feedback not only helps to identify areas of improvement but also ensures employees know what’s expected of them in the workplace.

3. Effective communication from the top down

Employees don’t just expect effective communication, they demand it – and it’s the easiest way to build strong relationships within the workplace. Effective communication not only reduces confusion and creates a working environment that increases productivity but also generates trust. Businesses that give those holding leadership positions training that aids them in building strong relationships with staff and effective communication and problem-solving skills, are more likely to have employees feel more comfortable communicating with their leaders, asking for help and support, and maintaining a culture of high performance. 

Taking active steps towards workplace challenges 

If your business is faced with retaining or attracting top talent in a challenging landscape, why not consider introducing these elements into your strategy? Work-life balance, boosting culture, implementing channels for feedback, and supporting training and development are ideal ways to ensure your business continues to adapt to an everchanging employment market and retaining your people. 

If you’re a Citation HR client and want to know more about workplace culture, please reach out to our workplace relations experts via our 24/7 HR Advice Line.

About our author  

Amelia Attard is a Workplace Relations Advisor at Citation HR. She assists various clients via the 24/7 Advice Line, providing clients with advice that will aid in improving their business. She is currently studying for a Bachelor of Law and a Bachelor of Social Science.