Wellness Archives - Page 2 of 3

What to do when you can’t give your employees a pay rise

Posted on July 28, 2020August 9, 2023 by Chris James

With Australia now experiencing a new wave of COVID-19 outbreaks, companies continue to feel the pressure of the pandemic. Unfortunately, this also means that employees may have to keep waiting for their promotions and pay rises due to constrained resources. This, of course, is likely to lead to lower employee morale.

But there are ways for companies to mitigate the negative impact of the pandemic. One of the best solutions is to consider expanding your benefits offerings. These additional offerings can support your employees in key areas during this challenging time and also provide some financial relief to make up for the lack of a pay rise. Below, we share four categories of benefits to consider:

Flexible work benefits

According to a study, a flexible work arrangement is one of the ‘must have’ benefits for Australian employees. This is especially prevalent now, as employees are feeling the stress of balancing their work and home lives once again. Here are some flexible work benefits to consider:

Flexible working hours. The 9 to 5 schedule doesn’t work for all employees – especially those with families and children. Allow your workforce to choose their own hours so they don’t have to stress about being online at a time that’s inconvenient for them. This will not only relieve stress but also demonstrate to employees that you understand and respect their individual needs.

Work from home options. Whether your employees have recently returned to the office or are still remote, it may be a good time to either extend or offer up work from home options as an alternative to being in the office. As COVID-19 cases escalate again, you want to make sure everyone feels safe while they work.

Home office setups. If you do have employees working from home, relieve some of the burden by paying for their home office set up. This can include covering the cost of a new desk, chair, monitor, or whatever else they need to work comfortably from home.

Financial benefits

Even if you can’t directly provide a pay rise, there are other ways to financially support your employees – while staying within your HR budget. Below are a few ideas of the types of financial benefits you can offer:

Employee discounts. At Flare, we have an exclusive benefits and discount platform. that provides your employees with discounts from hundreds of leading retailers, including Amazon, Woolworths, and Foot Locker. Giving your workforce access to these types of benefits can ease some of the financial burden they’re feeling right now.

Novated car leasing. Offering employee benefits like novated car leases and salary packaging can help your employees reduce their taxable income and therefore reduce their income tax. Flare offers novated car leasing to customers as part of employee benefits.

Real time pay. Imagine if employees could access their pay after each day’s work rather than waiting for the weekly, fortnightly or monthly pay cycle? This could soon be a possibility. Flare will soon be offering real time pay as part of employee benefits so that employees can access their pay for a small fixed fee for when they really need it.

Equity. If you can’t afford to increase the salary of your employees, consider giving them more equity instead. This is an investment that can pay off many times over in the long run, and it gives workers more stake in your organisation – which, in turn, can boost morale and engagement.

International payment transfers. You may have employees with family members outside of Australia that they’re providing financial support to during COVID-19. If you want to help them save on expensive transfers, consider offering WorldRemit as a benefit – they offer much more affordable international money transfers. They’re also a partner on our own benefits platform!

Physical and mental health benefits

Your employees are dealing with many stressors right now – from feeling anxiety around their job security to worrying about the health and safety of their family members – which can come with negative physical and mental health side effects. To help them combat these potential problems, you may want to consider the following benefits:

Wellness budget. If you have the funds to do so, consider giving each employee a wellness budget. They can use this money to invest in self care. For example, they can use this budget to cover the cost of a massage, new running shoes, or an online meditation course – anything that helps improve and maintain their sense of well being.

Fitness subsidisation. Staying active can go a long way. And the great news is that there are tons of virtual fitness classes these days. So whether it’s an online yoga course or a cycling class, pay for your employees to indulge in their favorite exercise routines – it gives them one less thing to worry about cost wise and encourages them to get moving.

Healthy snack delivery service. If you want to make healthy eating more accessible for your employees and boost their morale, provide them with delicious snacking options! Companies like Snacks With Bite will deliver healthy snacks directly to your employees’ homes. It’s one less decision they have to make, and it’s something they can share with the rest of their family.

Family benefits

As schools start to close down again due to the new wave of outbreaks, parents are scrambling to figure out how to balance work and family life for the second time. Not receiving the pay rise they were expecting can further exacerbate your employees’ stress levels. To help, here are a few benefits you can offer:

Childcare support. If your working parents do find themselves back at home with the kids, give them the funds to hire additional childcare support. Maybe they can have a trusted babysitter take care of the kids in the morning, when they’re the busiest with work. Or they can hire an in-home chef to prepare healthy meals for the family if they don’t have time to.

Fun family activities. It’s challenging for parents to always think of new, stimulating things to do with their children. To help, send your working parents “family care packages” that contain fun activities – such as puzzles, at-home scavenger hunts, or s’mores kits. This is one less thing that your employees have to think about and gives them a reason to spend quality time with their families.

Even though your employees will be disappointed to not receive the pay rise they’ve been waiting for, they’ll appreciate your efforts to compensate them in other ways in the meantime. Take care of your employees’ needs during this challenging time, and you’re likely to see a more engaged and productive workforce.

Want to give your team access to more employee benefits and discounts? Flare Employee Benefits gives your workforce access to an exclusive benefits and discount platform of leading retailers like Woolworths, JB Hi-Fi and Amazon. If you’re looking to implement more employees benefits in your company, reach out to [email protected] to learn more.

Simple strategies to promote emotional wellbeing in your workplace

Posted on July 20, 2020August 11, 2023 by Chris James

We live in an increasingly stressful world. Everything from rising costs to escalating pressures in the workplace are contributing to mental health issues in our employees. Given this, prioritising emotional wellbeing is more important than ever. But what exactly is preventing our workers from achieving emotional wellness, and what can we do to help? These are questions we’ll address in the rest of this post.

Why is emotional wellbeing important?

As of 2019, 50.6% of the Australian workforce had experienced a mental health condition, and two in five of those workers reported that their workplace either caused their condition or made it worse. These work-related mental health conditions cost approximately $543 million of workers compensation and $750 million in life insurance claims paid to Australians each year.

It’s clear that emotional wellbeing, or lack thereof, is a huge problem that infiltrates the workplace. There are a few reasons why it’s important for employers to address this problem head on: first, since one of the main sources of stress is from work, it’s every company’s responsibility to help alleviate some of that burden. Secondly, without addressing emotional wellbeing, we can’t expect our employees to perform their best at work. Mental health issues can affect everything from an employee’s satisfaction with their job to the bottom line.

Related article: 5 Ways to help your employees improve their financial wellbeing

Barriers to emotional wellbeing

It seems as though more and more employers are investing in emotional wellbeing programs each year. But if this is the case, why do mental health issues continue to be a problem among Australian workers? It may be that the programs aren’t explicitly addressing the most common barriers to emotional wellbeing, which include:

Lack of education and training. A survey found the most common barrier to achieving an emotionally healthy workplace is lack of appropriate skills in managers. Therefore, investing in more training and education around mental health and wellbeing can help break down this particular barrier.

Fear of stigma. Even though the conversation around emotional wellbeing is becoming more commonplace, that doesn’t mean the stigma around mental health issues doesn’t exist. In fact, research has found that mental health is the issue Australian workers feel most uncomfortable discussing with their managers.

Access to the wrong resources. Finally, it may also be the case that you’re not offering the resources that employees actually need to improve their emotional wellbeing. Unless your decisions were backed by feedback and data from your workforce, there’s a good chance that your employee wellness program isn’t aligned with people’s mental health priorities.

In the next section, we’ll cover simple strategies that will help your organisation overcome these common barriers.

Related article: 10 Ideas to help you boost your employee engagement

3 simple strategies to promote emotional wellbeing at your company

Your emotional wellbeing strategies don’t have to be complicated or break the bank. Start off with one or all three of these strategies to start taking steps in the right direction:

1. Make mental health trainings a requirement

Sometimes mental health can be tough or uncomfortable to talk about. That’s completely natural. But that’s why we encourage HR teams to invest in mental health training – not just for employees, but also for the managers and leaders at the company as well.

These educational opportunities can give everyone the practice they need to navigate conversations about emotional wellbeing, respond with more empathy to people who are struggling, and understand what next steps might look like. While you don’t want your managers to play the role of therapist for your employees, they should – at the very least – know how to handle those initial conversations and connect their direct reports to the right resources.

2. Normalise conversations around emotional wellbeing

It’s unsurprising that Australian employees don’t feel comfortable talking about mental health at work. This usually stems from a fear of judgment or – worse – a fear that it’ll affect their career development. The best way to assuage these fears is to normalise conversations around mental health in the workplace so that your employees know this is a challenge that almost everyone is dealing with.

Don’t just wait for Mental Health Month to have these conversations – instead, make it a normal and accepted part of your company culture. There are several ways to accomplish this: ask your leaders and managers to speak openly about their own mental health struggles; create safe spaces or Employee Resource Groups where people can speak openly about emotional wellbeing; and make it ok to take mental health days.

3. Customize your benefits offerings

This may also be a good time to revisit your benefits offerings. Even if you have an incredible benefits package that gives employees stipends for massages or virtual therapy sessions, that doesn’t mean it’s what your workforce needs. Maybe it turns out that they’d rather have flexible working hours and more mental health days instead.

The only way to find out what your employees truly need is to ask them. You can do this through one-on-one conversations or, if you have a bigger organisation, send out a wellbeing survey to identify the current gaps in your benefits. Once you have this information in hand, you can actually customise your offerings to align with your employees’ priorities.

Don’t overlook emotional wellbeing when it comes to your overall HR strategy. The mental health of your employees has the potential to make a huge impact on their happiness, productivity, and desire to stay with your organisation. Use our strategies to demonstrate that you care and to promote the importance of emotional wellbeing in your workplace.

If you have any employees who are in need of support, be sure to check out The Flare Wellness Network, a free hub designed to support Australian workers by giving them access to benefits and offers, while encouraging businesses to partner together in an effort to support the wellbeing of the Australian workforce.

If you’re looking for an additional HR software to support your business, Flare offers a free onboarding software with employee management and benefits. To learn more, please request a demo.

Why providing financial literacy for employees is important

Posted on July 13, 2020August 11, 2023 by Chris James

Everyone is familiar with the concept of literacy, which refers to one’s ability to read and write. It’s a skill that clearly has a huge impact on everyday life. But what people might be less familiar with is the idea of financial literacy, which is having the knowledge to make informed decisions about one’s financial situation – from budgeting to investing to saving.

Unfortunately, Australians have long struggled with financial literacy. A study found that only 50% of men and 35% of women were able to answer five basic financial questions correctly. The good news: there’s an opportunity for employers to step up and help improve the financial literacy of their employees. We explore how in this blog post.

The importance of financial literacy

Before we dive in, it’s important to establish why financial literacy is such a critical skill to invest in. The short answer is that financial literacy leads to better financial health. And there’s a lot of research to support the fact that poor financial health creates many problems for employees – from health problems to anxiety, which eventually leads in lost revenue for companies.

Let’s take a closer look at some of the statistics:

Two in five Australian workers experience financial stress during their careers
As a result, these employees take an extra 2.4 sick days per year
1 in 5 employees also admit to being less productive at work because of financial stress
This costs Australian businesses an estimated $31.1 billion per year in lost revenue

Looking at these numbers, it’s clear that improving the financial literacy of employees should be a top priority for organisations.

Barriers to financial literacy in Australia

So what exactly is it that’s preventing people from being financially literate? We can generally attribute low financial literacy to a lack of access in three categories:

1. Education. By far the biggest barrier to financial literacy is a lack of access to financial education. To have the confidence to make smart financial decisions, one first has to be equipped with the knowledge to do so. Unfortunately, financial topics aren’t built into our education system, which means that many people reach adulthood without an understanding of how to manage their money or save for long-term milestones.

2. Tools. To improve financial literacy, it’s not enough to simply memorise information. That knowledge needs to be put into action. But employees may find themselves feeling overwhelmed or require some assistance to get started. That’s where access to financial tools – which can serve as the bridge that helps people go from having knowledge to taking action – may be useful.

3. Professional support. Finally, it’s important to recognise that financial topics are inherently complex – which is a large part of what makes financial literacy so difficult to achieve. This means that almost everyone could benefit from receiving professional support to help answer questions and guide their decisions.

In the next section, we’ll share a few recommendations to help lower the barriers to entry when it comes to these three categories.

How to help your employees build financial literacy

When it comes to your own employees, there are many ways you can improve their financial literacy. This will, in turn, help their sense of financial wellbeing and lead to decreased stress, boosted productivity, and less revenue lost for your organisation.

Related article: 5 Ways to help your employees improve their financial wellbeing

Education

To increase access to education, consider offering financial wellness benefits that provide employees with the space to learn more about relevant topics. This can come in the form of online courses, in-person trainings, or even printed materials that your HR team puts together. The most important part is to make sure these educational resources are accessible to your entire employee population. Here’s how:

Raise awareness. If employees aren’t aware that these educational resources exist, then they won’t use them. Throughout the year, send out reminders to employees – whether it’s through email, Slack, or in-person announcements – that make them aware these benefits are available to them.

Offer various formats. Not everyone enjoys learning through an online course. Similarly, some people don’t enjoy reading through printed materials. So where possible, try to offer a variety of educational formats to match the specific needs of your employees. Better yet, consider using a survey to make data-driven decisions.

Tools

As we mentioned before, tools are a great way to encourage employees to take action on the financial knowledge they acquire. There are many types of financial tools you can offer your employees, such as real-time payments or budgeting apps to make money management easier. The tricky part, of course, is getting employees to actually use the tools you offer. Here are a few tips to improve adoption:

Create incentives. Consider building in incentives for employees to use the financial tools that are available to them. For example, perhaps you can “gamify” the budgeting app so that every time an employee uses it, they collect points and can eventually win a prize of their choosing. Or you can incentivise more superannuation contributions by “matching” however much they add to their accounts, up to a certain amount.

Make it social. Believe it or not, there are ways to make finances fun for your employees. One way is to make using financial tools a social experience. Create a financial health support group, which employees can voluntarily join to talk about their favorite tools or their personal finance goals. Or, with permission, share employee testimonials on the intranet or at the next all-hands meeting about how much they’ve benefited from using the financial tools provided to them. This may inspire others to adopt those same tools!

Professional support

You can also offer professional services, such as financial advising or counseling, as part of your financial wellness benefits. You, as an HR leader, can also offer up your expertise on topics like salaries and retirement savings. Having access to an expert who can answer questions or explain tricky concepts is an effective way to improve an employee’s financial literacy. Of course, talking about money to you or a professional may feel uncomfortable for employees. To help, we have some recommendations:

Normalise the conversation. Make finances a normal conversation to have in the workplace. To encourage this mindset: train your managers to openly answer questions about salaries; Host lunch and learn about financial topics; And encourage support groups where employees can discuss finances in a safe space.

Have company leaders set an example. One of the best ways to encourage employees to have more conversations about finances is to have your company leaders set an example. For instance, have your CEO share that he or she also uses the company’s financial counseling resource. Seeing someone in a leadership position get help with their own financial situation may inspire others to do the same.

Financial literacy is so critical in determining the overall success, wellbeing, and productivity of your employees. As an organisation, you have the opportunity to unlock financial resources that they might not have access to otherwise. Start with one or two of our recommendations to help improve your employees’ financial wellbeing.

If you have any employees who are in need of support, be sure to check out Wellness@Work, a free hub designed to support HR and Australian workers by giving them access to free content.

Related article: 10 Ideas to help you boost your employee engagement

If you’re looking for an additional HR software to support your business, Flare offers a free onboarding software with employee management and benefits. To learn more, please request a demo.

5 ways to help your employees improve their financial wellbeing

Posted on June 29, 2020August 11, 2023 by Chris James

Every company has employee wellness on the mind. As a result, employers are increasingly investing resources into making sure their workers are physically, mentally, and emotionally taken care of so they can produce their best work. But there’s another type of wellness that has historically been overlooked but is becoming a bigger part of the conversation: financial wellbeing.

In this post, we’ll explore why financial wellness is such a critical component of overall wellbeing. We’ll also share five actionable steps you can take to improve financial wellbeing for your own employees.

What is financial wellbeing, and why is it important?

The Australian Securities and Investment Commission (ASIC) surveyed the general public to gauge their thoughts on financial wellness. The results informed a collective definition of financial wellbeing, which we shared below:

“Financial wellbeing is when a person is able to meet expenses and has some money left over, is in control of their finances and feels financially secure, now and in the future.”

Why is this idea of financial wellness so important? To understand the impact, we need to take a look at how a lack of financial wellbeing affects individuals. This report from AMP paints a picture of how an unstable financial situation can negatively impact employees:

There are currently 2.44 million Australians suffering from financial stress
In the workplace, this results in two in five Australian workers experiencing financial stress during their careers – with nearly half feeling financially stressed for an average of six and a half years or more
Employees troubled by their financial circumstances take an extra 2.4 sick days per year and spend almost an hour per week dealing with money problems at work
This financial stress costs Australian businesses an estimated $31.1 billion per year in lost revenue

Looking at these statistics, it’s clear that financial wellbeing (or a lack of) can have a significant effect on productivity, absenteeism, revenue, and more.

5 Ways to improve financial wellbeing

The good news is that there are ways for organisations to improve the financial wellbeing of their employees. Below, we outlined five recommendations to help your employees feel more in control of their financial situations.

1. Know your workforce

Taking a one-size-fits-all approach to financial wellness isn’t effective. To truly make a difference in the life of your employees, you have to know your workforce and understand their needs. Employee satisfaction surveys are a great way to uncover this information. For instance, let’s say that your survey reveals that the majority of your workforce can comfortably afford basic expenses with their existing salary. But what they struggle with is saving enough money for future milestones like buying a house or starting a family.

In this situation, you may not want to invest all your resources into giving people more raises. Instead, you want to focus on getting your employees the tools and training they need to learn how to manage their money better. This example demonstrates why it’s critical to know your workforce instead of making assumptions.

2. Provide financial education

Education is the most powerful tool when it comes to finances. Unfortunately, most of us have never received a formal education around important life skills like money management and saving for retirement. That’s why many people feel lost and overwhelmed when it comes to these topics.

HR leaders have an opportunity to step in and help fill in these gaps in knowledge. You can connect employees to resources – such as online courses or training led by professionals – that cover key financial topics. Similarly, you can also cover the cost of financial counseling for your employees and their partners. These various forms of education are a great way for workers to ask questions, make a long-term plan, and receive support around their financial goals.

3. Encourage positive financial habits

Habits don’t develop overnight. They require daily, consistent practice to eventually take hold and make an impact on someone’s life. Given that we spend most of our waking hours at work, it only makes sense that many of our financial habits be developed in the workplace.

But how exactly do you encourage your employees to develop positive financial habits? The best way is to show them by example. One way to do this is by making additional superannuation contributions to their accounts. By doing so, you’re demonstrating that you want to invest in their financial futures, and watching their accounts grow over time can motivate employees to make their own contributions. Make sure your workers also know that they can make personal super contributions during a financial year. This is a great way to reinforce good saving habits.

4. Destigmitise conversations about finances

Historically, money was a taboo topic – especially in the workplace. Unfortunately, this stigma creates barriers when it comes to employees taking control of their financial health. If they don’t feel comfortable going to their HR team to ask questions about their salaries or financial benefits, then who can they turn to? Companies should strive to overcome these stigmas and encourage a culture where it’s ok to discuss financial topics.

As HR leaders, there are a number of things you can do to make this a more widely accepted topic: host conversations about the most frequently asked financial questions by your employees; Train managers on how to have transparent conversations about things like salaries and raises; Host open office hours where people can come ask questions. The more you can normalise the conversation about finances, the more empowered your employees will feel to learn more about the subject.

5. Create equal opportunities for success

Finally, it’s important to create equal opportunities for success within your organisation. What exactly do we mean by this? This means being able to take a step back and gauge whether everyone at your company has the same ability to get promoted, receive a raise, and take advantage of the benefits that are offered to them.

For instance, if you were to run an analysis on salaries across the board, would you find any discrepancies with regard to gender or race? If so, this is problematic because you’re lowering the chances of a specific group receiving a pay raise – something that could make a huge difference to their financial health. Another example: are you communicating your financial benefits in a way that’s accessible to all employees? If you have workers in manufacturing or are outside the corporate office, chances are that email and Slack won’t be their primary form of communication. So if you’re only talking about benefits in those channels, you risk having an entire segment of your workforce be unaware of the financial help you offer.

Your employee’s financial wellbeing can have a huge impact on other aspects of their health, as well as their performance at work. By investing in their financial futures, you’re not only helping reduce a significant burden in their lives, but you’re also helping the success of your business.

If you have any employees who are in need of support, be sure to check out Wellness@Work, a free hub designed to support HR and Australian workers by giving them access to free content.

If you’re looking for an additional HR software to support your business, Flare offers a free onboarding software with employee management and benefits. To learn more, please request a demo.

15 best questions to ask in an employee satisfaction survey

Posted on June 23, 2020August 9, 2023 by Chris James

Every company wants their employees to be happy at their jobs. But the challenge is that many employers aren’t even aware that their workers are unhappy until it’s too late. This is how most organisations end up losing their top talent to competitors. To prevent this from happening, you may want to consider introducing an employee satisfaction survey to better keep a finger on the pulse.

If you’re not sure how to get started, don’t worry! We’re here to help. We’ll explain exactly what an employee satisfaction survey is, how to set one up, and share recommended questions in this post.

What is an employee satisfaction survey, and why is it important?

An employee satisfaction survey is an objective tool that’s used to measure how your workers feel about their jobs, their work environment, and the overall company culture. It’s an effective way to collect feedback from your workforce – regardless of size – and use that data to make more informed decisions about things like performance, retention, and innovation.

You may be asking: why do I need a survey to do this? Why can’t I just talk to my employees to figure out whether they’re satisfied with their jobs or not? This is a fair question. There are a few reasons why this isn’t the most effective way to measure employee satisfaction.

Related article: 10 Ideas to help you boost your employee engagement

You’re susceptible to bias. All humans have bias. So if you’re looking to collect objective data, conversations aren’t the best way to do so. For instance, as the HR leader, you want everyone at the company to be happy. Which means you’re more likely to highlight the positive feedback you receive and deprioritise the negative or constructive feedback. This doesn’t give you an accurate sense for employee satisfaction.

You’re not seeing the big picture. Let’s say you talk to one or two employees who absolutely love working at your company. You may walk away thinking that your employee satisfaction levels are fine. But what about the other 100 employees that you didn’t talk to? The truth is that one-on-one conversations, while valuable, aren’t scalable and don’t paint the bigger picture of what’s going on.

Your employees might not be honest with you. Finally, there’s a good chance that if you ask an employee how they feel about their work and the company, they’re not going to be completely honest with you. This is completely natural. People may not feel comfortable sharing their true thoughts or may think they’ll be punished for saying something negative about leadership. Either way, you can’t expect your workers to give you full transparency.

How to conduct an employee satisfaction survey

While you certainly have the ability to conduct your own employee satisfaction survey, we recommend investing in a software platform to help you instead. The reason is because running and analysing your own surveys takes up a ton of time.

Not only do you have to come up with the right questions, build your survey, and manually calculate your results, but you also have to be able to translate all this information into a comprehensive report or dashboard to share back with your leadership team and employees.

On the other hand, if you use a comprehensive performance management tool like Culture Amp and Lattice, it’ll be much less resource intensive. Both of these platforms will easily be able to help you launch your survey, come up with the right questions for your workforce, collect the feedback, and find ways to take action on the data that comes in.

There are a few best practices to keep in mind when conducting an employee satisfaction survey, regardless of whether you do it yourself or turn to a platform:

Be consistent. This means that if this is meant to be a twice-a-year survey, you have to consistently distribute it twice a year. Otherwise you risk skewing the accuracy of your data and won’t be able to measure progress.

Make it anonymous. As we mentioned above, employees likely won’t be honest in the survey if their identities are attached to their responses. So make sure your survey is anonymised to protect your employees and encourage transparency.

15 Questions to include in your survey

Below we outlined 15 key questions to include in your survey, which are categorised into three buckets: company culture, work fulfillment, and management/leadership. These are the pillars that have a huge influence on an employee’s satisfaction levels. Keep in mind that these questions are by no means comprehensive, so feel free to add on any others that are relevant to your business.

Company Culture

These questions gauge how your employee feels about the company culture and work environment. This is all about measuring overall sentiment around how the company treats its employees, and whether or not someone feels compelled to look for a new job.

1. Do you feel positively about our company culture?

2. On a scale of 1-5, how likely are you to recommend our company as a great place to work?

3. Are you proud to work at our company?

4. Can you see yourself working here two years from now?

Work fulfillment

These questions are focused specifically on how an employee feels in their role. This digs into everything from how fulfilled they feel by their work to how compatible they are with their fellow teammates.

5. Do you feel proud of the work you’re doing?

6. Are you aligned with the company’s mission and vision?

7. Do you feel like the company is invested in your personal and professional growth?

8. Are your roles and responsibilities clearly defined?

9. Is your team supportive of one another?

Management/Leadership

These questions are about how employees perceive the leadership and management teams. It’s about identifying whether or not they feel their executives are honest, reliable, and have their best interests in mind.

10. On a scale of 1-5, how transparent do you think the leadership team is?

11. Do you feel informed about what’s happening at the company?

12. Does your manager make you feel supported and valued?

13. Do you feel comfortable approaching your manager with work-related problems?

14. Is the leadership team’s expectations of your performance clear?

15. Are you connected to the resources you need to succeed in your role?

Related article: 5 Ways to help your employees improve their financial wellbeing

Next steps

Even after you collect the data from your employee satisfaction survey, the work isn’t quite over yet! There are a few next steps to take into consideration:

Use the data as a benchmark. If this is your first time running an employee satisfaction survey, your results will serve as the benchmark for next year. In other words, the next time you run this survey, the goal is to compare it to these first round of results and (hopefully) be able to note progress.

Boost participation rates. With every survey, your goal is to have as many employees participate as possible. If you found that your participation rates were low this year, don’t worry. There are many tactics you can use – from sending out eye-catching reminder emails or Slack messages to incentivising employees with a prize – to increase participation rates.

Identify a few actionable insights. The most important thing you can do with your survey results is to take action. For instance, if a common theme in your data was that employees didn’t feel like the leadership team was transparent enough, it may be time to introduce one to two new initiatives to address that issue. This can be having “Ask Me Anything” sessions once a week or having your company leaders set up more one-on-one meetings with employees throughout the year. Don’t try to address all the issues at once – otherwise you’ll feel overwhelmed. Instead, take one or two of the most pressing issues and focus on them over the next few months.

Employee satisfaction surveys are a powerful tool that can help you retain top talent, improve performance, and increase innovation at your company. Follow these steps to get your survey started on the right foot.
If you’re looking for an additional HR software to support your business, Flare offers a free onboarding software with employee management and benefits. To learn more, please request a demo.

HR tips and strategies for reopening after COVID-19

Posted on June 15, 2020August 9, 2023 by Chris James

As Australia begins to re-open doors to businesses, company leaders are also starting to plan what the return to work will look like for their own employees. This can feel very overwhelming, as there are many factors to take into consideration – from keeping workers safe to minimising any disruptions to daily operations. To help, we put together the most critical HR strategies that can help you implement a safe, effective transition back to the office.

HR strategies for the return to work

When it comes to planning out the return to work, most organisations have one question in mind: how do we safely bring our employees back to the workplace, while also balancing the most urgent needs of the business? The good news is that there are ways to successfully strike this balance. To do so, we recommend leaning into these HR strategies:

Reimagine the office

The traditional office space must be reimagined to address concerns around COVID-19. This includes everything from physically changing the format to completely eradicating features associated with a typical office. Below are specific actions you can take to make your workspace safer for employees:

Incorporate social distancing into the layout. According to Safe Work Australia, there must be 4 square metres of space per person in a given space to practice safe social distancing. Before your employees return to the office, make sure your desks are laid out to follow these guidelines. This means no more hot desking and, at least for the meantime, no more collaboration areas like meeting rooms or cafeterias.

Establish a cleaning and sanitation routine. No matter how many people you plan to have back in the office, there has to be an intensive cleaning and sanitation routine in place. In addition to setting up hand sanitizers and hand-washing stations around the office, employers should look into services that can safely clean and sanitise the office space everyday. Or, if you prefer to do that internally, you can follow these guidelines from Safe Work Australia and The Department of Health.

Prioritise health and safety

The top priority of all organisations is to keep their employees healthy and safe as they transition back to the workplace. There are many things that HR and company leaders can do proactively to minimise any risks of contracting COVID-19 at the office. Here are a few suggestions:

Provide PPE. PPE, or Personal Protective Equipment, is critical to keeping employees safe during these times. If you have the resources to do so, provide your workers with face masks, sanitation wipes, and gloves to use in the office – along with proper instructions on how to effectively use this equipment. This will reduce the risk of contamination and also relieve the burden of employees having to find and purchase this PPE for themselves.

Take care of your most vulnerable workers. While some employees may be eager to return to the office, there are likely many who are not. And for good reason. If you have employees who are part of a vulnerable population, or live with someone who is, you don’t want to risk their health by sending them back to the office. Work with them to consider alternative options. For instance, if your organisation is able to accomodate a hybrid workforce, then allow the employees who don’t feel safe going into work to be remote, while others go back to the office.

Maintain remote processes. For the time being, you may also want to continue maintaining some remote processes. Hiring and onboarding, for example, are HR operations that can be seamlessly done remotely and is an effective way to reduce the risk for all parties involved. That’s why we currently have a Return to Work Offer that gives you Flare at absolutely no cost and allows you to level up your HR processes virtually.

Prepare your employees

It’s not enough to simply have your company leaders come up with a plan to return to work in silos. Your employees also need to be looped into this process and understand what their role is in facilitating a successful transition back to the office. We share a few strategies to help your employees get ready to go back to work:

Be transparent. The return to work will, once again, shake up the lives of your employees. Knowing this, it’s critical to be as transparent as possible about what this transition will look like so that your workers aren’t caught off guard. Use this time to share the leadership team’s thoughts and collect employee feedback – this can inform important aspects of your plan. For instance, you may find that many employees are resistant to the idea of returning to the workplace so soon, and they may demand an extended timeline for the transition. These issues are better to catch early on in the process rather than later, which can be achieved by being as communicative and honest with employees as possible.

Offer health training and education. Employers shouldn’t assume that their employees are aware of health and safety protocols. Everything, from proper handwashing techniques to social distancing rules in the workplace, should be information that’s readily accessible – whether that’s in the form of an employee guide or a pre-recorded training session that everyone is required to complete. HR leaders and managers should also be prepared to answer any questions related to health and safety.

Have a back-up plan. There’s a chance that going back to the physical office can lead to an uptick in COVID-19 cases. Knowing this, every organisation should have a plan for the worst-case scenario. What will we do if one of our employees contracts COVID-19? If the government decides we have to go back to remote work, how can we make that transition as seamless as possible? These are important questions that all HR leaders should have an answer to ahead of the return to work.

Even though it may feel intimidating now to think about going back to work, taking proactive measures will ensure that the process is as stress-free as possible. Following the HR strategies we outlined will help you come up with a plan that prioritises the health and safety of your employees, while also protecting your business.

Flare currently has a completely free Return To Work Offer to help organisations build resilient HR operations, employee onboarding and engagement strategies. Flare works with thousands of brands like H&M, Accor Hotels, and Hudson to provide services around compliance, onboarding, and HR communications at no cost. If you want to learn more about how Flare HR can support your business and employees during this time, please request a demo.

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10 ideas to help you boost your employee engagement

Posted on June 9, 2020August 9, 2023 by Chris James

Employee engagement is a concept that most HR leaders are familiar with. And, if you’re like most companies, it’s one that you’ve recently moved to the top of your priority list. But with COVID-19 leaving your employees stressed and disengaged, you may be wondering how to take action in this challenging environment. We share our top ideas for boosting employee engagement below.

Why it’s important to boost employee engagement

Before we dive into the actual ideas, let’s refresh our definition of employee engagement. Essentially, employee engagement reflects the level of emotional connection and commitment a worker demonstrates to their company. This isn’t the same as employee happiness. While they’re certainly closely related and have the power to impact each other, an employee can technically be happy where they work without being engaged in what they’re doing on a day-to-day basis.

Let’s explore exactly why employee engagement is so critical to pay attention to:

Increases productivity. Organisations with a high level of engagement report 22% higher productivity. It’s easy to see why this is the case. When an employee is truly immersed in what they’re working on, they’re likely to produce better outcomes – especially in comparison to a disengaged employee who may not give their full attention to the projects they’re working on.

Reduces absenteeism. A Gallup study also found that highly engaged workplaces saw 41% lower absenteeism. Absenteeism currently costs the Australian economy over $32.5 billion each year, so you can see how this decrease can have a profound impact.

Saves on costs. Finally, it makes sense that high employee engagement leads to many cost savings for an organisation. Not only is this as a result of the increased productivity and lowered rates of absenteeism, but more engaged employees are also less likely to leave companies. This means less resources invested in hiring new talent or dealing with the consequences of a high turnover rate.

10 ideas to boost employee engagement

We put together a diverse range of options to help you boost employee engagement. Feel free to take on whichever tactics make the most sense given your organisation’s current needs, resources, and goals.

1. Make virtual fun

Remote work presents many opportunities for engagement. For instance, video calls can be used for activities beyond meetings. Companies have been using this technology to create fun, bonding moments – whether that’s through virtual happy hours, costume contests, or cooking lessons. SafetyCulture, for example, launched a virtual pub with multiple themed rooms to create a space for employees to enjoy social time with one another.

2. Create communities

Many employees may be feeling isolated during these times, which can negatively impact their levels of engagement. To foster a stronger sense of community, companies can take advantage of technology to start virtual clubs like Canva did. These clubs can represent any range of interests, from wine tasting to books to pasta. The purpose is to bring people together around shared interests and create a space for those conversations to unfold organically.

3. Open up access to leadership

Having the opportunity to engage more with company leaders can be inspiring for employees. So use this time to open up access to the leadership team, whether that’s by having more regular updates from the CEO or hosting virtual “office hours” for people to ask questions. Having employees feel like they’re being seen and heard by executives can make a huge difference to engagement levels.

4. Diversify communication efforts

It may be tempting to maintain your regular methods of communication. However, given the unusual circumstances around COVID-19, it’s important to diversify your communication efforts. You can do this by increasing the cadence and switching up the channels that you communicate through. So instead of a weekly, in-person all-hands meeting, you may want to consider daily updates in the company Slack channel. Things are changing by the minute, and employees want to know what’s going on with their organisation.

5. Roll out new stipends or initiatives

Your employees are likely struggling with the impact of the pandemic. So if you have the ability to do so, demonstrate that you care by offering out new types of stipends or initiatives. A great example of this is introducing new mental health programs or budgets to create ergonomic workspaces at home, which is exactly what TransferWise did for their employees. This can enable your employees to work better and smarter.

6. Take advantage of existing resources

Thankfully, we live in a time where there are many valuable resources to help with employee engagement. These include everything from communication tools to HR management platforms. At Flare HR, we offer a free onboarding and employee benefits portal, which includes discounts from leading retailers like Woolworths, JB Hi-Fi and Amazon, that can help both new and existing employees feel more engaged.

7. Offer flexibility

There’s a good chance your employees are more distracted than usual right now. Not only are they managing their work schedules, but they’re simultaneously trying to take care of their families and themselves. To make the balancing act easier for them, practice flexibility. This means allowing employees to set their own schedules and being understanding of the fact that working parents may not be able to join 9 a.m. calls because they’re busy getting the kids ready for the day.

8. Encourage time off

Employees may feel like they don’t have the luxury to take time off these days since they can’t travel. This can lead to burnout, which will eventually cause a significant drop in engagement and a potential increase in health problems. To prevent this from happening, proactively encourage your employees to take personal days, mental health days, or even a few days off for a “staycation.” Even one week of time off can help an employee feel refreshed.

9. Boost recognition efforts

Investing more in your recognition program is also an effective way to directly improve your engagement levels. A study by Bersin by Deloitte revealed that organisations where recognition occurs have 14% better employee engagement, productivity, and customer service than those without. So whether it’s finding more opportunities to say “thank you” to employees for their hard work or dedicating a budget to rewards, know that a little bit of recognition can go a long way.

10. Prioritise wellness

Finally, supporting the health and wellness of employees should be the priority of every employer right now. If you don’t already have a holistic wellness program in place, now may be a good time to start thinking about one. Or, at the very least, start pointing employees to the existing mental and physical health resources you do have available so they know there are options available to them.

Even though COVID-19 presents many challenges, this is also an opportunity to strengthen your workforce and boost the engagement levels of your employees. Regardless of whether you start off with just one of these tactics or several, you’re sure to see improvements in the way that your employees work.

Flare offers a free paperless onboarding software and free employee benefits with access to hundreds of leading retailer like Woolworths and Kmart. If you want to learn more about how Flare HR can support your business and employees during this time, please request a demo.

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How the coronavirus is a catalyst for people-first employee engagement programs

Posted on June 1, 2020August 9, 2023 by Chris James

While there’s certainly a lot of negative news to come out of the pandemic, we’re particularly interested in one silver lining. Companies have turned their focus to the people behind the business — reinvesting in HR and people ops.

Flexible working arrangements

Social distancing requires lots of workers to skip the office and instead work remotely from home. One survey found that 61% of companies have experienced increased levels of employee engagement as a result of this transition. Another found that 90% of companies believe culture has improved, 83% believe employee experience is better, and 84% believe employee engagement has increased.

Allowing your workers to work from home is just the first step. It’s also the employer’s role to help staff make that transition. Offer to purchase any equipment they may need. Check in regularly. And set realistic expectations. We’re not just “working from home” right now — we’re working from home in the middle of a worldwide pandemic. That comes with a lot of physical and emotional baggage that can wreak havoc on productivity.

Job security

Source: https://joshbersin.com/2020/04/covid-19-may-be-the-best-thing-that-ever-happened-to-employee-engagement/

Job security is the top concern for workers right now. An estimated 1.4 million Australians will be jobless.

Luckily, as restrictions ease and employees head back to work, employers will be able to offer more job security. In addition to regular hours, a living wage, and a safe workplace, employers should look to proactively provide health and wellness support—especially as that is the second biggest concern for workers. Consider building an employee wellness program to tackle this head on.

Support on a human level

It’s not just financial security that concerns workers. At the beginning of April, 68% of Australians were concerned or very concerned about their health due to COVID-19. In fact, personal health was the second most important issue for Australians during the first half of April 2020.

We’re talking about both physical and mental health here. 68% of employers say their workers have higher than normal levels of anxiety. Here, companies have a chance to be proactive in aiding their staff’s health and well-being. And nearly 90% of companies are doing exactly that.

Beyond allowing workers to set up at home and have flexible working arrangements, employers can go the extra mile to support mental and physical health and wellness.

Moving forward with your employee engagement initiatives

The pandemic has brought many previously dismissed issues to light, and we’re seeing the importance of mental health, work-life balance and effective people management. The coronavirus workforce demands transparency, trust and a top-down people-first philosophy.

At Flare, we have a free HR solution which includes a paperless onboarding software, employee management and a free employee benefits platform which gives your employees access to discounts from leading Australian retails such as Woolworths, Kmart, JB Hi-Fi and more. Find out more about how you can engage with your employees more by booking a free demo today.

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How retail employers can prepare their staff for a safe return to work

Posted on May 25, 2020August 9, 2023 by Chris James

The National Cabinet has anticipations of reopening Australia in July. This is good news for many, especially retail workers.

But before the thousands of Australian retail workers who were stood down get back to work, employers need to take critical steps to keep them safe and make them feel comfortable.

How to prepare for a safe return to work

Understand your obligations as an employer

Before you start making any plans or open any doors for workers to return to work, it’s important to grasp what your responsibilities are as an employer. Work and Health Safety (WHS) laws were established prior to the pandemic and require employers to take care of workers’ health, safety and welfare as they get back to work.

Safe Work Australia (SWA) has outlined specific COVID-19 safe workplace principles that you should familiarise yourself with before welcome employees back. These include parameters like social distancing, hygiene, sanitation, and emergency response plans.

If one of your workers does fall ill, each state and territory health authority will have guidelines to follow in terms of addressing it. Additionally, you’ll need to thoroughly clean and disinfect the entire workplace before anyone can return.

Cleaning and sanitation

This is a big one for employers and employees alike. First, let’s consider the difference between cleaning and sanitising. According to SWA, cleaning is when you physically remove germs (bacteria and viruses), dirt and grime from surfaces using a detergent and water solution. Disinfecting is using chemicals to kill those germs.

So, which do you need? Both. WHS recommends employers clean and then disinfect areas.

Pay extra attention to surfaces that are frequently touched by workers and/or customers — cash registers, any POS stations, barcode scanners, door handles, changing room locks, hangers, displays, computers, etc.

SWA has a cleaning guide you can print, share and reference as you go through the workplace. The Department of Health also has a list of recommendations for cleaning and disinfecting.

Setting up the space

More than likely, your retail business is going to need some changes to the physical space. Specifically, social distancing requires a minimum of 1.5 metres between people. The Department of Health also requires four square metres of space for each individual.

The layout of your store will need to accommodate that space, which may require fewer displays and racks. Put physical markings on the floor — especially in locations where shoppers typically line up, like at the register or entrance.

Ideally, you’ll be able to operate the business outdoors (e.g. in an open-air market or at a stall). But this isn’t always feasible. You could look to creative fulfillment models like curbside pickup or home delivery.

Other key considerations for retailers:

POS: Introduce contactless pay to reduce human-to-human and human-to-surface interactions. Many retailers are also installing plexi-glass partitions.
Dressing rooms: Apparel retailers will also more than likely need to eliminate changing rooms. On the plus side, you can repurpose this space to make more room for social distancing.
Sanitising stations: You’ll need these for staff and customers alike, ideally at the entrance/exit and POS.
Break rooms: Like dressing rooms, many businesses are eliminating staff break rooms.

Employee training

This is new for everyone, and your staff needs help adjusting to the new requirements for their roles. Provide training, processes and procedures documentation, signage and other information about how to stay safe during COVID-19.

It’s important to do more than just post signage and offer training — you’ll want to take a personal approach and show support for your team. Mental health is important, and SWA has a full suite of resources to help you navigate.

There are going to be a lot of questions from shoppers when your workers return to work. Anticipate these questions and provide scripts for your staff to use. Do the same for new ones that come in. Provide clear, written protocols on how to handle difficult or uncomfortable situations.

Appoint a health and safety representative

Your staff can elect one or more health and safety representatives (HSRs) to represent their interests. HSRs can consult employers and then advise workers to cease work if there are unsafe conditions, including anything related to COVID-19.

Reduce risk for workers

Employers have many responsibilities to do everything they can to keep staff safe on the job. New standards include staggered start teams and employer-provided personal protective equipment (PPE) like gloves, masks and sanitising products.

Keep your vulnerable staff in mind too. SWA categorizes the following as vulnerable:

Aboriginal and Torres Strait Islander people 50 years and older with one or more chronic medical conditions
People 65 years and older with one or more chronic medical conditions
People 70 years and older
People with compromised immune systems

The Australian Health Protection Principal Committee (AHPPC) has special provisions for vulnerable workers. This includes a risk assessment to determine if they need a change in role or absence.

How to start hiring again

According to data from Candor, B2C companies and apparel and footwear brands have had the most layoffs. As businesses reopen and slowly pick up steam, you’re going to need to replace those furloughed workers, either with former employees or new ones.

Once you know how many workers you need to run your store, you need to determine who those people are. Vulnerable workers have clearer guidelines in terms of what they can and cannot do, but there’s more to it than that.

Start out by asking your workforce who wants to come back. Reiterate that any lack of desire to return to the workplace will not be used against them. Again, it’s important to make staff feel supported at this time. From there, you can determine whether you need more (or fewer) workers and how to manage scheduling and hiring.

If you need to hire new staff, the Department of Education, Skills and Employment has a page where employers can list vacancies and get help finding candidates.

Automate your new hire onboarding

We all have a lot going on right now, balancing our ever-changing normalcy with such difficult-to-predict circumstances. Even during “normal” times, complex onboarding processes are a major deterrent for new hires. In fact, convoluted onboarding is a key reason why 30% of workers leave an organisation within the first 90 days.

One way to make the onboarding process less daunting for new hires and HR staff alike is to automate what you can. HR automation tools like Flare can eliminate paperwork, manage employee integration, provide the right training, and make everything go more quickly. Get a free demo of our HR software and onboarding software which is free for a limited time to support businesses who are returning to work.

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Getting safely back to work

Reopening brings hope for retail businesses country-wide, and with it comes many concerns and responsibilities for employers and workers alike. As employers, it’s important to make the transition as smoothly as possible for staff, while offering them mental support along the way.

For more advice on HR during COVID-19, we’ve listed a guide to the best free resources.

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3. Open up access to leadership

4. Diversify communication efforts

5. Roll out new stipends or initiatives