1. WEEKLY INSIGHT
The million dollar question – why do employees quit?
Harvard Business Review: New research points to some surprising answers by Bob Moesta, Ethan Bernstein & Michael B. Horn.
COMMON PUSH FACTORS
- Sacrificing personal life for work
- Feeling unsupported/no room for growth/unchallenged & overly challenged
- Team – lack of trust/respect/ineffective management
- Feeling that you work lack’s impact
COMMON PULL FACTORS
- More work-life-balance/flexibility/freedom/job security
- Fresh Start/recognition for impact of work
- Step forward/learning/growth
The 4 Quests for Career Change: Job seekers often identify with multiple quests, but typically one takes precedence at a time.
1. Getting out of current unsatisfactory situations.
2. Regaining control over work or life.
3. Realigning work with personal capabilities.
4. Taking the next step in career progression.
2. HR/IR & LEADERSHIP
5 Must-Have’s for Seamless Shutdowns
Note. Typical shutdown periods: 25DEC (Christmas) to 01JAN (NYD) & over Easter 18th to 22nd (APRIL).
- EMPLOYEES COVERAGE: Determine wether your employees are covered under the NES, Awards/Agreements or the State System (Read More – CCIWA).
- NOTIFY EARLY: If you don’t have a clause in the employment contract for shutdown period, determine dates in advance then create + circulate to company calendar (process payroll, be aware of public holidays & process for requesting leave with deadline).
- RECENT HR CHANGES – Employer’s right to enforce annual leave (reasonable + notice of 28 days in writing).
- PAID LEAVE POLICY: Re leave accrual as per relevant guidelines.
- MONITOR LEAVE ACCURAL: Ensure employees have enough.
- RECENT HR CHANGES – Employees without enough leave can form an agreement e.g. use accrued time off, annual leave in advance or leave without pay.
- SHUTDOWN REMINDER LETTER: Scheduled at least 1 month in advance.
3. MARVINHR
Perth’s Legal, Accounting & C-Suite Recruitment Specialists
Quality Over Quantity: Our candidates score above 70% in key performance indicators such as Humility, Hard Work, and Honesty, with Goodness Values averaging over 65%. We are committed to maintaining these standards to prevent cultural disruptions (“bad eggs”) within your firm.
Proven Retention Rates: Over 86% of our candidates have stayed with the firms we placed them in for at least 18 months. Choose retention and build a stable, thriving team.
Access Hidden Gems: Connect with Perth’s untapped talent market. We provide you access to a weekly publication featuring over 4 qualified lawyers/accountants actively seeking new roles in Perth.
Tailored Insights: Our publication includes essential details, such as candidates’ ideal roles, notice periods, and salary expectations, allowing you to make informed hiring decisions swiftly.
- Weekly publication available online.
- Access to 4+ qualified lawyers/accountantsactively seeking new roles in Perth.
- Includes details including candidates ‘ideal roles’ notice periods, & salary expectations.
Check out this week’s Lawyers [CLICK HERE] open to new opportunities & Perth’s Top Accountants [CLICK HERE].
