SlideShare a Scribd company logo
1 of 22
Download to read offline
How to
HIRE,
TRAIN
& DEVELOP
your employees

HIRINGWho are you looking for?
When looking for new employees,
it’s important to consider both
personality & skill.
Take a look at the team and the skills you already have – this
will help form an idea of the type of person you’re
looking for and what gaps you should try and fill.
Setting a criteria of the employee’s duties and
responsibilities will allow you to sort through
resumes quickly and efficiently by matching their
experience and skills with the exact job
requirements.
HIRINGWho are you looking for?
The company culture and the type of person you’re looking for
will determine the channels you advertise through.
It’s important to ‘fish where the fish are’, so bear in mind
that creative occupations such as writing and photography will
vary greatly to business-oriented jobs. Research a range of
jobseeker platforms and go find your fish!
HIRINGWhere & how to advertise?
When writing the job application,
ensure it embodies the company’s
tone of voice.
Expectations and requirements of both
the job and application process should
be clearly stated, and you should
have a process for letting candidates
know they weren’t successful.
HIRINGWhere & how to advertise?
The interview process can be quite daunting
for both interviewer and interviewee.
Being prepared with a set of questions
will ensure the interview runs smoothly
and you exude organisation and
professionalism.
HIRINGHow to conduct the interview
Interview questions should be
concise and constructed to garner
the most information from the
employee.
The questions should be applicable
to the role requirements as to
determine whether the interviewee
possesses the necessary skills for
the job.
HIRINGHow to conduct the interview
HIRINGHow to conduct the interview
The interview process will also
determine if the interviewee is a
cultural fit for the company.
Ensure that the interview is peppered with
personal anecdotes that give the employee
a chance to showcase their personality.
Make them feel comfortable by introducing them to other staff
members and showing them staff amenities such as the kitchen and
bathroom.
Sharing insider tips with them, e.g. the best café for lunch nearby, will
make them feel part of the team and create a sense of trust.
TRAININGThe first day
You can be assured that your
new employee will be nervous
on their first day of the job.
As an employer, being organised for your employee’s first
day ensures the day will run smoothly for both of you.
It may be helpful to have a checklist to keep you on track.
Their equipment, desk and uniform should be set up prior
to their arrival and they should have a list of tasks to
see them through their first day.
TRAININGThe first day
The first few weeks are crucial in creating good
work practices and ensuring your new employee
understands what is expected of them.

Employers need to explain tasks thoroughly to
employees and should be available to answer
questions.
Ensure you are approachable - you want your
employee to ask questions and do the task correctly
rather than make mistakes that could have been
avoided with guidance.
TRAININGThe early days
Having daily tasks will get your
employee into a routine that will
eventually become a habit.
Leaving them to work independently also gives
you time to complete your own tasks and
makes them feel trusted.
TRAININGThe early days
Employees need to be developed and trained if they are to feel like
valued members of the company.
A good manager will take a tailored approach to staff development,
learning the strengths and weaknesses of their employees and
developing a training program in accordance with their individual
needs.
Although this may be time-consuming, it leads to high staff
retention rates as well as increased employee productivity.
TRAININGDeveloping staff
Employers should have a task
development schedule for
their employees.
Starting them off with repetitive tasks is a good way to
introduce them to the basic workload required of them, but
this schedule should grow and expand in accordance
with their skillset and their ability to take on new projects.
TRAININGDeveloping staff
It is the role of the employer to ensure
their staff feel comfortable and
supported in the workplace.
Employers should be available to
answer both work and non-work
related questions posed by staff and
need to be approachable.
A good employer will find a
balance between being a ‘friend’
and a manager.
ONGOING SUPPORT & DEVELOPMENT
Everyday workplace support
Having defined tasks, clear expectations and
protocols creates a structure of expectations for
employees.
Such expectations give them a purpose to their
work and helps to create a defined company
culture.
ONGOING SUPPORT & DEVELOPMENT
Everyday workplace support
The higher your employee retention rate
the better your company culture,
workplace productivity and brand image.
Retain your employees by creating an
environment they enjoy being a part of.
This can be achieved through extra-
curricular workplace activities, having
clear expectations and practicing a flat-
line management strategy where people
feel equally valued.
ONGOING SUPPORT & DEVELOPMENT
Retaining the right employees
Offering incentives creates healthy competition
and gets the best out of your employees.
Incentives should be achievable and created
to reward those that go above and beyond
their duties.
Create incentives that are suited to all types of
employees. For example, try motivating those
who struggle to meet deadlines with time
based incentives.
ONGOING SUPPORT & DEVELOPMENT
Retaining the right employees
When dealing with employee contention, whether it be personal
or work-related, it is imperative that both sides of the story
are heard and evaluated before any type of action is taken.
Employees need to feel that they have been heard before
management intervenes.
Create set structures in relation to crisis management and make
them available and known to employees. This ensures the issue
remains controlled and manageable.
ONGOING SUPPORT & DEVELOPMENT
Dealing with crisis and issues
Communication is key.
Employers should keep both parties
informed through the resolution process
and offer one-on-one communication
efforts to prevent misunderstanding and
rumour mongering.
ONGOING SUPPORT & DEVELOPMENT
Dealing with crisis and issues
Work satisfaction should extend beyond 9-5.
Creating a company culture that employees
want to be part of is a huge part of ongoing
employee support.
ONGOING SUPPORT & DEVELOPMENT
Extra-curricular
Organising office events (such as Melbourne Cup celebrations),
celebrating staff birthdays and going for Friday work drinks are all
proven examples of creating a strong company culture.
Having employees that trust one another, as well as their employer,
leads to greater productivity through cooperation and
collaboration.
As an employer, try and remember personal details about your
staff. This shows that you listen to what they say and that you
have an interest in them as a person rather than just an employee.
ONGOING SUPPORT & DEVELOPMENT
Extra-curricular

More Related Content

What's hot

Update Resume 1
Update Resume 1Update Resume 1
Update Resume 1
Gir Rana
 
NITESH MOUDGILL- PROFILE 2016
NITESH MOUDGILL- PROFILE 2016NITESH MOUDGILL- PROFILE 2016
NITESH MOUDGILL- PROFILE 2016
Nitesh Moudgill
 
New Employee Orientation
New Employee OrientationNew Employee Orientation
New Employee Orientation
Kaitlyn Potter
 
Claire Lynn - CV 07- 02-2015
Claire Lynn - CV 07- 02-2015Claire Lynn - CV 07- 02-2015
Claire Lynn - CV 07- 02-2015
Claire Lynn
 

What's hot (20)

Update Resume 1
Update Resume 1Update Resume 1
Update Resume 1
 
What makes you dislike your job?
What makes you dislike your job?What makes you dislike your job?
What makes you dislike your job?
 
Apr2011 resume lsk_abm
Apr2011 resume lsk_abmApr2011 resume lsk_abm
Apr2011 resume lsk_abm
 
ALI NEW - Copy
ALI NEW - CopyALI NEW - Copy
ALI NEW - Copy
 
Personal Entrepreneurial Competencies (PECS) in Commercial Cooking
Personal Entrepreneurial Competencies (PECS) in Commercial CookingPersonal Entrepreneurial Competencies (PECS) in Commercial Cooking
Personal Entrepreneurial Competencies (PECS) in Commercial Cooking
 
Resume Hi-Tech.
Resume Hi-Tech.Resume Hi-Tech.
Resume Hi-Tech.
 
HR Profile 2017
HR Profile 2017HR Profile 2017
HR Profile 2017
 
Hiring
HiringHiring
Hiring
 
Tips on preparing for a career fair
Tips on preparing for a  career fairTips on preparing for a  career fair
Tips on preparing for a career fair
 
NITESH MOUDGILL- PROFILE 2016
NITESH MOUDGILL- PROFILE 2016NITESH MOUDGILL- PROFILE 2016
NITESH MOUDGILL- PROFILE 2016
 
Resume HR Manikant)
Resume HR Manikant)Resume HR Manikant)
Resume HR Manikant)
 
CV_Tarashankar (1)
CV_Tarashankar (1)CV_Tarashankar (1)
CV_Tarashankar (1)
 
cv
cvcv
cv
 
New Employee Orientation
New Employee OrientationNew Employee Orientation
New Employee Orientation
 
Asgmnt hr
Asgmnt hrAsgmnt hr
Asgmnt hr
 
Employee expectation Human Resource Planning
Employee expectation Human Resource PlanningEmployee expectation Human Resource Planning
Employee expectation Human Resource Planning
 
23 Consultancy LLC Employer Branding Services
 23 Consultancy LLC Employer Branding Services 23 Consultancy LLC Employer Branding Services
23 Consultancy LLC Employer Branding Services
 
Claire Lynn - CV 07- 02-2015
Claire Lynn - CV 07- 02-2015Claire Lynn - CV 07- 02-2015
Claire Lynn - CV 07- 02-2015
 
Reduce employee turnover - Help your employees quit their day job
Reduce employee turnover - Help your employees quit their day jobReduce employee turnover - Help your employees quit their day job
Reduce employee turnover - Help your employees quit their day job
 
Tips to write an effective resume
Tips to write an effective resumeTips to write an effective resume
Tips to write an effective resume
 

Similar to How to hire, train and develop your employees

Career planning and development
Career planning and developmentCareer planning and development
Career planning and development
Binty Agarwal
 
university orientation sample.pptx
university orientation sample.pptxuniversity orientation sample.pptx
university orientation sample.pptx
DejanCortez2
 
Strengthen Your Human Capital Investment with Staff Development
Strengthen Your Human Capital Investment with Staff DevelopmentStrengthen Your Human Capital Investment with Staff Development
Strengthen Your Human Capital Investment with Staff Development
jscher
 
Strengthen Your Human Capital Investment with Staff Development
Strengthen Your Human Capital Investment with Staff DevelopmentStrengthen Your Human Capital Investment with Staff Development
Strengthen Your Human Capital Investment with Staff Development
Peak Focus
 
Employeeorientationpptfinal 12594256372376-phpapp01
Employeeorientationpptfinal 12594256372376-phpapp01Employeeorientationpptfinal 12594256372376-phpapp01
Employeeorientationpptfinal 12594256372376-phpapp01
Thippe Swamy
 
IntroductionWe all know that the four factors of producti.docx
IntroductionWe all know that the four factors of producti.docxIntroductionWe all know that the four factors of producti.docx
IntroductionWe all know that the four factors of producti.docx
vrickens
 

Similar to How to hire, train and develop your employees (20)

Vital Ingredients in Employee Recruitment
Vital Ingredients in  Employee RecruitmentVital Ingredients in  Employee Recruitment
Vital Ingredients in Employee Recruitment
 
Recruit Potential Module 3 Successful Induction and Development
Recruit Potential Module 3  Successful Induction and Development Recruit Potential Module 3  Successful Induction and Development
Recruit Potential Module 3 Successful Induction and Development
 
Human resource tool kit
Human resource tool kitHuman resource tool kit
Human resource tool kit
 
AUZMOR_WHITEPAPER_EE_3 (1)[1].pdf
AUZMOR_WHITEPAPER_EE_3 (1)[1].pdfAUZMOR_WHITEPAPER_EE_3 (1)[1].pdf
AUZMOR_WHITEPAPER_EE_3 (1)[1].pdf
 
Onboarding Process
Onboarding ProcessOnboarding Process
Onboarding Process
 
Room for Inclusion: Employers guide on how to onboard your talent inclusively
Room for Inclusion: Employers guide on how to onboard your talent inclusivelyRoom for Inclusion: Employers guide on how to onboard your talent inclusively
Room for Inclusion: Employers guide on how to onboard your talent inclusively
 
Employee Life Cycle.pdf
Employee Life Cycle.pdfEmployee Life Cycle.pdf
Employee Life Cycle.pdf
 
Motivating Employee
Motivating EmployeeMotivating Employee
Motivating Employee
 
RecruitmentCycle
RecruitmentCycleRecruitmentCycle
RecruitmentCycle
 
Building Trust: A Strategic Approach to Employee Experience
Building Trust: A Strategic Approach to Employee ExperienceBuilding Trust: A Strategic Approach to Employee Experience
Building Trust: A Strategic Approach to Employee Experience
 
The Roadmap to Successful Onboarding
The Roadmap to Successful OnboardingThe Roadmap to Successful Onboarding
The Roadmap to Successful Onboarding
 
Career planning and development
Career planning and developmentCareer planning and development
Career planning and development
 
university orientation sample.pptx
university orientation sample.pptxuniversity orientation sample.pptx
university orientation sample.pptx
 
Strengthen Your Human Capital Investment with Staff Development
Strengthen Your Human Capital Investment with Staff DevelopmentStrengthen Your Human Capital Investment with Staff Development
Strengthen Your Human Capital Investment with Staff Development
 
Strengthen Your Human Capital Investment with Staff Development
Strengthen Your Human Capital Investment with Staff DevelopmentStrengthen Your Human Capital Investment with Staff Development
Strengthen Your Human Capital Investment with Staff Development
 
Employeeorientationpptfinal 12594256372376-phpapp01
Employeeorientationpptfinal 12594256372376-phpapp01Employeeorientationpptfinal 12594256372376-phpapp01
Employeeorientationpptfinal 12594256372376-phpapp01
 
Progressive - Building a compelling employer brand
Progressive - Building a compelling employer brandProgressive - Building a compelling employer brand
Progressive - Building a compelling employer brand
 
Career management my report
Career management my reportCareer management my report
Career management my report
 
IntroductionWe all know that the four factors of producti.docx
IntroductionWe all know that the four factors of producti.docxIntroductionWe all know that the four factors of producti.docx
IntroductionWe all know that the four factors of producti.docx
 
New Hire Onboarding Program
New Hire Onboarding ProgramNew Hire Onboarding Program
New Hire Onboarding Program
 

Recently uploaded

Apotik Jual Obat Aborsi asli Mataram, Wa : 085180626899 - Penjual obat Cytote...
Apotik Jual Obat Aborsi asli Mataram, Wa : 085180626899 - Penjual obat Cytote...Apotik Jual Obat Aborsi asli Mataram, Wa : 085180626899 - Penjual obat Cytote...
Apotik Jual Obat Aborsi asli Mataram, Wa : 085180626899 - Penjual obat Cytote...
jual Obat Aborsi Bandung, Wa : 085180626899 Apotik jual Obat Cytotec Di Bandung
 
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
daisycvs
 
What is paper chromatography, principal, procedure,types, diagram, advantages...
What is paper chromatography, principal, procedure,types, diagram, advantages...What is paper chromatography, principal, procedure,types, diagram, advantages...
What is paper chromatography, principal, procedure,types, diagram, advantages...
srcw2322l101
 
Powerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metricsPowerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metrics
CaitlinCummins3
 

Recently uploaded (20)

The Truth About Dinesh Bafna's Situation.pdf
The Truth About Dinesh Bafna's Situation.pdfThe Truth About Dinesh Bafna's Situation.pdf
The Truth About Dinesh Bafna's Situation.pdf
 
Copyright: What Creators and Users of Art Need to Know
Copyright: What Creators and Users of Art Need to KnowCopyright: What Creators and Users of Art Need to Know
Copyright: What Creators and Users of Art Need to Know
 
Creative Ideas for Interactive Team Presentations
Creative Ideas for Interactive Team PresentationsCreative Ideas for Interactive Team Presentations
Creative Ideas for Interactive Team Presentations
 
HAL Financial Performance Analysis and Future Prospects
HAL Financial Performance Analysis and Future ProspectsHAL Financial Performance Analysis and Future Prospects
HAL Financial Performance Analysis and Future Prospects
 
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptxExploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
 
NFS- Operations Presentation - Recurrent
NFS- Operations Presentation - RecurrentNFS- Operations Presentation - Recurrent
NFS- Operations Presentation - Recurrent
 
stock price prediction using machine learning
stock price prediction using machine learningstock price prediction using machine learning
stock price prediction using machine learning
 
Raising Seed Capital by Steve Schlafman at RRE Ventures
Raising Seed Capital by Steve Schlafman at RRE VenturesRaising Seed Capital by Steve Schlafman at RRE Ventures
Raising Seed Capital by Steve Schlafman at RRE Ventures
 
Apotik Jual Obat Aborsi asli Mataram, Wa : 085180626899 - Penjual obat Cytote...
Apotik Jual Obat Aborsi asli Mataram, Wa : 085180626899 - Penjual obat Cytote...Apotik Jual Obat Aborsi asli Mataram, Wa : 085180626899 - Penjual obat Cytote...
Apotik Jual Obat Aborsi asli Mataram, Wa : 085180626899 - Penjual obat Cytote...
 
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptx
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptxBlinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptx
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptx
 
MichaelStarkes_UncutGemsProjectSummary.pdf
MichaelStarkes_UncutGemsProjectSummary.pdfMichaelStarkes_UncutGemsProjectSummary.pdf
MichaelStarkes_UncutGemsProjectSummary.pdf
 
Hyundai capital 2024 1q Earnings release
Hyundai capital 2024 1q Earnings releaseHyundai capital 2024 1q Earnings release
Hyundai capital 2024 1q Earnings release
 
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
 
What is paper chromatography, principal, procedure,types, diagram, advantages...
What is paper chromatography, principal, procedure,types, diagram, advantages...What is paper chromatography, principal, procedure,types, diagram, advantages...
What is paper chromatography, principal, procedure,types, diagram, advantages...
 
Innomantra Viewpoint - Building Moonshots : May-Jun 2024.pdf
Innomantra Viewpoint - Building Moonshots : May-Jun 2024.pdfInnomantra Viewpoint - Building Moonshots : May-Jun 2024.pdf
Innomantra Viewpoint - Building Moonshots : May-Jun 2024.pdf
 
Inside the Black Box of Venture Capital (VC)
Inside the Black Box of Venture Capital (VC)Inside the Black Box of Venture Capital (VC)
Inside the Black Box of Venture Capital (VC)
 
The Risks of Ignoring Bookkeeping in Your Business
The Risks of Ignoring Bookkeeping in Your BusinessThe Risks of Ignoring Bookkeeping in Your Business
The Risks of Ignoring Bookkeeping in Your Business
 
Pay after result spell caster (,$+27834335081)@ bring back lost lover same da...
Pay after result spell caster (,$+27834335081)@ bring back lost lover same da...Pay after result spell caster (,$+27834335081)@ bring back lost lover same da...
Pay after result spell caster (,$+27834335081)@ bring back lost lover same da...
 
WAM Corporate Presentation May 2024_w.pdf
WAM Corporate Presentation May 2024_w.pdfWAM Corporate Presentation May 2024_w.pdf
WAM Corporate Presentation May 2024_w.pdf
 
Powerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metricsPowerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metrics
 

How to hire, train and develop your employees

  • 2. HIRINGWho are you looking for? When looking for new employees, it’s important to consider both personality & skill. Take a look at the team and the skills you already have – this will help form an idea of the type of person you’re looking for and what gaps you should try and fill.
  • 3. Setting a criteria of the employee’s duties and responsibilities will allow you to sort through resumes quickly and efficiently by matching their experience and skills with the exact job requirements. HIRINGWho are you looking for?
  • 4. The company culture and the type of person you’re looking for will determine the channels you advertise through. It’s important to ‘fish where the fish are’, so bear in mind that creative occupations such as writing and photography will vary greatly to business-oriented jobs. Research a range of jobseeker platforms and go find your fish! HIRINGWhere & how to advertise?
  • 5. When writing the job application, ensure it embodies the company’s tone of voice. Expectations and requirements of both the job and application process should be clearly stated, and you should have a process for letting candidates know they weren’t successful. HIRINGWhere & how to advertise?
  • 6. The interview process can be quite daunting for both interviewer and interviewee. Being prepared with a set of questions will ensure the interview runs smoothly and you exude organisation and professionalism. HIRINGHow to conduct the interview
  • 7. Interview questions should be concise and constructed to garner the most information from the employee. The questions should be applicable to the role requirements as to determine whether the interviewee possesses the necessary skills for the job. HIRINGHow to conduct the interview
  • 8. HIRINGHow to conduct the interview The interview process will also determine if the interviewee is a cultural fit for the company. Ensure that the interview is peppered with personal anecdotes that give the employee a chance to showcase their personality.
  • 9. Make them feel comfortable by introducing them to other staff members and showing them staff amenities such as the kitchen and bathroom. Sharing insider tips with them, e.g. the best café for lunch nearby, will make them feel part of the team and create a sense of trust. TRAININGThe first day You can be assured that your new employee will be nervous on their first day of the job.
  • 10. As an employer, being organised for your employee’s first day ensures the day will run smoothly for both of you. It may be helpful to have a checklist to keep you on track. Their equipment, desk and uniform should be set up prior to their arrival and they should have a list of tasks to see them through their first day. TRAININGThe first day
  • 11. The first few weeks are crucial in creating good work practices and ensuring your new employee understands what is expected of them.
 Employers need to explain tasks thoroughly to employees and should be available to answer questions. Ensure you are approachable - you want your employee to ask questions and do the task correctly rather than make mistakes that could have been avoided with guidance. TRAININGThe early days
  • 12. Having daily tasks will get your employee into a routine that will eventually become a habit. Leaving them to work independently also gives you time to complete your own tasks and makes them feel trusted. TRAININGThe early days
  • 13. Employees need to be developed and trained if they are to feel like valued members of the company. A good manager will take a tailored approach to staff development, learning the strengths and weaknesses of their employees and developing a training program in accordance with their individual needs. Although this may be time-consuming, it leads to high staff retention rates as well as increased employee productivity. TRAININGDeveloping staff
  • 14. Employers should have a task development schedule for their employees. Starting them off with repetitive tasks is a good way to introduce them to the basic workload required of them, but this schedule should grow and expand in accordance with their skillset and their ability to take on new projects. TRAININGDeveloping staff
  • 15. It is the role of the employer to ensure their staff feel comfortable and supported in the workplace. Employers should be available to answer both work and non-work related questions posed by staff and need to be approachable. A good employer will find a balance between being a ‘friend’ and a manager. ONGOING SUPPORT & DEVELOPMENT Everyday workplace support
  • 16. Having defined tasks, clear expectations and protocols creates a structure of expectations for employees. Such expectations give them a purpose to their work and helps to create a defined company culture. ONGOING SUPPORT & DEVELOPMENT Everyday workplace support
  • 17. The higher your employee retention rate the better your company culture, workplace productivity and brand image. Retain your employees by creating an environment they enjoy being a part of. This can be achieved through extra- curricular workplace activities, having clear expectations and practicing a flat- line management strategy where people feel equally valued. ONGOING SUPPORT & DEVELOPMENT Retaining the right employees
  • 18. Offering incentives creates healthy competition and gets the best out of your employees. Incentives should be achievable and created to reward those that go above and beyond their duties. Create incentives that are suited to all types of employees. For example, try motivating those who struggle to meet deadlines with time based incentives. ONGOING SUPPORT & DEVELOPMENT Retaining the right employees
  • 19. When dealing with employee contention, whether it be personal or work-related, it is imperative that both sides of the story are heard and evaluated before any type of action is taken. Employees need to feel that they have been heard before management intervenes. Create set structures in relation to crisis management and make them available and known to employees. This ensures the issue remains controlled and manageable. ONGOING SUPPORT & DEVELOPMENT Dealing with crisis and issues
  • 20. Communication is key. Employers should keep both parties informed through the resolution process and offer one-on-one communication efforts to prevent misunderstanding and rumour mongering. ONGOING SUPPORT & DEVELOPMENT Dealing with crisis and issues
  • 21. Work satisfaction should extend beyond 9-5. Creating a company culture that employees want to be part of is a huge part of ongoing employee support. ONGOING SUPPORT & DEVELOPMENT Extra-curricular
  • 22. Organising office events (such as Melbourne Cup celebrations), celebrating staff birthdays and going for Friday work drinks are all proven examples of creating a strong company culture. Having employees that trust one another, as well as their employer, leads to greater productivity through cooperation and collaboration. As an employer, try and remember personal details about your staff. This shows that you listen to what they say and that you have an interest in them as a person rather than just an employee. ONGOING SUPPORT & DEVELOPMENT Extra-curricular