Find Grow Keep
Bite-sized people & business advice for forward-thinking Founders, CEOs, and Senior Business Leaders in Australia & beyond. As a leader, you’re responsible for growth, navigating market changes, all while trying to find time for to recruit, develop, retain and motivate your team. It’s a lot. Managing the 'people stuff' effectively is not just an HR function – It’s a core aspect of running a successful business. If you're looking to unlock growth and drive performance, these short and practical podcast episodes will give you the tools and insights to get your business to the next stage by leveraging great people and cultur...
S2 E108 · Sun, April 27, 2025
2.108 5 People and Culture Trends Every Aussie SME Should Watch in 2025
In this episode (recorded as our first LinkedIn Live!), Karen Kirton shares five key people and culture trends currently shaping small to medium-sized businesses in Australia. Drawing from recent research, client insights, and real conversations at networking events, Karen explores: Why employee engagement still tops the priority list – and practical ways to support wellbeing and career growth in smaller teams How SMEs can get started with AI and tech optimisation, while addressing staff concerns around change and privacy The importance of upskilling leaders to manage hybrid teams and meet new compliance expectations Staying ahead of Australia’s rapidly changing workplace laws – and why compliance is a foundation of a strong culture Embracing a multigenerational workforce by offering flexible options and rethinking what ‘diversity’ looks like today Karen also answers live questions around return-to-office policies and shares why improving performance and shifting culture remain the most downloaded topics from the Find Grow Keep podcast archive. Make sure to subscribe to stay updated with new releases on Mondays! Visit https://www.amplifyhr.com.au/ for more insights and resources. Free download: Lead Smart Checklist Also mentioned in this episode: Ep 42: Developing Career Pathways in Small Organisations Ep44: How to Shift a Workplace Culture Ep1: Improving Poor Performance Part 1 Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team. https://www.amplifyhr.com.au/webinars/unclear-to-high-performing
S2 E107 · Sun, April 13, 2025
2.107 How Writing a Book Can Unlock Business Growth (And Make Hiring Easier!) – With Lucy McCarraher
In this episode, Karen is joined by Lucy McCarraher , founder of Book Magic AI and Rethink Press, and a mentor to thousands of business book authors. If you’ve ever considered writing a book but felt overwhelmed by the process, this conversation will show you how it can be one of the most powerful tools for business growth, recruitment, and brand authority. In today’s episode, you will learn: Why writing a book is more than just a marketing tool—it provides clarity on your business, attracts ideal clients, and positions you as an authority in your field. How a book can transform your recruitment process by helping candidates understand your company culture and values before they even join. The concept of "book magic"—real-life stories of how publishing a book has led to unexpected opportunities, from doubling business revenue to securing global speaking engagements. How Book Magic AI is making the book-writing process more accessible, helping entrepreneurs structure their ideas, overcome imposter syndrome, and stay motivated. Why AI can’t (and shouldn’t) write your book for you—but how it can support the process by refining ideas, structuring content, and creating marketing materials once your book is published. The key steps to getting started, including a free tool that helps you map out the right book for your business. If you've ever thought about writing a book but weren’t sure where to start, this episode is packed with practical insights to help you take the first step. Make sure to subscribe to stay updated with new releases on Mondays! Visit https://www.amplifyhr.com.au for more insights and resources. Connect with Lucy here: https://www.linkedin.com/in/lucymccarraher/ Free download: Unlock Business Growth Through Your People Also Mentioned in This Episode: https://bookmagic.ai/ https://rethinkpress.com/write/ https://www.amplifyhr.com.au/books/great-people-are-a-business-biggest-asset/ Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team. https://www.amplifyhr.com.au/webinars/unclear-to-high-performing
S2 E106 · Sun, April 06, 2025
2.106 Why SMEs Need to Define a Company Purpose
In this episode, Karen Kirton explores the importance of aligning your company's purpose with its strategic goals to drive growth and ensure sustainability. Whether you're a small business owner or at the head of a larger enterprise, understanding and articulating your company's purpose is more than a task—it's a strategic advantage. What you'll gain from this episode: Understanding the Essence of Company Purpose: Learn why a well-defined purpose and set of values aren't just corporate fluff but essential elements of a successful business strategy. Real-life Business Dilemma: Dive into a case study of a retail business faced with a critical growth decision. Discover how clarifying their purpose guided their strategic choices and could influence yours. Strategic Decision-Making: Find out how a clear purpose can serve as a lens for making tough business decisions, from expansion plans to branding and employee engagement. Engagement and Differentiation: Hear how a purpose-driven approach helps differentiate your business from competitors and fosters deeper connections with employees and customers. Big Brand Examples: Gain insights from major players like IKEA and Tesco, who have purpose-driven business strategies. Practical Steps and Advice: Receive actionable advice and steps to start defining or refining your company's purpose today, with examples from Amplify HR's own journey. This episode is packed with valuable insights and practical advice for anyone looking to enhance their business through a purpose-driven approach. Make sure to subscribe to stay updated with new releases on Mondays! Visit https://www.amplifyhr.com.au for more insights and resources. Also Mentioned in This Episode: Episode 8: Faster and Better Decision Making Episode 69: The Value of Values Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E105 · Sun, March 30, 2025
2.105 Navigating AI in Your Business - with Janey Treleaven
In this episode, Karen dives into the impact of artificial intelligence on small and medium-sized businesses though a discussion with AI expert Janey Treleaven . As AI technologies and digital tools become increasingly integral to business operations, understanding and integrating them without overwhelming your people and existing systems is crucial for businesses to grow and succeed. In today’s episode, you will learn about: The journey of adopting AI in business, from the initial exposure to its practical implementation, shared by Janey Treleaven, founder of Intelligence Assist. With over two decades of experience in technology at major Australian banks, Janey offers unique insights into making AI work for your business. The concept of AI literacy and its importance for businesses. Learn why training your team on how to effectively use AI tools is as critical as the tools themselves. Strategies for choosing the right AI tools for your team, considering both the roles they perform and the tools' capabilities. This tailored approach ensures that AI integration is both cost-effective and impactful. Practical advice on creating an "Acceptable Use of AI" policy to guide your team in using AI responsibly and effectively. Insights into the potential of AI to return up to 30% of your team’s time by automating routine tasks, allowing them to focus on more strategic activities. And finally, explore the ongoing evolution of AI tools and how staying updated with these changes can significantly benefit your business operations. Whether you're already integrating AI into your business or just starting to consider its possibilities, this episode is packed with actionable advice and real-world examples to guide you through the AI revolution in business. Make sure to subscribe to stay updated with new releases on Mondays! Visit https://www.amplifyhr.com.au for more insights and resources. Connect with Janey Treleaven , founder of Intelligence Assist here: https://www.linkedin.com/in/janey-treleaven/ Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E104 · Sun, March 16, 2025
2.104 Five Essential Leadership Skills for Long-Term Success
Great leadership goes beyond managing people—it’s about fostering growth, empowering teams, and creating a culture that drives business success. In this episode, we explore the five key leadership skills every business owner and manager needs to develop for long-term impact. Tune in to learn about: Emotional Intelligence & Self-Awareness – How understanding yourself improves decision-making, leadership style, and team dynamics. Effective Communication & Influence – Moving from ‘telling’ to coaching, navigating conflict with confidence, and providing feedback that drives real improvement. Strategic Decision-Making – Shifting from daily tasks to big-picture thinking, setting a clear vision, and making data-driven choices that engage your team. Delegation & Empowerment – The difference between ‘dumping’ tasks and truly empowering others to develop and succeed. Building a Culture of Accountability – Encouraging ownership, celebrating wins, and maintaining engagement without fostering a toxic high-performance culture. If you’re looking to strengthen your leadership skills and create a thriving team, this episode is packed with practical insights. BONUS: Free Download - Checklist for new managers https://www.amplifyhr.com.au/downloadable/empowering-new-managers/ Make sure to subscribe to stay updated with new releases every second Monday! Visit amplifyhr.com.au for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team. https://www.amplifyhr.com.au/webinars/unclear-to-high-performing
S2 E103 · Sun, March 02, 2025
2.103 How to Empower New Leaders
In this episode, we focus on the pivotal role of managers in your business's growth and the complexities that arise with new managerial roles. Whether you're promoting from within or hiring externally, mastering people management is not just an HR task—it's a cornerstone of successful business leadership. Here's what you'll discover today: -> Evaluating Potential Managers : Learn why promoting your top performers might not always be wise if they lack people management skills. We'll explore strategies to test leadership abilities before committing to promotions. -> Setting Managers Up for Success : Find out about creating a leadership charter and embedding company values to support new managers. Discover practical steps to ensure they embody the leadership style that matches your business ethos. -> The First 90 Days : Dive deep into the critical initial period for new managers with a detailed plan for their integration and effectiveness, from observation and learning to relationship-building and achieving results. -> Sustainable Leadership Development : Gain insights on continuous development through structured feedback and goal reviews, ensuring your managers not only succeed but excel in leading your teams. -> Real-World Applications : We provide actionable advice and real-life examples from past episodes, illustrating successful strategies implemented by other business leaders. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Lead Smart Checklist Also Mentioned in This Episode: Episode 9: Developing Next Generation Leaders Episode 57: Questions to Ask Before Promoting Someone to a Management Role Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E102 · Sun, February 16, 2025
2.102 Taking a Candidate-Centric Approach to Recruitment
Karen dives into the critical need to adopt a candidate-centric approach to hiring. With the landscape of recruitment evolving rapidly, understanding and optimising every step of the hiring process not only enhances your ability to attract the best talent but also strengthens your company's reputation and efficiency. What you'll discover in this episode: -> The importance of refining the recruitment process in your business, focusing on making it candidate-friendly and reflective of your company’s values and culture. -> Practical steps to ensure a smooth and engaging application process, including why traditional methods like requiring cover letters may need to be reconsidered. -> Insights into effective communication strategies throughout the recruitment process to maintain candidate interest and engagement. -> The significance of a robust selection process that goes beyond casual coffee chats to structured interviews and appropriate assessments that align with the job's demands. -> The value of feedback — not only providing it to candidates but also soliciting it from them to improve your recruitment practices continuously. Join us as we explore how to make your recruitment process a strategic tool for growth and innovation by centring it around candidate experiences. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Hire right: Making your business a people magnet - Amplify HR Also Mentioned in This Episode: Informal vs structured job interviews Episode 38 Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E101 · Sun, February 02, 2025
2.101 Leverage Your Employer Brand to Grow Your Business
In this episode, Karen provides actionable insights on leveraging your employer brand to drive business growth through strategic recruitment. As businesses expand, the challenge of hiring the right people becomes even greater. This episode provides a deep dive into how strengthening your employer brand can significantly enhance your recruitment process and overall business success. In today’s episode, you will learn about: -> The importance of employer branding for businesses of all sizes and how it transcends beyond big corporate buzzwords to become a critical strategy for attracting and engaging both candidates and current employees. -> A case study of a retail business facing challenges in hiring management roles, providing insights into how a well-articulated employer brand can address hiring difficulties and improve store performance. -> How to uncover your unique selling propositions that differentiate your business in a competitive job market. -> Practical strategies for drafting job advertisements that stand out, including segmenting. -> Essential training for hiring managers to adopt a candidate-centric approach, ensuring that the recruitment process treats candidates as potential customers, which is vital in today’s job market. -> Steps to review and adapt your recruitment messaging to reflect the unique aspects of your business, ensuring you attract the right people. This episode is packed with expert advice and practical tips for any business owner or leader looking to hire great people so their business can grow. Free download: Hire right: Making your business a people magnet - Amplify HR Also Mentioned in This Episode: Make an Employment Offer They Can’t Refuse Recruitment is more marketing than HR Use social media to engage more candidates Episode 19 Episode 30 Episode 41 Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E100 · Sun, January 19, 2025
2.100 Unlocking Business Growth: Shifting Beyond the Traditional HR Mindset
In this milestone episode, we delve deep into why managing 'people stuff' effectively is not just an HR function but a core aspect of running a successful business. If you're looking to unlock growth and drive performance, this episode is a must-listen! In today’s episode, you will learn about: -> The crucial role of employee engagement in financial success, illustrated by a case study where disengaged employees were secretly job hunting, unbeknownst to a content management team. -> Why employee surveys and focus groups are essential tools for uncovering the real sentiments in your workplace—what your managers think might be very different from the reality. -> Six strategic themes that every business leader needs to focus on if they want to boost their company’s performance and culture: Improving performance and decision-making Recruitment and retention Nurturing a positive workplace culture Training and development Adapting to future trends and changes Enhancing employee engagement and well-being -> Practical advice on how to apply these themes to your business, with real-life examples and success stories from past episodes. -> Insights into how businesses can misjudge their cultural health and the steps you can take to realign your strategy with the actual needs of your team. -> Why it's vital to integrate people management into every facet of your business strategy to truly unlock growth and innovation. -> Looking forward to the next hundred episodes, where we will continue to explore how HR strategies are integral to broader business success and sustainability. If you've enjoyed the journey so far, or if you're just joining us, this episode is packed with invaluable insights that could change the way you think about business growth. Don't miss out on learning how a strategic focus on people can lead to real business success! Make sure to subscribe to stay updated on every second Monday release—Episode 101 will feature a fresh take on these ongoing conversations about people and culture Also Mentioned in This Episode: https://www.amplifyhr.com.au/podcasts/find-grow-keep-series-2/ https://www.amplifyhr.com.au/consultancy-bespoke-programs/ Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E7 · Fri, January 10, 2025
2.7 Why a high-performance culture isn't for everyone
In this episode, we provide alternatives to a high performance culture and how being innovative, customer-centric or purpose driven may instead be what inspires high performance in your organisation. Thanks to Warren Carney for agreeing to have his business case studied in this episode! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn!
S2 E99 · Sun, December 15, 2024
2. 99 Employee Engagement Trends and Strategies for 2025
Welcome to Episode 99: Navigating 2025 – Trends and Strategies for Employee Engagement! In this episode, our host Karen Kirton explores the vital trends shaping employee engagement for the coming year and offers a step-by-step guide to enhancing your workplace environment. This episode is crucial for any business leader seeking to improve profitability and create a thriving culture through effective people management. In today’s episode, you will learn about: -> The ongoing evolution of hybrid work and how to tailor it to benefit your business, ensuring productivity and employee satisfaction. -> The increased importance of mental health and wellbeing in the workplace, driven by recent societal changes and legislative updates, along with practical steps to address these needs. -> The rising expectation for continuous learning and career development, particularly valued by younger workforce generations, and how you can integrate these into your business strategy. -> A comprehensive seven-step plan to boost employee engagement and ensure alignment with your business goals for 2025: Establish clear goals and a compelling vision. Invest in learning and development. Prioritize wellbeing with enhanced programs. Foster connection and belonging, especially in hybrid settings. Collect and act on feedback to improve workplace dynamics. Recognize and reward achievements to motivate your team. Communicate transparently and authentically to build trust. -> Insights from the latest research, including Gallup's 2024 report, highlighting the significant impact of engaged employees on business profitability. This episode not only provides you with the tools to anticipate and adapt to upcoming trends but also empowers you to strategically plan for a more engaged and productive 2025. Tune in to transform your approach to employee engagement and set your business up for success. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E98 · Sun, December 01, 2024
2.98 How to Hire Early Career Employees
In this episode, Karen addresses the challenges of recruiting in a slow economy and the strategic shift towards hiring early career professionals or students. This approach not only cuts costs but also builds a pipeline of talent that grows with your business. Karen shares her insights and strategies on how to adapt the recruitment process to better suit early career candidates. In today’s episode, you will learn about: -> The current recruitment landscape and how to navigate hiring amidst economic slowdowns without compromising on talent acquisition. -> Strategies for attracting early career professionals, including the importance of initial screening calls to gauge candidate interest and suitability. -> Detailed insights into conducting fair and effective recruitment processes that focus less on experience and more on potential and fit within your company culture. -> Innovative methods for assessing candidates, such as prioritization exercises and whole-brain thinking activities, to understand their decision-making processes and personal attributes. -> Practical advice on conducting interviews that allow candidates to showcase their true selves, including the unique 'do over' option which alleviates pressure and encourages authenticity. -> Tips on how to continuously engage with candidates from the application stage through to final interviews, ensuring a seamless and candidate-friendly experience. This episode is packed with actionable advice for business leaders and HR professionals looking to enhance their recruitment strategies and better integrate young talent into their organizations. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Hire right: Making your business a people magnet - Amplify HR Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E97 · Sun, November 17, 2024
2.97 Rethinking the Office: Key Considerations for Bringing Your Team Back
In this insightful episode, Karen revisits the ever-relevant topic of workplace flexibility, particularly the hybrid work model, as businesses continue to adapt to the changing dynamics of office and remote work into 2025. This episode builds on past discussions and incorporates fresh research to guide companies on how to effectively manage their evolving workplace strategies. In today’s episode, you will learn about: -> The latest 2024 research on the trends in office use and hybrid work policies, with insights into why businesses are re-evaluating their need for office space. -> The benefits of hybrid work models in maintaining employee satisfaction and retention, and how these can be balanced with the need for in-office presence. -> Practical strategies for businesses considering increasing office-based days, including how to enhance office spaces to make them more appealing and conducive to collaboration. -> Six key considerations for integrating more office days: Gathering and utilizing employee feedback effectively. Defining clear objectives for why office presence is necessary. Revising physical office spaces to better suit current work habits. Crafting flexible policies that accommodate diverse employee needs. Ensuring technology supports hybrid working effectively. Continuously monitoring and adjusting policies based on real-time feedback and results. -> How to involve employees in the decision-making process to ensure any changes are well-received and effectively implemented. This episode is packed with actionable advice for leaders looking to navigate the complexities of hybrid work environments while aligning with both business goals and employee needs. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E96 · Sun, November 03, 2024
2.96 Are you Ready for the January Quitting Season?
As the year draws to a close, in this episode Karen delves into effective strategies to tackle the year-end rush and lay a strong foundation for employee retention. Essential listening for business owners and leaders, this episode offers practical advice and strategic insights to ensure you enter the new year with momentum. In this episode, you'll discover: End-of-Year Review Strategies : Learn how to assess your year-end tasks with a focused approach, using tools like the urgent-important matrix to prioritize and delegate effectively. Technology Integration : Explore how technology can streamline your year-end processes, potentially using AI and other innovations to tackle repetitive tasks or enhance productivity. Employee Retention Focus : With January being a prime time for job changes, discover strategies to enhance employee satisfaction and retention, reducing turnover and its associated costs. Practical Tips for Clearing Your Desk : Get actionable advice on organizing your tasks to ensure you can take a well-deserved break without loose ends causing stress over the holiday season. Preparing for the New Year : Start strategizing for the upcoming year with a clear, refreshed mindset by understanding the crucial components of strategic planning, compliance updates, and more. This episode is packed with insights not just to wrap up the year but to approach the new year with a robust plan for your team's engagement and retention. Whether you're winding down or gearing up for a busy season, the guidance offered here will help you manage your workload and your workforce effectively. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: 2025 Unlocked: A guide to Effective & Impactful Goal Setting - Amplify HR Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E95 · Sun, October 20, 2024
2.95 Challenging “Culture Fit” in Hiring
In this episode, Karen sat down with Ed Greenwood from Eton HR to tackle a phrase we’ve all heard: “culture fit.” But what does it really mean? 🤔 Too often, it’s used as a vague reason to reject candidates, leaving them feeling dismissed and disrespected. Ed challenges us to define our company culture clearly and avoid hiding behind this term, which can even mask unconscious bias. This discussion challenges conventional hiring practices and offers new insights into providing meaningful candidate feedback and managing unconscious bias. In today’s episode, you will learn about: -> The common misuse of 'culture fit' as a feedback term and its impact on candidates, who often invest heavily in the recruitment process emotionally. -> Strategies for hiring managers to give more constructive and precise feedback to candidates, enhancing the transparency and effectiveness of the recruitment process. -> The importance of interview preparation on both sides, emphasizing that hiring managers should be as prepared as the candidates to ensure meaningful and productive interviews. -> Practical approaches to improve hiring decisions, including the integration of psychometric assessments early in the recruitment process to better align candidate profiles with company culture. -> Innovative hiring practices, such as offering candidates a 'do-over' opportunity in interviews, fostering a more inclusive and candidate-friendly recruitment experience. -> Insights on reducing unconscious bias by delaying judgment and enhancing interaction during interviews, ensuring a fair and equitable assessment of all candidates. This episode provides invaluable insights for HR professionals and hiring managers seeking to refine their recruitment strategies and foster a more inclusive and supportive hiring environment. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Hire right: Making your business a people magnet - Amplify HR Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E94 · Sun, October 06, 2024
2.94 How to Survive the ‘Valley of Death’
In this critical episode, Karen dives into the challenges and strategic decisions required for businesses experiencing rapid growth. We explore the concept known as the "Valley of Death" and its implications for scaling businesses, a concept explored by Verne Harnish in his book, "Scaling Up." In this episode, you'll learn: Understanding the Valley of Death : We discuss the stages of business growth where companies often face significant challenges—typically at revenue milestones of $1 million, $10 million, and $50 million. Understanding these stages helps in preparing for the inherent trials that come with scaling. Strategic Staffing Adjustments : Insight into the tough decisions regarding team composition that many business owners face as they grow. We tackle how the initial team that helped start the business might not be the same team you need to scale beyond certain revenue thresholds. Proactive and Strategic Planning : Strategies for business owners to anticipate the need for role adjustments and possible redundancies, focusing on how to handle these changes proactively to align with long-term business goals. Cultivating Leadership and Retaining Talent : Tips on how to develop existing employees into roles that match the evolving needs of the business, which can be more beneficial than bringing in external hires. Maintaining Alignment with Core Values : The importance of ensuring that all changes and transitions within the company align with the core values and culture of the organization. This alignment helps in retaining a positive environment and supporting sustainable growth. This episode is especially valuable for business owners and leaders who are navigating the complexities of scaling their operations. The insights provided aim to equip you with the necessary tools and mindset to manage growth effectively, avoid common pitfalls, and ensure that your team evolves in alignment with your business’s expanding needs. Subscribe and tune in for a deep dive into managing business growth and workforce transitions effectively. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free Download: Unlock Business Growth Through Your People Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E93 · Sun, September 22, 2024
2.93 The Right to Disconnect: What It Means for Your Business
In this episode, Karen Kirton addresses the significant cultural shift in Australian workplaces with the introduction of the 'right to disconnect'—a new legal right under the Fair Work Act allowing employees to refuse work-related communications outside regular working hours. This episode delves into the implications for business owners and managers, blending compliance requirements with cultural considerations. In today’s episode, you will learn about: -> The definition of the right to disconnect and its incorporation into Australian law, emphasizing its relevance for businesses with both over and under 15 employees. -> The importance of understanding when it's reasonable for employees to respond to work-related contacts outside of usual hours, and the factors that influence this, such as the nature of the business or the employee's specific role and compensation. -> Practical advice for businesses on how to effectively integrate this right into workplace policies without causing disruption or fear among employees. -> Suggestions for managers on maintaining communication boundaries and respecting employees' personal time, which include not sending late emails or messages unless necessary. -> Strategies to ensure that workplace culture aligns with the new legal requirements, encouraging a respectful and balanced approach to employee availability and workplace demands. -> How businesses can use this legislative change as an opportunity to review and possibly redefine work-life balance and employee engagement within their company culture. This episode is a must-listen for business leaders and managers seeking to understand and implement the right to disconnect in a way that supports both their operational needs and their employees' well-being. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E92 · Sun, September 08, 2024
2.92 How to Build a Growth-Ready Workplace Culture
When it comes to building a strong workplace culture, some things work and some things definitely don’t. Hiring an HR manager is not going to fix your problem, and neither is conducting endless employee surveys. In today’s discussion, we reflect on a crucial topic that many leaders encounter: the struggle to foster business growth amid a problematic organisational culture. Drawing from conversations with CEOs, we delve into the common issue where cultural undercurrents, such as blame and resistance to change, hinder progression and innovation. What you'll discover in this episode: -> Insights into the detrimental impact of a blame-oriented culture on business growth and how it can stall progress by focusing on external factors rather than internal improvement. -> The pitfalls of relying solely on frequent employee surveys without implementing meaningful changes, leading to increased dissatisfaction and disengagement. -> Strategies to effectively address and transform your organization’s culture, starting with defining a clear and compelling company purpose and aligning it with core values. -> Practical steps for leadership to actively participate in cultural transformation, ensuring that the culture supports the company's strategic goals. -> The importance of clear communication from leadership about cultural initiatives and employee feedback to foster a sense of involvement and commitment across the organization. Join us as we explore how to break the cycle of negativity and steer your company towards a culture that truly supports and accelerates growth. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Unlock Business Growth Through Your People Also Mentioned in This Episode: How to change workplace culture 6 Tips for Hiring Your First HR Person Episode 44 Episode 47 Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E91 · Sun, August 25, 2024
2.91 Retain Top Talent in the Face of Rising Living Costs
n today’s dynamic economic environment, where living costs are soaring, employees seek more than just a salary from their jobs. This episode focuses on the critical role of personal and professional growth in employee retention and engagement. We delve into how fostering a culture of development can significantly impact your team's loyalty and satisfaction. What you'll discover in this episode: -> The importance of career progression and development opportunities in retaining and attracting talent, as highlighted by recent Australian research. -> Strategies to offer flexible working arrangements that align with modern work-life balance expectations, including insights into the new 'right to disconnect' regulations. -> Practical approaches to creating a culture that supports professional growth, from innovative reward systems to comprehensive mental health support. -> Tips on developing a work environment that not only meets but anticipates the needs of your employees, ensuring they feel valued and invested in. Join us as we explore how to integrate these strategies into your business practices to keep your best employees engaged and motivated. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Hire right: Making your business a people magnet - Amplify HR Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E90 · Sun, August 11, 2024
2.90 How to Build a Culture that Supports Rapid Growth
Today, Karen explores the pivotal role of a strong, adaptable culture in supporting sustainable business growth. As businesses aim to scale, the foundation of shared values, beliefs, and practices becomes essential. These elements should foster innovation, agility, and resilience, aligning closely with the organization’s growth objectives. What you'll discover in this episode: -> The significance of culture in the scalability of a business, emphasizing the need for a culture that encourages risk-taking and innovation. -> Key elements of a growth-supportive culture including strong leadership, continuous innovation, and cross-functional collaboration. -> Practical steps for building and reinforcing a culture that can sustain rapid growth, such as strategic recruitment, focused training and development, and effective feedback mechanisms. -> Insights from leading studies and reports that highlight the importance of cultural alignment in enhancing a company's capacity to innovate and expand. Join us as we delve into how you can integrate these cultural strategies into your business framework to support and sustain growth. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Unlock Business Growth Through Your People Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E89 · Sun, July 28, 2024
2.89 Preparing Your Team for Technological Change
In this episode, Karen Kirton explores how to lead your business—and more importantly, your people—through successful digital transformation. While tech tools may streamline operations and boost efficiency, it's your team who brings those systems to life. So how do you ensure they're ready, capable, and confident to embrace the changes? Karen breaks down what digital transformation really means, why it’s not just an IT project, and how to build the culture and leadership needed to make it stick. In today’s episode, you will learn: What digital transformation really is – It’s not just new software. It’s a rethinking of how your business operates and delivers value. The true driver of transformation: your people – Technology only works if people are equipped and motivated to use it. It’s a people and culture journey as much as a tech one. Common challenges during transformation – From resistance to change and upskilling gaps to generational differences and environmental concerns, Karen outlines what to look out for. The role of leadership – Why digital-savvy leaders who communicate clearly and consistently play a critical role in success. Why learning is key – Encouraging continuous learning and embracing experimentation helps reduce fear and builds capability. The power of communication and collaboration – From roadmaps to intranet resources, Karen explains why teams need both the why and the how —and how to foster information-sharing across the business. Karen’s practical tips for preparing your team: Develop a clear strategy and roadmap – So everyone knows where you’re going and how you’ll measure success. Foster collaboration – Break down silos and share knowledge across departments using daily huddles, async tools, or shared platforms. Empower people with digital tools – Ensure employees can access information and take ownership of the change journey. Monitor, review, adapt – Digital transformation never truly ends. Gather feedback and adjust your plan as you go. Karen's takeaway: Digital transformation is as much about mindset and behaviour as it is about software. If your team isn’t brought along for the journey, even the best tools won’t help. Clear communication, strong leadership, and a culture of learning are the real keys to success. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on
S2 E88 · Sun, July 14, 2024
2.88 Recognising and Addressing Changes in Employee Behaviour
In this episode, Karen Kirton answers a question many leaders face: What do you do when a team member just doesn’t seem like themselves anymore? They might be disengaged, irritable, or withdrawn—and as a manager, it’s not always clear whether to raise it, how to approach it, or what to do if they shut you down. Karen explores how to recognise behavioural changes, initiate the right kind of conversations, and manage this situation with empathy, clarity, and responsibility. In today’s episode, you will learn: Why it’s important not to ignore changes in behaviour – Using the iceberg metaphor, Karen explains how most of what’s going on for people is beneath the surface and why it’s worth checking in even when someone says they’re “fine.” How to start the conversation – Learn Karen’s go-to language for raising concern in a safe and supportive way, without making it a performance issue. What to do when they say “I’m fine” but the behaviour continues – Why revisiting the issue a few weeks later might be the moment they’re ready to talk. Understanding emotional bandwidth at work – How employees often suppress personal stress at work, and why your concern may either trigger tears or defensiveness—and how to handle both with care. Your responsibility as a manager – When ongoing issues could indicate more serious problems like bullying or harassment, and why addressing it isn’t just helpful—it’s a duty of care. The power of curiosity and positive intent – Karen shares how a mindset of genuine care and openness can lead to trust and better workplace communication. Karen's takeaway: There’s no downside to checking in. You might uncover a small fixable issue—or support someone through something bigger. Just don’t keep asking the same question over and over if they shut it down. Come back once, with empathy and clarity, and create space for the conversation to open up. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E87 · Sun, June 30, 2024
2.87 How to Support Your Middle Managers
As the new financial year kicks off in Australia, Karen Kirton explores a crucial factor that can make or break your business goals: the effectiveness of your middle managers. Often caught between strategic direction and operational execution, middle managers can become the "frozen middle" — disconnected, overwhelmed, and under-supported. In this episode, Karen shares how to engage, empower, and elevate your middle managers so they can help drive your organisation’s success in the year ahead. In today’s episode, you will learn: What the "frozen middle" is – Why middle managers often feel left out of strategic planning and how this disconnect hinders organisational progress. The burnout problem – Citing Indeed’s 2023 Wellbeing Report, Karen highlights how over 50% of middle managers are stressed or burnt out, leading to inefficiency and disengagement. The communication gap – Why you need to take your middle managers on the same strategic journey as your senior leadership team—and how to do that effectively. The mindset shift – How to help managers understand their vital role as leaders, not just individual contributors juggling 130% workloads. Development matters – What leadership development could look like for your business, and how regular, low-lift training sessions can keep middle managers energised and aligned. The one-thing-a-month rule – Encouraging self-driven learning through simple activities like podcasts, articles, or networking to broaden perspectives and reduce overwhelm. Karen's call to action: Include middle manager support in your business planning for the new financial year. Get their feedback, understand their pain points, and implement communication, mindset, and development strategies to unlock their full potential. Make sure to subscribe to stay updated with new releases every second Monday! We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E86 · Sun, June 16, 2024
2.86 How to Effectively Assess and Manage Your Team's Performance and Development
We discuss the importance of performance reviews for enhancing employee performance. As businesses evolve, a consistent approach to performance management becomes crucial, focusing on ongoing development and aligning team goals with business objectives. Tune in for insights on effective performance management strategies. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E85 · Sun, June 02, 2024
2.85 8 Human Motivators that Drive Employee Performance
As performance review season rolls around, Karen Kirton takes a deep dive into the psychology of motivation to uncover what truly drives employee performance. Drawing on research in organisational behaviour and human psychology, she shares eight key motivators and offers practical tips for how managers can tap into each one to inspire their teams. In today’s episode, you will learn: 1. Autonomy Employees perform better when they have the freedom to control how they complete their work. Karen suggests ways managers can provide autonomy—like letting employees draft their own goals or determine how to achieve a set outcome. 2. Mastery Developing skills in areas employees care about increases engagement. Support mastery through professional development, strengths-based coaching, and career conversations that align with growth. 3. Purpose People are more motivated when they understand how their work connects to a bigger purpose. Karen advises businesses to create a clear, one-line purpose statement and regularly link roles and values to that purpose. 4. Recognition Frequent, genuine acknowledgement of effort and achievement boosts motivation. Build recognition into your one-on-ones and consider informal or formal reward programs. 5. Rewards Both intrinsic (personal growth) and extrinsic (bonuses) rewards matter. Ensure your remuneration and benefits structure is well-communicated and valued as part of your employee experience. 6. Relationships Strong social connections at work enhance performance. Karen encourages creating space for collaboration and team bonding through social activities and inclusive meeting practices. 7. Progress Seeing progress toward a goal is a strong motivator. Help your team set clear milestones, use scorecards or dashboards, and celebrate small wins along the way. 8. Security Stability and job security reduce anxiety and enable better performance. Managers should communicate direction, avoid performance-related redundancies, and foster a culture of trust. Karen wraps up with a reminder that each individual is motivated differently. When managers actively tune in to what drives each team member, they’re far more likely to create a workplace that is engaged, productive, and high performing. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Te
S2 E84 · Sun, May 19, 2024
2.84 Navigating the New Financial Year: Key Trends for Small to Medium-Sized Businesses
As the end of the financial year approaches in Australia, Karen Kirton breaks down the current research and forecasts for small to medium-sized businesses, with a strong focus on how these trends impact people, culture, and business strategy. She identifies seven major trends that business leaders should be aware of to successfully navigate the year ahead. In today’s episode, you will learn: 1. Balancing optimism with recession readiness While many businesses are optimistic about economic recovery, there’s still concern about a potential recession. Karen explains how retaining great people and avoiding knee-jerk redundancies can help businesses stay resilient through economic uncertainty. 2. Cybersecurity is a people problem, not just a tech one Cyber risks remain a top concern, and most breaches are caused by human error. Regular employee training and creating a culture of cybersecurity awareness are essential. 3. AI isn’t just for big businesses With every tool and platform adding AI capabilities, SMEs must embrace it to stay efficient and competitive. Waiting too long could leave businesses behind, just like the early days of social media. 4. Compliance isn’t optional With constant regulatory changes—especially in employment law—businesses need to stay up to date to avoid major legal and financial risks. Karen urges leaders to lean on their accountants and HR advisors for support. 5. Cost control through innovation Cutting costs doesn’t just mean slashing expenses—it’s about process improvement, automation, and encouraging teams to find smarter ways to deliver value. 6. Investing in growth, even in tough times Many businesses are planning to invest in staff training and marketing, even with economic pressure. Staying competitive means continuing to grow, not standing still. 7. People are still your greatest asset Retention and development of employees is key. Businesses that struggled during COVID now recognise the importance of having the right people in place to grow sustainably and navigate uncertainty. Karen wraps up by encouraging business owners to reflect on these trends and share their own experiences. Staying intentional about people and culture is key to weathering economic pressures—and thriving on the other side. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Tea
S2 E83 · Sun, May 05, 2024
2.83 How to Manage Your Managers
In this episode, Karen Kirton breaks down one of the top three challenges leaders face—how to effectively manage and reward performance. While it seems simple in theory, many businesses struggle with it in practice. Karen shares seven key reasons why performance management can go wrong and offers practical solutions to overcome them. In today’s episode, you will learn: The right manager matters. Many managers are promoted based on technical skills, not leadership capability. Without the right preparation and ongoing development, performance management is likely to fall flat. “I don’t have time” is not a valid excuse. Karen reframes this as a matter of prioritisation and asks leaders to reflect on why they’re avoiding performance conversations—whether it’s fear, lack of skill, or poor systems. Lack of know-how is a major barrier. Setting goals, giving feedback, and recognising performance all require training and support. Too many managers simply haven’t been shown how. Culture influences everything. If performance and recognition aren’t embedded in the company culture, managers may fear being the “odd one out” or even face accusations of micromanagement or bullying. Feedback is a skill—practice it. Performance management starts with effective, ongoing feedback. Leaders need to be trained in both giving and receiving feedback constructively and consistently. Managers need support too. HR (internal or outsourced) should regularly check in with managers, helping them coach their teams and make performance management a regular part of their leadership rhythm. Sometimes, it’s the wrong fit. If a manager consistently avoids the people stuff—even with training and support—it may be time to reassess their role in the business. Karen dives deeper into this topic in Episode 32. Karen reminds us that great managers aren’t born—they’re developed. But they must also be willing to step up and take accountability for their people’s success. Make sure to subscribe to stay updated with new releases every second Monday! We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E82 · Sun, April 21, 2024
2.82 Fostering Creativity and Innovation
In this episode, Karen Kirton challenges the myth that only artists or musicians are creative—and explores how creativity is essential for every workplace, not just “creative” industries. Drawing on insights from innovation leaders and global research, she explains how cultivating creativity in your team can drive innovation, efficiency, and long-term success. In today’s episode, you will learn: Creativity is for everyone. Karen explains how most of us lose our belief in our own creativity as we grow older, but that creative thinking isn’t limited to art—it’s about solving problems, generating new ideas, and challenging how things have always been done. Creativity fuels innovation. She breaks down the difference between creativity (thinking in new ways) and innovation (turning those ideas into action)—and why you need both to grow your business. Workplace culture matters. Fostering creativity means creating an environment where people feel psychologically safe, free to share ideas, and open to collaborating—even when not every idea will be used. Learn from innovative companies. Karen references the 2020 BCG Global Innovation Survey, highlighting that while tech giants like Apple and Amazon top the list, brands like Nike, Target, and Walmart also rank for innovation—proving that creativity applies in every industry. How to bring creativity into your team. Leaders can start by asking: – What makes companies in my industry innovative? – Do we create time and space for idea generation? – Do we reward curiosity and support experimentation? – How are we making collaboration and independence possible? Karen encourages you to take action by researching innovative companies in your field and reflecting on how you can encourage curiosity, collaboration, and creative thinking to stay competitive in the long term. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
Bonus · Tue, April 09, 2024
Join me live in May 2024
Not actually an episode, this is an invitation for you to join our free webinar in May! :) Register at amplifyhr.com.au
S2 E81 · Sun, April 07, 2024
2.81 Unleashing the Power of Company Culture
In this episode, Karen Kirton explores whether company culture truly impacts business success—or if it’s just a corporate buzzword. Inspired by Adam Grant’s book Think Again , she dives into post-2020 research to “think again” about culture, productivity, and performance—and the results confirm what many leaders feel: a strong culture makes a big difference. In today’s episode, you will learn: The research is clear: culture impacts performance. Studies since 2020 confirm that a positive company culture leads to higher productivity, employee engagement, and long-term success. Key ingredients? Teamwork, communication, shared values, and employee empowerment . There’s a massive disconnect between leaders and staff. While 92% of CEOs say they understand their company culture, only 50% of employees believe that’s true. Culture gaps hurt retention, trust, and morale—and they don’t fix themselves. Culture is intangible—but not unmeasurable. Karen outlines a 4-step practical exercise to audit your current culture, including comparing your perspective with your team’s and identifying the gaps between today and your desired future state. How to turn culture insights into action. She walks through how culture links to nearly every people-related process—recruitment, onboarding, communication, performance, and recognition—and how to align those to support the culture you want , not just the one you have . What to reflect on next. Karen encourages listeners to assess how well they’ve embedded values, enabled cross-functional teamwork, and empowered employees—and gives tips to create an action plan based on where you are today. Whether your culture is thriving or needs some attention, this episode offers a grounded, research-backed look at why company culture matters—and how to shape it with intention. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Unlock Business Growth Through Your People Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E80 · Sun, March 17, 2024
2.80 Embedding Accountability: Insights from Yarno’s Lachy Gray
In this episode, Karen Kirton is joined by Lachy Gray, Co-Founder and Managing Director of Yarno , a remote microlearning platform, to dive deeper into what accountability looks like in action inside a business. After exploring the theory in Episode 81, Karen brings in a business leader who’s built systems that make accountability and feedback part of the company’s DNA. In today’s episode, you will learn: How Yarno creates role clarity with “job scorecards” Lachy shares how the team keeps role responsibilities visible and up to date, and how everyone has access to each other’s scorecards. They also empower team members to suggest structural changes to roles using a collaborative decision-making template. Why feedback is a foundational skill—not a one-off conversation Yarno has embedded a framework called Courageous Feedback and holds monthly team-wide roleplay sessions to practise both giving and receiving feedback. Lachy explains how the company has normalised feedback to the point that it’s just “how we communicate.” How psychological safety and transparency go hand-in-hand From openly sharing scorecards to coaching the team on vulnerability, Lachy shows how a culture of trust underpins high performance and accountability. The power of leading by example Lachy’s advice to other business owners? If you want a strong culture, you have to model the behaviour —consistently and intentionally. Whether you’re a business leader looking to create more ownership on your team or a manager wanting to make feedback part of your team’s everyday language, this episode is packed with practical ideas and real-world insights. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Getting stuff done through your people - Amplify HR Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E79 · Sun, March 03, 2024
2.79 Why Accountability is Critical to Productivity and Retention, and How to Embed it in Your Culture
As retention and productivity remain top concerns for business leaders in 2024, Karen Kirton explores one of the foundational components for success— accountability . In this solo episode, she breaks down why accountability matters, common challenges to building a culture of ownership, and practical steps to make it part of your everyday business operations. In today’s episode, you will learn: Why accountability is essential to business success It’s not just about making sure people are doing their jobs—it builds trust, improves decision-making, drives innovation, and supports a stronger, more engaged culture. The real cost of avoiding accountability From poor team morale to frustrated high-performers and leadership blind spots, Karen outlines what’s at stake when accountability is missing. Common roadblocks to accountability Lack of role clarity, insufficient feedback, fear of blame, poor training, and ineffective leadership all contribute to a lack of follow-through and underperformance. How to embed accountability in your culture Karen offers 5 actionable tips: Set clear expectations – Ensure roles and responsibilities are defined in up-to-date position descriptions. Provide regular feedback – Not just during annual reviews, but as part of daily conversations. Equip staff with the right tools and training – So they’re actually capable of delivering. Create psychological safety – Where people can own mistakes and speak up without fear. Lead by example – Accountability must start with leadership. If leaders aren’t walking the talk, no one else will. This episode is a must-listen if you’re looking to create a high-performing team that stays aligned, motivated, and focused on what matters most. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Getting stuff done through your people - Amplify HR Also Mentioned in This Episode: How to Set Effective Goals for the new year Mastering Personal Goal Setting Episode 74 Episode 75 Send us a text <a href="https://www.amplifyhr.com.au/webinars/unclear-to-high-perf
S2 E78 · Sun, February 18, 2024
2.78 How AI is Personalising Employee Onboarding and Development
Discover how AI is revolutionising employee onboarding and development. In this episode, we dive deep into the integration of Artificial Intelligence (AI) in the onboarding and development processes within businesses. Karen is joined by Matthew Mason, founder of Maven Zeal, a digital learning agency, and they explore the transformative impact of AI on employee onboarding and development. In this episode, you'll discover: Insights into AI Applications : Learn from Matthew Mason’s journey with AI and how his agency leverages AI avatars and adaptive learning technologies to enhance training and development. Effective AI Integration : Understand practical use cases where AI significantly improves onboarding processes, making training more dynamic and personalised. Challenges and Opportunities : Discuss the evolving landscape of AI in training, including potential hurdles and the immense benefits of rapid content development and personalized learning experiences. Future of AI in HR : Delve into discussions about the future regulatory environment for AI in HR, potential requirements for transparency, and the ethical considerations of using AI in recruitment and development. Strategic Advice for Leaders : Gain valuable advice on how business leaders can start incorporating AI into their processes today to stay competitive and efficient in a rapidly changing business environment. Whether you're a business owner curious about AI, a HR professional looking to modernize your practices, or simply interested in the intersection of technology and human resources, this episode provides crucial insights and actionable strategies. Tune in to understand how AI can transform your approach to employee development and onboarding. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E77 · Sun, February 04, 2024
2.77 3 Top Recruitment Trends for 2024
As the post-holiday wave of resignations begins, many businesses find themselves ramping up recruitment. In this episode, Karen Kirton unpacks three key recruitment trends shaping 2024 and what they mean for small to mid-sized businesses looking to stand out and hire effectively. In today’s episode, you will learn: Why AI is changing recruitment—for everyone Candidates are using AI to generate resumes and cover letters, and recruiters can harness it to streamline processes, reduce admin, and improve decision-making. But beware—AI can also mask weaker candidates, so your selection processes must adapt. The shift toward pay transparency With legal changes banning pay secrecy clauses and growing employee expectations, companies need remuneration policies and clear salary bands. Transparent job ads not only filter out misaligned candidates—they attract better-fitting ones too. How changing workforce demographics impact hiring Gen Z now makes up nearly 30% of the workforce. Karen explores what this means for job design, leadership style, and where and how you advertise roles. Recruitment strategies that worked 10 years ago may not work in 2024. Bonus: Karen shares actionable reflection points: What’s your recruitment strategy for this year? Are your hiring processes up to date? Is your pay transparent? Are you inclusive across all generations? Make sure to subscribe to stay updated with new releases every second Monday! Are you ready for recruitment in 2024? We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E76 · Sun, January 21, 2024
2.76 Hiring Employees or Outsourcing? Growing your Business Strategically
As the new year kicks off and resignations rise, many businesses find themselves in recruitment mode. But instead of immediately jumping to hire, Karen Kirton explores a powerful alternative— outsourcing . In this episode, she breaks down the pros and cons of outsourcing key functions and how it can help small businesses scale without the overhead. In today’s episode, you will learn: Why outsourcing can be smarter than hiring – Gain expertise, reduce costs, and scale your business faster by bringing in external specialists. Functions that are perfect for outsourcing – HR, finance, IT, marketing, and sales are all prime candidates. Key benefits of outsourcing: Access to expert knowledge and systems. More focus on your core business activities. Improved compliance and reduced legal risk. Flexibility without long-term employment commitments. Common concerns and how to overcome them – Learn how to manage control, culture fit, dependency, and continuity when outsourcing. What to look for in an outsourcing partner – Questions to ask about their model, commitment period, communication style, and handling of personnel changes. How to decide if outsourcing is right for you – Understand your business’s current stage and long-term model to make the right call. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Also Mentioned in This Episode: 6 Tips for Hiring Your First HR Person Episode 47 Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E75 · Sun, December 10, 2023
2.75 Mastering Personal Goal Setting
In this episode, Karen Kirton shifts the focus from business to personal, sharing a practical and structured approach to setting meaningful goals for the new year. Rather than vague resolutions, Karen introduces tools and frameworks that help you reflect on what really matters in your life, build positive habits, and create goals you’re more likely to achieve. In today’s episode, you will learn: How to use the Wheel of Life – A powerful tool for assessing satisfaction across key areas like health, relationships, finances, personal growth, and more. The benefit of identifying your lowest-scoring life areas – Why focusing on these can lead to more meaningful progress. How to set goals with the SPIRIT framework : Specific – Know exactly what you want to improve and why. Prizes – Reward progress along the way. Individual – Ensure goals are tailored to you. Reviewing – Adjust goals as needed. Inspiring – Keep it positive and motivating. Time-bound – Set a clear and specific deadline. How to align your personal goals with your business mindset – Personal goal-setting helps strengthen your ability to set and stick to business goals too. Why shared goal-setting with a partner or household member can boost results – Start the new year on the same page. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E74 · Sun, November 26, 2023
2.74 How to Set Effective Goals for 2024
As we move into a new year, it's time to reflect on goals, priorities, and business direction. In this episode, Karen Kirton walks through a practical approach to company-wide goal setting—beyond just financial targets. Using simple frameworks, she explains how to create measurable objectives across four business pillars and how to ensure these goals drive engagement and performance across your team. In today’s episode, you will learn: Why setting company goals matters – How clear, achievable goals improve motivation, commitment, and well-being. A simple 4-pillar framework – How to set objectives across Financial, Operations, Customers, and People areas. The SMART method in action – How to make goals Specific, Measurable, Achievable, Relevant, and Time-bound. How to cascade goals across your team – Align company objectives with individual roles and responsibilities. Why ownership and review are critical – Tips for assigning goal accountability and tracking progress throughout the year. Helpful goal-setting models – Suggestions for further reading: Balanced Scorecard, EOS (Entrepreneurial Operating System), and OKRs (Objectives & Key Results). Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E73 · Sun, November 12, 2023
2.73 Mastering Workload Management and Preventing Burnout During the Holidays
In this episode, Karen Kirton is joined by Barbara Clifford , also known as The Time Tamer , to explore how business leaders can manage time, stress, and wellbeing—not only for themselves but for their teams—as the end-of-year pressure builds. Barbara shares practical and compassionate advice for setting boundaries, saying no with grace, and leading others through emotionally charged periods with empathy and clarity. In today’s episode, you will learn: Why the end-of-year feels like a “finish line” – And how to reset expectations and say no without guilt. The power of boundaries – How to assess what’s realistic, what can wait, and how to protect your energy. Tips for team leaders – Why recognising emotional triggers and individual stress responses is crucial in supporting your people. The "blender" analogy – Barbara’s go-to image to understand why constant productivity is unsustainable and how to prioritise recovery. The conveyor belt method – A visual tool to help sort what’s urgent, what can bounce, and what really needs your attention. The importance of post-holiday awareness – How to use your downtime to recalibrate your personal wellbeing baseline. A simple de-escalation tactic – What to say when criticism comes your way (especially during tricky family or team conversations!). Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E72 · Sun, October 29, 2023
2.72 Why Wellbeing is Important for Retention
In this episode, Karen Kirton explores why workplace wellbeing is more than just offering fruit bowls and gym discounts—especially as the end of the year approaches and employee stress rises. She shares practical ways to boost wellbeing across multiple domains, from financial and emotional health to psychosocial safety, and explains how doing so is not only the right thing to do, but essential for retaining great people. In today’s episode, you will learn: Why now is the time to focus on wellbeing – End-of-year stress, economic pressures, and the new-year job hunt make this a crucial time to take action. The 6 domains of wellbeing – Karen highlights the CIPD UK framework covering everything from good work and personal growth to financial and social wellbeing. The impact on retention – Research from Gallup and the Myers-Briggs Company shows a clear link between wellbeing and employee loyalty. Understanding your legal obligations – Karen breaks down the basics of WHS and psychosocial risk compliance under Australian legislation. Proactive strategies – From offering EAPs and mental health days to sharing financial education and accessing free government training, Karen shares ways to embed wellbeing meaningfully into your business. Free resources to explore – Including Beyond Blue and state government initiatives like NSW’s free mental health training and coaching for leaders. Make sure to subscribe to stay updated with new releases every second Monday! Do you consider employee wellbeing in your workplace? We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E71 · Sun, October 15, 2023
2.71 Retention: Why High Performers Seek a New Role
In this episode, Karen Kirton is joined by Pree Sarkar, founder and director of Switch Recruitment, to explore the real reasons employees leave their jobs—and what employers can do to keep them. With decades of recruitment expertise, Pree shares candid insights into employee dissatisfaction, why compensation is rarely the full story, and how small business owners can create workplaces people want to stay in. In today’s episode, you will learn: Why people really leave – Pree shares the top four reasons employees move on: leadership, role fit, stagnation, and compensation. The danger of disengagement – How “moderate dissatisfaction” can quietly damage performance and culture if left unaddressed. Simple ways to check in – Use the traffic light method and ask key questions to assess satisfaction levels before it’s too late. Keys to small business retention – Pree’s approach includes flexibility, values-based hiring, development, and intentional team culture. The cost of replacing people – Why investing in employee experience and regular connection is far more affordable than rehiring. What’s happening in the market – A look at current economic conditions and what they mean for retention and recruitment trends in 2024. Make sure to subscribe to stay updated with new releases every second Monday! We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E70 · Sun, October 01, 2023
2.70 How to Keep Your Star Performers: Top 10 Reasons Employees Stay
In this episode, Karen Kirton explores how to hold onto your great people by understanding what really makes employees stay. Drawing on open-text survey responses from multiple businesses, Karen shares ten key themes that employees say contribute to long-term engagement and satisfaction. In today’s episode, you will learn: The top 10 reasons employees stay – Based on real employee feedback across multiple businesses. Why effective leadership matters most – Encouragement, communication, and valuing mental health make a major difference. The role of company culture and values – And why they must be more than words on a wall. How to promote learning, growth, and development – Even without a formal training program. The importance of flexibility, autonomy, and innovation – And how to support these in practical, people-first ways. How to build meaning into daily work – So employees feel they’re making a difference beyond just tasks. Make sure to subscribe to stay updated with new releases every second Monday! We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E69 · Sun, September 17, 2023
2.69 The Value of Values
In this solo episode, Karen Kirton invites listeners to reflect on a fundamental but often overlooked question: when was the last time you reviewed your company values? She explores how values can guide culture and business decisions—but only if they’re embedded meaningfully, not just words on a wall. In today’s episode, you will learn: How to reflect on the purpose of your values – Why your values should be directly tied to the culture you want to create. Steps to define or refresh your values – Including practical prompts and tools like Brené Brown’s values lists. Why behavioral statements matter – How to bring values to life with examples of what they actually look like in action. How to embed values in everyday decisions – From client conversations to team check-ins, using values as a lens for consistency and alignment. Tips to regularly revisit your values – Why reflection and discussion across the team is key to making values part of your culture, not just documents. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E68 · Sun, September 03, 2023
2.68 3 Top Tips for Emotionally Connected Onboarding
In this follow-up episode, Karen Kirton continues her conversation with David Larter from Send Jolly about how to emotionally connect with new hires through a thoughtful onboarding experience. Building on the analogy of a flight journey, David shares practical strategies for making onboarding meaningful—from setting realistic expectations to using branded gifts that reinforce a company’s values. In today’s episode, you will learn: The power of honesty during onboarding – Why sharing both the positives and challenges of the organisation helps build trust from day one. Creating an onboarding map – How to plan the onboarding journey step-by-step to reduce anxiety and improve clarity for new hires. The role of welcome gifts – How thoughtful, curated items (like a bonsai grow kit) can emotionally connect new hires to your company’s mission. Using technology to streamline onboarding – How tools like monday.com can support consistent, efficient processes that still feel human. Making it personal – Why the question “How do we want new hires to feel?” should guide every onboarding decision. Make sure to subscribe to stay updated with new releases every second Monday! Do you have an emotionally connected onboarding process? We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E67 · Sun, August 20, 2023
2.67 The Importance of Emotional Connection in Onboarding with David Larter
In this episode, Karen Kirton is joined by David Larter from Send Jolly to explore how to build emotional connection through onboarding. While process and systems are important, making new hires feel safe, welcome, and inspired from day one can significantly impact retention, engagement, and productivity. David shares stories and insights from his own onboarding experiences—both good and bad—and outlines what works when it comes to emotionally engaging new starters. In today’s episode, you will learn: The emotional state of new hires – Why nervousness, anxiety, and excitement all play a role in onboarding, and how to address each one. Creating a sense of security – How providing structure, clarity, and a “map” of the onboarding journey helps ease uncertainty. Fostering human connection – Practical ideas like buddy systems, pre-start LinkedIn connections, and team welcomes that build belonging early. Communicating purpose from day one – Why sharing your mission and showing new hires how they contribute increases emotional buy-in. Pre-boarding strategies – How the interview process and candidate experience shape the emotional connection before day one even arrives. Make sure to subscribe to stay updated with new releases every second Monday! We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E66 · Sun, August 06, 2023
2.66 How to Manage Multiple Generations
In this insightful episode, Karen tackle's the challenges and opportunities of managing a multigenerational workforce, a reality for modern workplaces where up to five different generations collaborate. From Baby Boomers to Generation Z, each group brings unique expectations and experiences to their roles, influencing workplace dynamics significantly. In this episode, you'll explore: Understanding Generational Differences : Delve into the characteristics that define each generation—from Baby Boomers influenced by post-war recovery to Gen Z shaped by digital innovation—and how these differences impact work styles and expectations. Tailored Communication and Leadership : Learn strategies for effective communication and leadership that respect and leverage generational differences. Discover how adapting your management style can enhance team cohesion and productivity. Recruitment and Retention Across Ages : Gain insights on customizing recruitment approaches and retention strategies to meet the varied needs and motivations of different age groups, enhancing your company’s appeal across generations. Developing a Multigenerational Strategy : Get practical advice on creating a workplace environment that fosters cross-generational mentorship and collaboration, helping to prevent generational silos and promote knowledge sharing. Leveraging Technology and Tradition : Understand how to balance technological advancements with traditional work values that resonate with older generations, ensuring a harmonious and progressive workplace. Whether you're a seasoned manager or new to team leadership, this episode offers valuable perspectives on managing diverse age groups effectively, ensuring all team members feel valued and understood. Tune in to transform your approach to generational diversity and turn age differences into a competitive advantage for your business. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Unlock Business Growth Through Your People Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E65 · Sun, July 23, 2023
2.65 Top Tips for Managing Hybrid Work
In this follow-up episode, Karen Kirton continues her conversation with Maja Paleka, co-founder of Juggle Strategies, on how to make hybrid working more effective. After exploring the struggles of hybrid work in Episode 64, this episode dives into practical solutions that create clarity, consistency, and connection in the workplace. In today’s episode, you will learn: Why mandating office days often fails – And what to do instead if you want real collaboration and engagement. The value of team-based decision making – How co-designing hybrid arrangements can lead to greater buy-in and better outcomes. How to design meaningful in-office time – Tips for intentionally planning office days that foster connection, learning, and culture—not just back-to-back meetings. How to align hybrid work with your culture and values – Why hybrid design should be tied to your business strategy and purpose. Real-world examples that work – What Maja’s seen succeed across different teams and organisations—and how to start applying it yourself. Make sure to subscribe to stay updated with new releases every second Monday! We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E64 · Sun, July 09, 2023
2.64 What's the Purpose of the Office? We Ask Maja Paleka
In this episode, Karen Kirton is joined by Maja Paleka, co-founder of Juggle Strategies, to unpack a question many leaders are still grappling with post-pandemic: what is the purpose of the office? Despite the flexibility revolution, businesses are still struggling to land on the “right” hybrid model—and often default to mandating office days without real impact. In today’s episode, you will learn: Why hybrid isn’t working as intended – From inconsistent implementation to unclear expectations, many organisations are missing the mark. The myth of serendipity – Why mandating in-office days doesn’t necessarily foster watercooler moments, and how office culture pre-COVID wasn’t as collaborative as we remember. What leaders are really trying to achieve – From productivity concerns to cultural connection, we explore the deeper motivations behind return-to-office mandates. Why office time must be designed intentionally – Simply being present isn’t enough; true connection and collaboration need planning and purpose. Make sure to subscribe to stay updated with new releases every second Monday! Do you have a flexible workplace? We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E63 · Sun, June 25, 2023
2.63 Top Workplace Trends: AI
In this episode, Karen Kirton explores how artificial intelligence (AI) is influencing the modern workplace, especially in HR functions. As AI becomes more mainstream, businesses must decide how to leverage its potential while staying aware of its limitations and ethical risks. In today’s episode, you will learn: What AI really means in the workplace – Including simple definitions, examples of AI already in use, and why “autonomous” systems matter. Where AI is showing up in HR – From recruitment and onboarding to learning and development, engagement, remuneration, and performance management. AI as a co-pilot – How tools like ChatGPT can support brainstorming, communication, and team discussions without replacing human input. Bias, privacy, and data risks – Why AI needs to be used with caution, particularly regarding fairness in recruitment and confidentiality in data entry. How to start using AI in your business – Whether through research, partnering with experts, or engaging curious team members, it’s time to explore its potential. Make sure to subscribe to stay updated with new releases every second Monday! We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E62 · Sun, June 11, 2023
2.62 Top Workplace Trends: 2023's Legislative Changes
With significant workplace legislation changes in Australia, businesses must navigate new compliance requirements, employee rights, and cultural shifts . In this episode, Karen Kirton breaks down what these changes mean for businesses and how leaders can go beyond compliance to build a great workplace . In today’s episode, you will learn: Key legislative updates – Changes to paid family and domestic violence leave, parental leave, flexible work, and positive duty obligations . How to prepare your business – Why updating policies, contracts, and training is crucial to staying compliant. Cultural considerations – How workplace laws reflect societal shifts and what that means for your company culture . How to implement proactive support – Why taking a human-centered approach to leave policies can boost trust and engagement . The role of leadership in compliance – How educating managers and employees helps businesses stay ahead of legal risks . Make sure to subscribe to stay updated with new releases every second Monday! How have the recent legislative changes impacted your workplace? We’d love your feedback on this series; just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E61 · Sun, May 28, 2023
2.61 Top Workplace Trends: How Much Should We Pay?
With rising cost-of-living pressures, inflation, and ongoing salary demands , ensuring your employees feel fairly compensated is crucial. In this episode, Karen Kirton explores how businesses can navigate salary reviews, market benchmarking, and retention strategies when money is tight. In today’s episode, you will learn: Why salary conversations matter – How transparency around pay decisions can improve engagement and retention. How to benchmark salaries – Where to find market data and how to balance external rates with internal fairness. The role of salary strategy – Why you need a structured pay review process to avoid the “squeaky wheel” effect. Alternatives to salary increases – How bonuses, incentives, and benefits can help smaller businesses remain competitive. How to handle salary negotiations – Why focusing on culture and long-term career opportunities can help retain staff, even if competitors offer more. Make sure to subscribe to stay updated with new releases every second Monday! What’s your pay strategy? We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E60 · Sun, May 14, 2023
2.60 What to Do When Someone in Your Team Doesn’t Want Professional Development
In this episode, Karen Kirton answers the common leadership challenge : what happens when a team member doesn’t want to grow or develop? While growth and learning are key for retention, not every employee is looking for career progression . Karen explores strategies for both high performers who resist development and underperformers who reject training . In today’s episode, you will learn: How to support high performers who don’t want to develop – Alternative ways to engage them in learning , such as buddy programs, mentoring, and knowledge sharing . Reframing development – Why training isn’t just about promotions and how to shift the mindset of employees resistant to learning. The impact of workplace change – Why staying stagnant isn’t an option in today’s fast-moving business world. When a manager refuses leadership training – Why a lack of engagement in development is a red flag and what to do if a leader won’t improve. Managing underperformers who won’t develop – How to incorporate development into performance improvement plans and set clear expectations. Make sure to subscribe to stay updated with new releases every second Monday! Do you have an employee who resists development? We’d love your feedback on this series; just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E59 · Sun, April 30, 2023
2.59 What To Do When Your New Hire Isn’t Working Out
In this episode, Karen Kirton explores what to do when a new hire isn’t meeting expectations and how to approach performance concerns during the probation period . She shares her own early career experience of being let go unexpectedly and highlights the importance of structured onboarding, clear expectations, and regular feedback to ensure a fair and transparent process. In today’s episode, you will learn: Why onboarding matters – The importance of structured check-ins in the first few weeks and months to identify issues early . The mid-probation review process – How formal performance reviews at three months help align expectations and support needs . Setting clear expectations – Why open conversations help employees understand what’s required and provide a chance for improvement. Mitigating legal risks – The role of documentation and fair processes in reducing risk while also supporting ethical decision-making . The reality of job fit – Understanding that sometimes it’s not about competency, but company culture and job suitability . Make sure to subscribe to stay updated with new releases every second Monday! Do you have a mid-probation review? We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E58 · Sun, April 16, 2023
2.58 Top 10 Tips for Retaining Your Best People
In this episode, Karen Kirton shares key insights from a recent web event on retaining employees amid ongoing economic challenges and skill shortages. With job markets tightening, businesses need to invest in retention strategies to keep top talent engaged and motivated. In today’s episode, you will learn: Why salary benchmarking matters – Ensuring fair and competitive pay prevents employees from leaving for higher salaries elsewhere. How to actively listen to employees – Setting up regular feedback mechanisms like staff surveys, one-on-ones, and engagement meetings to understand what truly matters to your team. Defining and reinforcing workplace culture – Clearly defining company values and expectations to attract and retain the right talent . The importance of manager training – Providing practical leadership development so managers can effectively support and engage employees. Flexible work arrangements – Establishing clear guidelines around remote work, work hours, and autonomy. Recognition and rewards programs – Implementing personalized and meaningful recognition that goes beyond standard Employee of the Month initiatives. Upskilling and career path development – Investing in employee growth opportunities to enhance retention and job satisfaction. Employee wellbeing initiatives – Supporting mental and financial wellbeing through Employee Assistance Programs (EAPs) and other proactive measures. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free Download: Unlock Business Growth Through Your People Also Mentioned in This Episode: Pros and cons of the employee of the month 8 easy, inexpensive tips for training employees in small business Episode 36 Episode 48 Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E57 · Sun, April 02, 2023
2.57 Questions to Ask Before Promoting Someone to a Management Role
In this episode, Karen Kirton explores how to successfully promote someone into a management role , ensuring they have the right skills, support, and development to thrive. Many businesses make the mistake of promoting based on tenure or technical skills , rather than leadership potential. This episode provides a structured approach to avoid common pitfalls. In today’s episode, you will learn: When to create a new management role – The rule of thumb is seven direct reports , but job type and complexity also matter. How to choose the right person – Technical excellence doesn’t equal leadership ability , and not everyone wants to manage people. The importance of pre-promotion development – Employees should receive leadership training before stepping into the role to build confidence and competence. Ongoing training and feedback – Management expectations are constantly evolving , and regular leadership development is crucial. Clarifying roles, responsibilities, and expectations – Ensuring new managers understand their authority, boundaries, and priorities to avoid confusion and resistance from employees. Managing expectations as a business owner – A second-in-command (2IC) is still an employee , not an owner, so it's essential to set realistic expectations . By taking a structured and proactive approach , businesses can develop strong leaders, improve retention, and create a culture of effective management . Make sure to subscribe to stay updated with new releases every second Monday! Have you promoted someone to a management role? We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E56 · Sun, March 19, 2023
2.56 Should I Allow My Employees To Swap Holidays?
In this episode, Karen Kirton explores the concept of floating public holidays , where employees can swap a gazetted public holiday for a day that holds more personal significance . With Australia’s diverse workforce , many public holidays may not be relevant to all employees. This policy can help create a more inclusive workplace while also addressing practical payroll and operational considerations . In today’s episode, you will learn: Why floating public holidays matter – Australia’s diverse workforce means many employees don’t observe traditional public holidays , such as Australia Day or Easter. Key considerations for implementing a floating holiday policy , including which holidays can be swapped, whether a reason is required, and how to track leave . Payroll implications and compliance – Public holidays are entitlements under the Fair Work Act , so businesses must ensure accurate leave tracking and pay adjustments . How floating public holidays support diversity & inclusion – This policy helps employees feel seen and valued , reinforcing a genuine commitment to workplace inclusion . Manager training and process clarity – Leaders must be equipped to approve requests fairly and understand cultural variations in holiday observance . By implementing a structured, transparent approach , businesses can enhance employee engagement and workplace culture , while ensuring operational efficiency . Make sure to subscribe to stay updated with new releases every second Monday! Does your organisation have floating public holidays? We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E55 · Sun, March 05, 2023
2.55 Upskilling Employees – Is It Worthwhile For Small Businesses?
In this episode, Karen Kirton explores why upskilling employees is essential for long-term business success , especially in response to skills shortages, automation, and evolving job requirements . Many small businesses assume that training and development are only for large companies , but Karen breaks down affordable, practical ways to invest in employee development , helping businesses retain key people, attract top talent, and stay competitive . In today’s episode, you will learn: 1. Why Upskilling Is Critical for Business Viability The World Economic Forum reports that by 2025, 50% of employees will need re-skilling , and 40% of workers’ key skills will change in five years . Automation will increase , with 67% of jobs done by humans in 2022 predicted to drop to 53% by 2025 . Soft skills are becoming more valuable —8 out of the top 10 future skills include critical thinking, creativity, and problem-solving . 2. How Upskilling Can Help Retain Key Employees Research shows that lack of development opportunities is one of the earliest warning signs of employee turnover — 9 months before quitting , employees feel stalled in their professional growth. Larger companies are increasing their learning and development budgets , making it harder for small businesses to compete for talent . Companies that invest in training see better engagement, higher satisfaction, and stronger retention rates . 3. How Upskilling Helps Businesses Overcome Hiring Challenges The 2022 Population Statement predicts a smaller, older workforce , making hiring more difficult in the coming years . “Quiet hiring” is a growing trend—businesses upskill existing employees to fill skills gaps without hiring externally . Non-linear career paths are becoming more common—employers must focus more on a candidate’s ability to learn rather than past experience or degrees . 4. How to Upskill Employees Affordably in Small Businesses Karen shares a case study of a tech-based company facing digital disruption : Developed a five-session training program (2–4 hours per session, spaced six weeks apart). Open to all employees , leading to 50% participation and stronger cross-functional collaboration . Focused on both soft skills (e.g., resilience, leadership) and organizational needs . Resulted in higher employee engagement and improved staff survey results . Other low-cost upskilling strategies include: Personal development plans (setting one goal per quarter). On-the-job training, mentoring, and cross-training opportunities . <
S2 E54 · Sun, February 19, 2023
2.54 How to Select Great People in 2023
In this episode, Karen Kirton interviews Nathan Soti, Managing Director of Ethos 360 Recruitment , to discuss practical strategies for selecting the right candidates in a highly competitive job market . Following the last episode’s focus on employer branding with Jane Toohey , this episode shifts to effective hiring processes and candidate selection techniques . With 90% of CEOs expecting staff shortages and unemployment rates at record lows , businesses need to refine their recruitment strategy to attract and select top talent without simply increasing salaries. In today’s episode, you will learn: 1. Why Candidates Are Looking for New Roles Salary remains the #1 reason candidates change jobs, particularly in response to inflation and cost-of-living pressures . On average, changing jobs results in a 10% salary increase , while staying in the same role sees wage growth of less than 5% . Work-life balance and flexibility are now key factors—many candidates expect 2–3 days of remote work to help reduce commuting costs and improve family time. 2. How Employers Can Improve Selection and Hiring Decisions Don’t rush into a bad hire due to staffing shortages— desperation can lead to costly mistakes . Use practical testing to assess candidate skills: Provide a real-world work scenario or test to gauge problem-solving skills and technical abilities . For sales roles, conduct a role-play exercise to test discovery questions and objection handling . For technical roles, give candidates a task that mimics their daily responsibilities. Assess cultural fit by having a more informal, values-based discussion : Ask about personal values, interests, and work preferences . Share insights into your company culture and team dynamics to build rapport. 3. Practical Tips for Recruiting in 2023 Think beyond the interview: Consider a short work trial where candidates can shadow a team member or experience a day in the role . This helps both employer and candidate confirm if it’s the right fit. Leverage your company’s online presence: Candidates research employers before applying —your LinkedIn, website, and social media should reflect your culture. Create a “Meet the Team” section on your website to introduce potential hires to their future colleagues. Offer non-monetary incentives: If you can’t compete on salary, highlight other perks like flexible hours, training, and career growth opportunities. Monitor recruitment success: Track employee
S2 E53 · Sun, February 12, 2023
2.53 How to Find Great People in 2023
In this episode, Karen Kirton interviews Jane Tui, Director of Outsource to Us , to discuss how marketing and branding play a crucial role in recruiting top talent . With 90% of CEOs expecting staff shortages and unemployment rates at historic lows , businesses need to stand out and be attractive to potential employees —not just customers. In today’s episode, you will learn about: Why recruitment is more of a marketing exercise than an HR one Candidates are no longer just applying for jobs—they’re researching potential employers . Businesses that effectively tell their brand story attract both customers and high-quality employees . The importance of social media and online presence Having a LinkedIn profile is essential , especially for founders and business owners, as candidates check profiles before applying. Social media reluctance can be overcome by outsourcing or having a marketing team manage your presence . Practical steps to improve employer branding Invest in a company culture video (if budget allows) to showcase what it’s like to work in your business. Optimize your website so it can be found by potential employees searching for career opportunities. Post engaging content on social media about your workplace culture, team achievements, and company events. Leverage LinkedIn for recruitment —candidates will check your company page after seeing job ads. Encourage employees to update their LinkedIn profiles with a consistent company header and description . Promote your business on job boards and university career sites to reach new talent . Use email marketing to share job openings—it's an easy way for people to forward opportunities to their networks. Industry trends and the future of recruitment More than 60% of projected employment growth to 2026 will come from four industries: Healthcare & Social Assistance Accommodation & Food Services Professional, Scientific & Technical Services Education & Training 9 in 10 new jobs will require post-school education , reinforcing the need for businesses to upskill and retain staff . By applying these marketing techniques, businesses can differentiate themselves in a highly competitive job market and attract top talent without relying solely on salary incentives . Make sure to subscribe to stay updated with new releases every second Monday! Are you expecting staff shortages in 2023? We’d love your feedback on this series, just head on over to Amplify HR or connect with <a href='https://www.linkedin.com/in/karenkirton/
S2 E52 · Sun, January 29, 2023
2.52 How to Build Proactive People and Culture Practices in 2023
The economy is slowing. Now is the time to ensure your business is in the best position to weather the storm. As we approach the end of January, the global economic mood hints at potential downturns reminiscent of past crises. This episode explores how businesses can thrive amid these challenges by focusing on robust people and culture strategies. With rising inflation, interest rates, and stagnant wages, it's crucial for your business to secure its core assets—your people. What you'll discover in this episode: -> Understanding the importance of a proactive approach to HR practices during economic slowdowns, emphasizing compliance, consistency, and clarity in your people strategies. -> Practical advice on how you can strengthen your workplace culture and compliance to create a resilient and engaged workforce. -> Insights into common HR compliance errors and how to avoid them, ensuring your business is well-prepared and legally sound. -> Strategies for aligning your HR practices with your business goals, featuring real-life examples from businesses that have successfully navigated similar challenges. -> A detailed exploration of building proactive people and culture processes, from soliciting employee feedback to implementing effective HR policies. Join us as we delve into how your business can leverage HR excellence to not only survive but thrive in uncertain times Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Also Mentioned in This Episode: Episode 4 Free download: Unlock Business Growth Through Your People Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E51 · Sun, January 15, 2023
2.51 Top 6 Tips for HR Planning in 2023
In this episode, Karen Kirton discusses the key HR, people, and culture considerations for businesses moving into a new year . With significant changes in workplace legislation, evolving workforce expectations, and the need to stay proactive, she outlines critical areas to focus on to ensure compliance, engagement, and business success. In today’s episode, you will learn about: Budgeting for HR and workforce planning January is a peak time for resignations , so it’s important to plan for recruitment costs, agency fees, and time commitments needed for hiring. Reviewing bonus structures and recognition programs to ensure they remain engaging and effective for employees. Employee engagement, training, and team development Increased focus on team days and training as hybrid work continues, requiring structured planning and budgeting . Scheduling development activities in advance to ensure participation and effectiveness. Reviewing and upgrading work tools, technology, and home office setups to ensure employees have the right equipment to perform their roles effectively. Workplace health and safety (WHS) and employee well-being Ensuring work-from-home setups remain compliant and don’t pose risks to employee health. Reviewing Employee Assistance Programs (EAPs) and their usage to ensure they provide proactive support . Compliance and major employment law changes Recent updates to workplace legislation, including: Secure Jobs, Better Pay Bill – affecting contract terms, salary structures, and employment agreements . Respect@Work amendments – introducing positive duties on businesses to proactively prevent sexual harassment . New regulations on flexible work, fixed-term contracts, unpaid parental leave, and anti-discrimination protections . Upcoming webinar with Matthew Robinson, Partner at FCB Workplace Law , to provide practical guidance on these legislative changes and how businesses should prepare. Proactive risk management and assessments The importance of conducting risk assessments for workplace health, compliance, and psychosocial risks . Understanding enterprise bargaining changes, which may push more businesses toward negotiating agreements, even with competitors. With these considerations, Karen provides a roadmap for businesses to start the year on the right foot, ensuring HR processes are aligned with legal requirements, employee expectations, and business objectives . Make sure to subscribe to stay updated with new releases every second Monday! Are you ready for the compliance changes in 2023? We’d love yo
S2 E50 · Sun, December 11, 2022
2.50 Open hiring: Hiring the First Person Who Applies For a Job
In this episode, Karen Kirton explores the concept of open hiring , where the first person to apply for a job gets the position . This hiring method is designed to remove bias and provide opportunities for individuals who typically face employment barriers, such as those with disabilities, criminal records, or gaps in work history. In today’s episode, you will learn about: The benefits of open hiring , including faster recruitment , increased diversity and inclusion , and the ability to give more people a chance at employment . How open hiring aligns with business values , helping companies demonstrate a commitment to social impact and fairness while enhancing their employer brand . Key considerations before implementing open hiring , including: Application process fairness – How to ensure accessibility for all candidates , whether through online applications, in-person sign-ups, or alternative methods. Role suitability and volume – Why open hiring works best for entry-level roles with high volume needs , such as retail, warehousing, and hospitality. Manager training – Ensuring hiring managers don’t revert to traditional interview processes , maintaining the integrity of the open hiring approach. Work health and safety (WHS) concerns – The importance of assessing whether candidates can safely perform the role , including potential pre-employment medical checks . Measuring success – Tracking employee retention, engagement, and job performance to determine whether open hiring is effective in the long term. Karen shares examples of companies using open hiring , including Greyston Bakery in the U.S. , which reduced employee turnover by 60% , and The Body Shop , which successfully implemented the model across its retail and distribution roles. By exploring these benefits and challenges , businesses can determine whether open hiring fits their workforce needs and how to successfully integrate it into their recruitment strategy . Make sure to subscribe to stay updated with new releases every second Monday! We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E49 · Sun, November 27, 2022
2.49 What Happens When an Employee Asks to Work From Anywhere?
In this episode, Karen Kirton explores how to handle employee requests to work remotely from different locations —whether interstate, in a different city, or even overseas. As remote work becomes more common, businesses must balance flexibility with operational needs, compliance, and fairness . In today’s episode, you will learn about: Equity concerns – How to ensure fairness when some employees must work in-office while others can work remotely, and how cost-of-living differences impact salaries. Hours of work and time zones – How to determine whether employees should work in the company’s primary time zone or adjust to their local hours, especially with significant time differences . Workplace health and safety (WHS) responsibilities – Why employers are legally responsible for ensuring remote employees have a safe working environment , even if working from home. Face-to-face time expectations – How often should remote employees return for team meetings or training , and who pays for travel ? Promotion and career growth considerations – Why fully remote employees may be less visible for promotions and how to proactively manage career progression . Legal and tax implications – Why businesses must assess international tax, employment laws, and compliance risks before approving an employee’s request to work overseas. Using an Employer of Record (EOR) – How third-party agencies can manage international employment and compliance for employees working in other countries. Documenting agreements – Why every remote work arrangement should be clearly documented , including expectations for work hours, performance, and return visits. Trial periods and success measures – How to test remote work arrangements with clear success metrics to ensure business needs continue to be met. By considering these factors, businesses can make informed decisions about remote work requests, ensuring fairness, compliance, and productivity while offering employees greater flexibility. Make sure to subscribe to stay updated with new releases every second Monday! Do you have employees working from anywhere? We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E48 · Sun, November 13, 2022
2.48 8 Easy, Inexpensive Tips for Upskilling Employees in Small Business
In this episode, Karen Kirton explores affordable ways to upskill employees and address skill shortages in small businesses. With many companies struggling to find skilled workers , investing in learning and development can be a game-changer for employee retention, engagement, and business growth . In today’s episode, you will learn about: The business case for upskilling – How employees who feel their skills are valued are far more likely to stay, and how learning investment leads to higher revenue . Why upskilling is a competitive necessity – Research from the World Economic Forum suggests that 40% of workers will need reskilling within six months , with critical thinking, problem-solving, and technology skills in high demand . Employee-led upskilling – How simple development plans (focusing on one key learning activity per month or quarter ) keep employees engaged without overwhelming them. Business-led upskilling – How companies can map future skill needs, create structured training programs , and embed a culture of continuous learning through on-the-job experiences, mentoring, and microlearning . How to structure a learning program – Steps to identify training needs, set participation expectations , and track engagement to ensure effectiveness . By implementing both employee-led and business-led upskilling strategies , small businesses can build workforce capability, boost retention, and stay competitive—all without expensive training programs . Make sure to subscribe to stay updated with new releases every second Monday! We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E47 · Sun, October 30, 2022
2.47 Hiring Your First HR Person
In this episode, Karen Kirton explores the key factors to consider before hiring your first HR professional . Many business owners wonder if company size, industry, or workforce complexity determines when to bring in HR support, but the decision is more nuanced. In today’s episode, you will learn about: The evolution of HR in businesses – How HR functions typically start with admin tasks assigned to finance or office managers before evolving into a dedicated HR role. The different types of HR roles – The transition from HR Administrator to HR Manager to HR Business Partner , and how each role supports a company’s strategy differently . Common pitfalls when hiring HR staff – The risks of expecting one person to manage HR, payroll, and WHS , or expecting HR to handle performance management instead of leaders . The balance between administration and strategy – Why small businesses must determine if they need an HR admin to manage processes or a strategic HR professional to drive business outcomes . Preventing burnout in standalone HR roles – The emotional and workload challenges of a single HR person, and how to ensure they have the right support and technology to be effective . If your business has between 50 and 100 employees , now might be the right time to bring in dedicated HR expertise . However, defining the role clearly —whether administrative or strategic —is critical to maximizing its impact while avoiding common hiring mistakes . Make sure to subscribe to stay updated with new releases every second Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E46 · Sun, October 16, 2022
2.46 Pros and Cons of the 4-Day Week
In this episode, Karen Kirton explores the four-day work week , an increasingly popular workplace model where employees work fewer hours but retain their full salary . As businesses worldwide experiment with this approach, Karen breaks down the potential benefits, risks, and steps to successfully implement it . In today’s episode, you will learn about: Why businesses are trialing the four-day work week – How this model enhances productivity, employee well-being, and work-life balance . The key benefits – Increased engagement, retention, and attraction of talent , as well as greater inclusion and gender equality by making work more flexible for caregivers. Potential risks and challenges – The mindset shift required to focus on outcomes rather than hours , concerns about customer expectations , and ensuring employees don’t experience burnout by cramming five days of work into four . The role of structured planning – The importance of defining roles based on measurable outcomes , aligning with legal and industrial relations requirements , and ensuring equity for existing part-time employees . How to implement a four-day work week – Steps for consulting employees, trialing the model, setting clear success metrics , and communicating the benefits internally and externally . While the four-day work week isn’t suitable for every business , it can provide a major competitive advantage by improving productivity, employee satisfaction, and employer branding . If implemented well, it can help businesses stand out in a competitive labor market while maintaining efficiency and profitability. Make sure to subscribe to stay updated with new releases every second Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E45 · Sun, October 02, 2022
2.45 Build On What’s Strong, Not What’s Wrong
In this episode, Karen Kirton explores strengths-based leadership and why developing strengths leads to greater success and well-being than focusing on weaknesses. Traditional workplace development has emphasized fixing weaknesses , but research suggests that leveraging strengths is far more effective for motivation, engagement, and performance. In today’s episode, you will learn about: What strengths-based leadership is – The foundation of positive psychology , which focuses on developing what we naturally do well rather than fixing weaknesses. Why traditional development approaches fail – Forcing people to improve on things they dislike leads to frustration, procrastination, and disengagement . How to identify your strengths – Free and paid assessments, including VIA Character Strengths, CliftonStrengths, and Strengths Profile , help uncover what energizes and motivates you . The science behind strengths development – Studies show that using strengths in a new way increases happiness and reduces stress for up to six months . Why strengths awareness leads to better leadership – Employees who use their strengths daily report higher job satisfaction and are more likely to stay in their roles . How to apply strengths in leadership – Understanding both your own strengths and those of your team members allows for better delegation, motivation, and productivity . Practical ways to develop strengths – Strategies to enhance strengths like curiosity, resilience, and leadership legacy through daily exercises and role adjustments . By focusing on strengths, leaders create happier, more engaged teams , leading to higher retention and workplace satisfaction . Make sure to subscribe to stay updated with new releases every second Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E44 · Sun, September 18, 2022
2.44 How to Change Workplace Culture
In this episode, Karen Kirton explores how to shift company culture beyond just telling managers to "fix" their teams. Culture is shaped by the entire organization , not just one person, and shifting it requires a structured and strategic approach rather than isolated efforts. In today’s episode, you will learn about: Why assigning culture change to a single manager is ineffective – A case study illustrating how top-down culture change without support can lead to employee resistance and even legal consequences . The importance of looking at culture holistically – Why hiring new people alone won’t shift culture unless an organization is clear on its purpose, values, and behaviors . How to define and align company values – Establishing core values that reflect how the company operates and using goal setting and KPIs to reinforce them. Building a structured framework for cultural change – Creating a systematic approach that includes recruitment, onboarding, performance reviews, and recognition programs to support the desired culture. The role of leadership in shaping culture – How consistent leadership behaviors and clear expectations help employees understand what is acceptable and what is not. Making culture tangible – Why organizations need measurable processes to ensure cultural initiatives aren’t just words but actual workplace practices . Shifting culture isn’t an overnight process , but structured people and culture systems make it possible to create a workplace where employees feel engaged, aligned, and motivated . Have you tried to change your workplace culture? Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free Download to Improve Your Workplace Culture: Unlock Business Growth Through Your People Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E43 · Sun, September 04, 2022
2.43 3 Immediate Actions To Take To Retain Your Best People
In this episode, Karen tackles the critical issue of employee retention, providing actionable advice and insights on how businesses can retain their best talent in a competitive job market. The discussion is grounded in the latest research and practical strategies that you can implement immediately. In this episode, you will learn about: Personalized Engagement : Discover the power of 'Asking the Person' (ATP) to uncover true employee motivations and needs. This strategy emphasizes the importance of individual conversations to understand why employees stay and what might cause them to leave. Financial Incentives : An exploration of current trends indicating that competitive salaries and benefits are increasingly influential in employee retention. We discuss how to assess and adjust remuneration strategies to align with market standards and employee expectations. Cultural Alignment : Insights into assessing and cultivating a workplace culture that aligns with both organizational goals and employee values. This segment covers practical steps for measuring and enhancing the work environment to support retention. Proactive Planning : Guidance on how to use strategic planning to preemptively address potential retention issues before they escalate. This includes how to adapt roles and responsibilities within the company as it grows and changes. Each of these focal points is designed to help you better understand and implement retention strategies that are effective in today's dynamic work environment. By the end of this episode, you'll have a clearer understanding of why employees leave and what you can do to encourage them to stay. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free Download: Secrets to Keeping Your A Players - Amplify HR Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E42 · Sun, August 21, 2022
2.42 Developing Career Pathways in Small Organisations
In this episode, Karen Kirton explores how small businesses can create career paths for employees, even with limited roles or organizational structure. With today’s competitive job market, providing career growth opportunities is a key factor in attracting and retaining top talent. In today’s episode, you will learn about: Why career paths matter – Research shows that candidates prioritize training and development when considering new roles, making career planning a valuable retention strategy. How to structure career paths in different business types – Whether you have many similar roles (e.g., accounting firms) or highly specialized roles (e.g., media agencies), Karen shares tailored approaches to career mapping. Competency-based career progression – How to define role competencies and set clear steps for employees to advance within their positions. Identifying high-potential employees – How to pinpoint employees who would benefit from a career path and work with them to develop a long-term career plan . The business owner’s role – Practical ways to support career development, such as offering job rotations, secondments, stretch projects, and external learning opportunities . The importance of position descriptions – How using clear job descriptions can guide employees toward the skills and experience needed for promotion. Promotions and role redesign – Why businesses should consider promoting from within, even if an employee isn’t 100% ready , to prevent talent loss. Karen provides actionable steps for small business owners to build career pathways , ensuring employees feel valued, motivated, and engaged in their professional growth. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: An abridged version of the Amazon best-selling book “ Great People, Great Business ” Also Mentioned in This Episode: Retain Your Best Employees with Personal Development Plans Episode 23 Send us a text Register today for our next free and online masterclass on 22nd May -
S2 E41 · Sun, August 07, 2022
2.41 Use Social Media to Engage More Candidates
In this episode, Karen Kirton explores how social media can be a powerful tool for attracting top talent and building a strong employer brand. With recruitment becoming increasingly competitive, businesses must go beyond traditional job ads and engage potential candidates where they spend their time online . In today’s episode, you will learn about: The current job market landscape – Why job ads have increased by over 50% since pre-pandemic levels, while applications per ad have declined. Why social media matters in recruitment – How platforms like LinkedIn, Facebook, Instagram, TikTok, and Reddit can help you connect with potential employees. Defining your employer brand – Quick strategies to identify what makes your company unique as a workplace, including insights from employees and hiring conversations. Types of content to share – How to showcase company culture through video testimonials, employee quotes, staff promotions, behind-the-scenes content, and highlights from workplace events. Balancing job ads with employer branding – Why your social media strategy should focus on what makes your business a great place to work rather than just promoting open positions. Capturing and nurturing candidates – Simple ways to build a talent pipeline and stay in touch with interested candidates, even when you’re not actively hiring. Karen provides practical strategies for leveraging social media to position your company as an employer of choice, helping you attract, engage, and retain top talent in today’s competitive job market. Make sure to subscribe to stay updated with new releases every second Monday! Subscribe now to stay updated with new insights every episode, and visit Amplify HR for more resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E40 · Sun, July 24, 2022
2.40 How to Prepare Your Team for Change
In this episode, Karen Kirton explores why change management is one of the most challenging aspects of leadership and why it often scores poorly in staff satisfaction surveys. While communication is a critical part of managing change, it is only one piece of the puzzle —a successful transition requires a structured approach that considers human psychology and workplace dynamics. In today’s episode, you will learn about: The psychology of change and negative bias – Why humans naturally focus on losses rather than gains, and how this impacts workplace transitions. The change curve and emotional reactions – How employees move through denial, resistance, acceptance, and integration, and why each phase affects performance. Common mistakes businesses make in change management – Including poor planning, lack of consultation, and underestimating employee concerns. A structured change management process – How to prepare, plan, and execute change while involving employees in meaningful ways. The role of leadership and middle managers – Why equipping managers with the right communication and support strategies can prevent resistance and improve adoption. Measuring success and rewarding contributions – How to track progress, sustain momentum, and ensure changes are embedded in the long term. Karen provides a practical framework for managing change effectively , reducing resistance, and increasing acceptance so that transitions are smoother, faster, and more successful. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Unlock Business Growth Through Your People Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E39 · Sun, July 10, 2022
2.39 How to Conduct a Staff Salary Review in 2022
In this episode, Karen Kirton explores the complexities of salary increases , particularly in a year impacted by rising inflation, competitive labor markets, and Fair Work Commission wage decisions . As businesses navigate financial constraints while trying to retain talent, it’s crucial to take a structured approach to salary reviews and communicate effectively with employees. In today’s episode, you will learn about: The impact of inflation and wage decisions on salary reviews – How rising costs and Fair Work’s mandated increases affect businesses and employee expectations. Understanding award coverage and compliance – Why businesses must determine if roles fall under modern awards, and how to ensure salary structures align with legal requirements. How to assess market competitiveness – The importance of benchmarking salaries using industry data and job boards to stay competitive in today’s labor market. Developing a clear communication strategy – How to explain salary decisions to employees transparently to prevent dissatisfaction and potential turnover. Proactive planning for future salary increases – Why businesses should start factoring in higher salary budgets for the next financial year to stay ahead of market shifts. Karen provides practical steps for employers to navigate salary reviews strategically , ensuring compliance, competitiveness, and effective employee retention. Do you have a salary review strategy? Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Also Mentioned in This Episode: Paying fair - do you have a transparent pay policy? Episode 15 Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E38 · Sun, June 26, 2022
2.38 Informal vs Structured Job Interviews - Why a ‘Chat Over Coffee’ doesn’t Work
In this episode, Karen Kirton explores the pitfalls of informal interviews and why relying on casual conversations over coffee often leads to poor hiring decisions. While small businesses may prefer a flexible approach to recruitment, structured interviews provide a much stronger foundation for selecting the right candidate. In today’s episode, you will learn about: The flaws of informal interviews – How bias, impression management, and psychological tendencies (like the need for affiliation and proximity effect) can lead to inaccurate hiring decisions. Why structured interviews are more effective – How asking consistent, well-thought-out questions reduces bias, provides better comparisons between candidates, and ensures you hire based on skills rather than likability. How structured interviews uncover real capability – Why behavioral-based interview techniques make it harder for candidates to fake responses and provide a clearer picture of their experience. The importance of training interviewers – How to equip hiring managers with the right skills to conduct effective interviews, listen actively, and minimize unconscious bias. How structured interviews improve hiring outcomes – Why they lead to better job fit, increase candidate confidence in the role, and reduce costly turnover. Karen shares practical insights on transitioning from informal hiring practices to a structured approach, ensuring businesses make informed decisions and secure the best talent. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Hire right: Making your business a people magnet - Amplify HR Also Mentioned in This Episode: Recruiting right - use psychometrics to find great people Episode 17 Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E37 · Sun, June 12, 2022
2.37 Easy Calculation for Employee Turnover
What is a healthy level of employee turnover? And how does your business measure up? Monitoring employee turnover is one of the easiest, and most informative, metrics to track. In this episode, Karen Kirton dives into the critical topic of employee turnover, discussing why it's essential to measure, what constitutes a good turnover rate, and how to manage it effectively. Karen explains the direct and indirect costs associated with turnover and provides practical advice for calculating and interpreting your company's turnover rate. In today’s episode, you will learn about: -> The significance of employee turnover as a key business metric and its impact on both costs and workplace culture. -> Detailed guidance on how to calculate employee turnover and what the resulting percentage indicates about your business health. -> The factors influencing the cost of turnover, including the role type, tenure of the employee, and the associated recruitment, training, and productivity losses. -> Insights into what is considered a healthy turnover rate across different industries and company sizes, and how to assess what rate is ideal for your business. -> Strategies for reducing turnover by enhancing workplace conditions, providing clear career paths, and ensuring effective management practices. -> The importance of distinguishing between different types of turnover, such as voluntary resignations and terminations, to better understand underlying issues. This episode provides valuable insights for business leaders looking to minimize turnover and its associated costs while enhancing their company’s ability to retain top talent. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Unlock Business Growth Through Your People Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E36 · Sun, May 29, 2022
2.36 Pros and Cons of the Employee of the Month
In this episode, Karen Kirton explores the relevance of Employee of the Month programs and whether they still serve as effective recognition tools in the modern workplace. While they remain popular, particularly in retail and office environments, their effectiveness depends on execution. In today’s episode, you will learn about: The pros of Employee of the Month programs – Why they are simple to implement, provide social proof, and can motivate employees who enjoy public recognition. The cons and challenges – How they can lead to perceptions of favoritism, become meaningless if overly structured, and fail to recognize individual preferences. The importance of recognition – Studies show that two-thirds of employees would quit if they felt unappreciated, making employee recognition essential for retention. Alternatives to traditional Employee of the Month programs – Using peer-to-peer recognition tools, tracking recognition records to ensure fairness, and focusing on behaviors and values alongside performance. The impact of financial incentives – Insights from research on whether adding monetary rewards enhances or diminishes the effectiveness of recognition programs. Karen discusses why traditional Employee of the Month programs may be outdated and suggests alternative approaches that foster specific, personal, timely, and differentiated recognition—key elements for motivating employees effectively. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Unlock Business Growth Through Your People Also Mentioned in This Episode: Do your employees know you appreciate them? Episode 13 Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E35 · Sun, May 15, 2022
2.35 What to do when your Best Employee Quits
In this episode, Karen Kirton discusses the impact of losing a top employee and how business owners can navigate this challenge. Whether due to career growth, personal circumstances, or better opportunities, handling the situation effectively—both reactively and proactively—can help minimize disruption and improve retention. In today’s episode, you will learn about: Immediate steps to take when a key employee resigns – How to assess whether the departure is salvageable and what conversations to have to explore retention options. Why staying connected matters – How keeping in touch with departing employees can create opportunities for them to return as boomerang employees. Managing team morale – Strategies for communicating the departure positively and ensuring remaining employees feel reassured and engaged. The importance of exit interviews – How gathering feedback from departing employees can provide insights to improve retention strategies. Long-term solutions to prevent future losses – Exploring options like share plans, profit-sharing, leadership development, and career growth opportunities to retain top talent. This episode provides a practical framework for business owners looking to handle employee departures effectively while strengthening their organization’s ability to retain key staff. Has your best employee quit? Make sure to subscribe to stay updated with new releases every second Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E34 · Sun, May 01, 2022
2.34 The 5 Stages of Team Development
In this episode, Karen Kirton explores the five stages of team development , a widely used framework by Tuckman and Jensen that helps teams understand how they evolve over time. Whether you're onboarding new employees, forming a project team, or managing team changes , knowing how to guide your team through these stages will increase productivity, collaboration, and engagement . Key Takeaways from This Episode: Why self-assessment is a critical first step before diving into team development. Using tools like HBDI (Whole Brain Thinking), DISC, or Character Strengths Assessments can help team members better understand themselves and their colleagues . An overview of the 5 Stages of Team Development: Forming: The initial stage where employees are getting to know each other, defining goals, and understanding their roles. Storming: The phase where conflicts may arise as different working styles and expectations emerge. Norming: When the team begins to collaborate effectively , establish routines, and build trust. Performing: The ideal stage where teams operate independently and efficiently , with minimal supervision. Adjourning: Recognizing when teams disband or transition , ensuring proper communication, celebration, and planning for what’s next. Why most teams cycle between forming and storming , especially when new members join or roles change, and how to move through these stages more effectively. The importance of structured onboarding and offboarding processes , including team charters, goal setting, and recognition strategies to help employees integrate successfully. How psychological safety impacts each stage , and why creating an environment where employees feel comfortable speaking up is crucial for team success. How to use team-building exercises and self-awareness tools to help employees work better together , avoiding groupthink and ensuring diverse perspectives are valued. Actionable Steps from This Episode: Review your onboarding and offboarding processes. Do they support employees through team transitions effectively? Consider implementing self-assessment tools (HBDI, DISC, or others) to enhance collaboration and communication. Evaluate your team’s current stage – are they stuck in forming/storming? How can you help them progress to norming and performing ? Support managers in guiding their teams through these transitions , ensuring they have the tools and strategies needed for success. By understanding and applying the Stages of Team Development , you can reduce dysfunction, enhance collaboration, and create a thriving workplace culture . Make sur
S2 E33 · Sun, April 10, 2022
2.33 Top Tips for Giving Feedback to Employees
In this episode, Karen Kirton explores how to implement structured feedback in your organization —not just through formal performance reviews, but in everyday interactions that shape engagement and productivity . Research consistently shows that employees crave regular, constructive feedback, yet many organizations struggle to create a culture where feedback is both consistent and meaningful . In today’s episode, you will learn about: Why structured feedback is crucial , with studies showing that highly engaged employees receive feedback at least once a week . Why feedback doesn’t happen consistently , including the common discomfort managers feel when giving both negative and positive feedback . The science behind receiving feedback , including the concept of the amygdala hijack , where negative feedback triggers the same pain response in the brain as physical injury. How to structure effective feedback using the SIA model (Situation, Impact, Action) , with practical examples for giving both constructive and positive feedback . How to reduce defensive reactions by priming employees before delivering difficult feedback, using permissive language such as, “I have some feedback that may be hard to hear—is now a good time?” . The importance of balancing positive and negative feedback , ensuring employees feel valued and recognized , rather than disengaged or demotivated . How vague praise (“great job!”) is ineffective , and why specific, meaningful recognition leads to higher engagement and performance . Recommended resources to improve feedback culture, including books such as Radical Candor , Fierce Conversations , and Dare to Lead , each offering a structured approach to enhancing feedback in the workplace . This episode provides practical strategies for leaders and business owners looking to create a workplace culture where structured feedback leads to higher engagement, productivity, and retention . Make sure to subscribe to stay updated with new releases every Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E32 · Sun, April 03, 2022
2.32 How To Deal With Managers Who Don’t Like The ‘People Stuff’
In this episode, Karen Kirton explores what happens when managers avoid people management responsibilities —whether they openly dislike managing people or simply shy away from difficult conversations. Many organizations promote technical experts into management roles without giving them the skills or mindset shift needed to succeed as leaders, leading to disengagement, dysfunction, and conflict within teams. In today’s episode, you will learn about: Why some managers struggle with people management , particularly in technical fields like IT, engineering, and finance. The dangers of having disengaged people managers , including unresolved conflicts, employee turnover, and reduced productivity . How poor managers shift HR responsibilities , forcing HR to handle performance management and difficult conversations, which weakens the manager’s credibility and disengages employees. Why leadership is about managing people first , and why a great manager isn’t just a technical expert but a strong communicator and team leader . How to address the issue through: Setting clear expectations —ensuring that leadership responsibilities are a non-negotiable part of any management role. Managing behaviors, not just results —even high performers need accountability for how they lead. Developing leadership skills —investing in emotional intelligence training, coaching, and leadership development . Having honest conversations —helping managers decide whether leadership is truly the right fit for them. Restructuring if necessary —removing ineffective people managers from leadership roles while retaining their technical expertise . This episode provides a practical approach for business owners and leaders to ensure that management roles are filled with capable, engaged leaders who foster a productive and positive workplace culture . Do you have people managers who don’t like managing people? Make sure to subscribe to stay updated with new releases every Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E31 · Sun, March 27, 2022
2.31 What are 'Shadow Values'? And what can we do about them?
In this episode, Karen Kirton explores shadow values —the hidden cultural norms and behaviors that exist within an organization, whether positive or negative. While company values may be officially documented, shadow values are what truly shape workplace culture , and failing to recognize them can lead to misalignment, disengagement, and even unethical behavior . In today’s episode, you will learn about: What shadow values are and how they exist beneath the surface of stated company values . Examples of negative shadow values , including corporate scandals like Sony Music and Volkswagen, where internal behaviors contradicted their publicly stated values. Why positive shadow values are a missed opportunity if they aren’t identified and leveraged in employer branding and company culture. How to uncover shadow values by engaging employees through: Focus groups that explore real workplace experiences. Anonymous surveys that assess how well the company lives up to its values. Discussions on psychological safety to encourage open and honest feedback. How to address negative shadow values , ensuring leadership sets the right example, takes action against toxic behaviors, and clearly communicates expectations. How to amplify positive shadow values , embedding them into company messaging, recruitment efforts, and internal communications to strengthen workplace culture. Why company values should be revisited regularly , especially after major organizational changes, to ensure they still reflect the lived experience of employees. This episode provides practical steps for business leaders looking to uncover hidden cultural influences , align behaviors with stated values, and create a more authentic, engaged workplace . Does your organisation have shadow values? Make sure to subscribe to stay updated with new releases every Monday. We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E30 · Sun, March 20, 2022
2.30 Recruitment is More Marketing than HR
In this episode, Karen Kirton challenges the traditional view of recruitment as an HR function and explains why effective hiring is more aligned with marketing strategies than administrative HR processes. She breaks down the recruitment process into key marketing steps, showing how attracting the right candidates requires strategic branding, messaging, and positioning —just like selling a product or service. In today’s episode, you will learn about: The difference between recruitment and HR , and why hiring requires a marketing mindset rather than just an administrative process. Four key marketing stages in recruitment: Creating the offer – Clearly defining the role and crafting an attractive employee value proposition. Research and testing – Understanding the employer brand and what makes the company stand out to potential candidates. Advertising the role – Strategically choosing the right channels and crafting compelling job ads that engage top talent. Selling the opportunity – Conducting interviews as a two-way process where the company is also showcasing why it’s a great place to work. How to differentiate job postings in a competitive market, ensuring they don’t get lost among hundreds of similar ads. Why understanding a candidate’s motivations is essential for long-term retention and ensuring a good fit for both parties. How structured interviews and pre-hire testing can improve hiring outcomes while keeping the candidate experience engaging. The importance of a clear, market-based salary strategy that avoids perpetuating pay gaps and ensures fair compensation. This episode provides practical insights for business owners and hiring managers looking to improve recruitment success by applying marketing strategies , ensuring they attract and retain the right talent in an increasingly competitive job market. Make sure to subscribe to stay updated with new releases every Monday! Subscribe now to stay updated with new insights every episode, and visit Amplify HR for more resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E29 · Sun, March 13, 2022
2.29 Standardise Onboarding with these 3 Simple Tools
In this episode, Karen Kirton explores why standardizing onboarding is critical for getting new hires up to speed efficiently and ensuring they feel engaged and confident in their roles from day one. She shares practical ways to create a structured, repeatable onboarding process that reduces inconsistency and saves time for managers. In today’s episode, you will learn about: Why onboarding matters —with research showing that structured onboarding increases employee productivity by 70% and engagement by 54% . How to standardize onboarding using three key components: Videos – Recording common training tasks, such as system navigation and company processes, to reduce time spent on repetitive explanations. How-to guides – Using transcription tools like Otter.ai to easily document step-by-step instructions for key tasks. Buddies – Assigning an experienced employee to support new hires, ensuring they have a positive first experience and a go-to person for questions. The importance of choosing the right buddy , ensuring they represent the company culture and provide helpful guidance. Why ongoing checklists and structured support make onboarding consistent and scalable , especially as businesses grow. This episode provides a practical guide for business owners and managers looking to improve onboarding efficiency, reduce new hire uncertainty, and build a strong foundation for employee success . Have you implemented a standardised onboarding process? Make sure to subscribe to stay updated with new releases every Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E28 · Sun, March 06, 2022
2.28 12 Employee Benefits that will Attract and Retain Top Talent
In this episode, Karen Kirton discusses how employee benefits play a crucial role in retaining top talent and making businesses more attractive to potential hires. While many organizations assume that benefits require large budgets , Karen highlights how small, cost-effective perks can make a big impact on employee satisfaction and loyalty. In today’s episode, you will learn about: What employee benefits really mean —beyond stock options and gym memberships, focusing on non-monetary rewards that differentiate your business. 12 commonly valued benefits that are highly appreciated by employees, including: Flexible working arrangements Volunteer days Additional employer-paid superannuation Purchased leave programs Tenure-based bonus leave Employee assistance programs (EAPs) Education assistance for degrees or diplomas Social committees and scheduled team-building events Service awards recognizing employee milestones Recognition programs with structured rewards Pet-friendly policies for office environments Referral reward programs for hiring How to implement a benefits program by starting with easy, cost-effective options and gradually expanding offerings over time. Why marketing your benefits is critical —ensuring employees recognize and value what’s available to them. The importance of reviewing benefits regularly to ensure they remain relevant, valuable, and aligned with employee needs. This episode provides practical insights for business leaders looking to strengthen employee retention, boost engagement, and position their company as an employer of choice through a well-structured benefits program . Make sure to subscribe to stay updated with new releases every Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E27 · Sun, February 27, 2022
2.27 How to Lead with Empathy (Without Becoming an Emotional Punching Bag)
In this episode, Karen Kirton explores the balance between being an empathetic leader and maintaining professional boundaries . While empathy is a key component of emotional intelligence and effective leadership , many business owners worry about where to draw the line so they don’t take on the role of a counselor or become emotionally drained. In today’s episode, you will learn about: The definition of empathy in leadership and how it differs from sympathy. Why empathy helps build stronger relationships, resolve workplace issues, and improve collaboration . How empathetic conversations —such as simply asking “Is everything okay?”—can lead to better outcomes when addressing employee concerns. The importance of balancing empathy with clear expectations , ensuring accountability while also supporting employees. Where to draw the line —how to recognize when empathy is becoming overwhelming and when to redirect employees to external support. Practical phrases to use when conversations become too emotionally burdensome , helping leaders maintain boundaries while still showing concern . This episode provides a practical framework for leaders looking to cultivate empathy in the workplace without feeling emotionally exhausted or losing sight of business needs . Have you struggled with the line between empathy and sympathy? Make sure to subscribe to stay updated with new releases every Monday. We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E26 · Sun, February 20, 2022
2.26 How to Fix a Toxic Workplace Culture
In this episode, Karen Kirton explores how workplace culture evolves over time —sometimes in ways that leaders don’t recognize until problems arise . She discusses why culture can deteriorate , even in businesses that have always had a strong foundation, and how to maintain momentum by actively listening and responding to employees. In today’s episode, you will learn about: Why workplace culture isn’t fixed and can change slowly over time—sometimes without leaders realizing it. Early warning signs of cultural dysfunction, such as unexpected resignations, stalled projects, declining customer retention, and disengagement. The importance of feedback loops , ensuring businesses continuously listen to employees and act on the information they receive. The impact of unspoken workplace norms , illustrated by the well-known "monkeys in a cage" experiment, and how behaviors can persist even when leadership changes. Key listening mechanisms that should be part of every internal communications plan, including: Engagement and satisfaction surveys , ensuring employees know their feedback is valued and acted upon. First impression surveys , capturing insights from new employees after three months to understand their experience. Roundtable discussions , where senior leaders gather candid feedback from employees they don’t interact with daily. Why failure to act on feedback leads to disengagement and the perception that providing input is pointless, reinforcing negative workplace habits. This episode provides practical strategies for business leaders looking to proactively shape and sustain a healthy workplace culture , ensuring that small, unnoticed shifts don’t turn into long-term dysfunction. Have you had trouble with your business culture? Make sure to subscribe to stay updated with new releases every Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E25 · Sun, February 13, 2022
2.25 Problem People: How to Handle Bullying, Misogyny or Racism in the Workplace
In this episode, Karen Kirton discusses how to manage extreme workplace behaviors , such as bullying, harassment, discrimination, or toxic conduct. While these situations can be difficult to navigate, having a clear policy, training, and structured response process in place ensures that businesses address these issues effectively and maintain a safe, respectful work environment. In today’s episode, you will learn about: Why ignoring complaints or excusing behavior can lead to a toxic culture, employee disengagement, and legal risks. The three essential steps for handling workplace behavioral issues: Having a clear policy that defines unacceptable behaviors and outlines the complaint process. Providing regular training to ensure employees understand workplace expectations and how to report concerns. Following the policy consistently , ensuring that complaints are taken seriously and addressed appropriately. The importance of setting clear expectations for new employees through training and onboarding to reinforce workplace culture from day one. Different training approaches , from standard online courses to interactive workshops and scenario-based learning using real-life role plays. Why documenting and following policy procedures is critical if issues escalate to external regulatory bodies. This episode provides practical guidance for business leaders looking to prevent and address problematic behaviors , ensuring a positive, inclusive, and legally compliant workplace culture. Have you dealt with a problem person? Make sure to subscribe to stay updated with new releases every Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E24 · Sun, February 06, 2022
2.24 The Dos and Don'ts of Using Psychometrics for Workplace Development
In this episode, Karen Kirton explores how psychometric assessments can be powerful tools for employee and leadership development. While they are often used for hiring, these assessments also provide valuable insights into personal and professional growth , team dynamics, and leadership effectiveness. In today’s episode, you will learn about: Why psychometric assessments are useful for development , providing structured, quantifiable feedback that helps individuals understand their strengths, weaknesses, and areas for improvement. Different types of assessments , including self-report tests, 360-degree feedback, cognitive ability tests, and leadership development tools —each offering different levels of depth and insight. The importance of using scientifically validated assessments to ensure reliability, accuracy, and meaningful results. How to choose the right assessment , considering factors such as past experience with psychometric tools, job roles, and the specific skills or behaviors you want to develop. Best practices for implementing psychometric assessments , including ensuring confidentiality, proper debriefing, and using assessments as an ongoing development tool rather than a one-time activity. How to integrate assessment results into team workshops, leadership coaching, and performance development plans to drive measurable growth. This episode provides a practical guide for businesses looking to leverage psychometric assessments as a structured, effective approach to employee development and leadership growth . Make sure to subscribe to stay updated with new releases every Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E23 · Sun, January 30, 2022
2.23 Retain Your Best Employees with Personal Development Plans
In this episode, Karen Kirton explores practical ways to support employee development , ensuring that valued team members feel challenged and engaged in their roles—reducing the likelihood that they will seek opportunities elsewhere. She highlights how structured but simple development plans can be a game-changer for retention and productivity. In today’s episode, you will learn about: Why personal development is a top reason employees stay longer in their roles. How to incorporate development discussions into regular one-on-ones and performance reviews. The importance of frequent, achievable development goals , rather than overwhelming annual plans. Examples of small but effective development actions , such as mentoring, networking, public speaking, and business case preparation. Why on-the-job development (70%) and relationship-based learning (20%) are more impactful than formal training courses (10%). How to help employees define their development paths , even when they are unsure of their goals. This episode provides a clear, actionable approach for businesses looking to foster continuous employee development , improve engagement, and increase retention without relying on expensive training programs. Make sure to subscribe to stay updated with new releases every Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E22 · Sun, January 23, 2022
2.22 3 Simple Ways Small Businesses Can Offer Employee Mentorships
In this episode, Karen Kirton explores how mentoring can be a powerful tool for employee development, engagement, and retention—especially for small businesses that may not have the resources for extensive training programs. She outlines practical ways to implement mentoring in an organization at little to no cost. In today’s episode, you will learn about: The benefits of mentoring and why it plays a key role in employee engagement and professional growth. How to establish an internal mentoring program , even in small businesses, with clear roles, responsibilities, and agreements. The importance of matching mentees with the right mentors , ensuring structure, goal-setting, and accountability. How to utilize professional associations that offer mentoring programs, providing employees with external development opportunities. Strategies to help employees find their own mentors , including leveraging LinkedIn connections and industry contacts. How to evaluate the success of a mentoring program , ensuring employees reflect on their progress and continue their professional growth. This episode provides a practical roadmap for businesses looking to implement cost-effective mentoring programs that enhance employee satisfaction and long-term retention. Have you arranged a mentorship for an employee? Make sure to subscribe to stay updated with new releases every Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E21 · Sun, January 16, 2022
2.21 Managing and Motivating Remote Teams with Goal Setting
In this episode, Karen Kirton explores how goal setting is essential for ensuring employees understand expectations, stay motivated, and achieve strong performance—especially in evolving workplace models like remote and hybrid work. She highlights why clarity and structure in goal setting lead to better engagement and productivity. In today’s episode, you will learn about: The five key principles of effective goal setting , based on research by Locke and Latham: commitment, clarity, challenge, complexity, and feedback. How to create motivating goals that empower employees to take ownership of their work. Why specific and measurable goals are more effective than vague expectations. The importance of balancing challenge and attainability to drive performance without overwhelming employees. How regular feedback and progress reviews help employees stay on track and remain engaged throughout the year. Why performance reviews should be ongoing rather than an annual process to ensure continuous improvement and motivation. This episode provides a practical framework for business leaders looking to set clear, motivating goals that drive success for both employees and the organization. Make sure to subscribe to stay updated with new releases every Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E20 · Sun, December 12, 2021
2.20 8 Tips for Recruiting Great People in a Tough Market
In this episode, Karen Kirton tackles one of the biggest challenges facing businesses today— finding great employees in a tight labor market. She explores why many organizations struggle to attract talent and shares practical strategies to improve recruitment efforts, particularly as competition increases in industries like IT, construction, and financial services. In today’s episode, you will learn about: How sign-on bonuses can incentivize candidates to choose your company over others and when they are most effective. The power of employee referrals , why they work, and how to structure a referral bonus program. Why reconnecting with former employees (boomerang employees) can be a great source of talent. The importance of leveraging social media and customer newsletters to expand the reach of job opportunities. How redesigning roles —such as hiring trainees, apprentices, or graduates—can help businesses struggling to find experienced talent. The opportunities and challenges of sponsoring overseas talent , especially with Australia’s evolving immigration policies. Why outsourcing certain functions (such as HR, marketing, or finance) can be a cost-effective alternative to hiring full-time employees. With the employment market expected to heat up in early 2022 , this episode provides actionable insights for businesses looking to stay competitive and attract top talent . Listen for our top 8 tips for recruiting great people in a tough market Make sure to subscribe to stay updated with new releases every Monday! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E19 · Sun, December 05, 2021
2.19 Make an Employment Offer They Can’t Refuse
In this episode, Karen Kirton discusses why recruitment is more of a marketing activity than a human resources function and how businesses can effectively position themselves as attractive employers. She explains how developing a strong employer brand and clearly communicating your employee value proposition (EVP) can significantly improve recruitment outcomes and reduce turnover. In today’s episode, you will learn about: The importance of employer branding and how to define your workplace culture to attract the right candidates. How to use employee engagement data to shape your recruitment messaging and authentically represent your workplace. Why a strong employee value proposition (EVP) is essential, including the benefits and perks that candidates prioritize, such as flexible work arrangements and career development. How job ads should focus on selling the company to candidates , rather than just listing responsibilities and requirements. Why candidates research potential employers and how updating your LinkedIn and online presence can improve your appeal. The role of recruitment agencies and how to ensure you are partnering with the right one for your industry. This episode provides actionable steps for businesses looking to market themselves effectively and attract top talent in a competitive hiring environment. Make sure to subscribe to stay updated with new releases every Monday! Make sure to subscribe to our podcast to get more insights like these and check out Amplify HR for more resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E18 · Sun, November 28, 2021
2.18 How to Clarify Roles in the Workplace
In this episode, Karen Kirton explores how clear position descriptions help employees understand their roles, align expectations, and improve performance. She discusses why many businesses overlook position descriptions and how outdated or unclear job roles can lead to confusion, misalignment, and decreased productivity. In today’s episode, you will learn about: Why role clarity is essential for setting expectations and improving performance. The four key principles of effective position descriptions: clarity, simplicity, bias review, and regular updates. How to write clear and concise position descriptions , focusing on key accountabilities rather than an exhaustive list of tasks. The importance of avoiding bias in job descriptions, including gendered language and unnecessary experience requirements. How to ensure position descriptions remain relevant , with simple processes for regular updates, such as reviewing them during recruitment and salary review cycles. This episode provides practical guidance for business owners and managers looking to create and maintain effective position descriptions that support employee success and workplace productivity. Make sure to subscribe to stay updated with new releases every Monday! Visit Amplify HR for more insights and resources. Free download: Hire right: Making your business a people magnet - Amplify HR Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E17 · Sun, November 21, 2021
2.17 Recruiting Right - Use Psychometrics to Find Great People
In this episode, Karen Kirton explores how pre-employment assessments —often referred to as psychometric assessments —can significantly improve hiring decisions and reduce bias in the recruitment process. With research showing that traditional interviews alone are poor predictors of job performance , she explains why incorporating assessments can increase hiring accuracy by two to three times . In today’s episode, you will learn about: Why interviews are unreliable predictors of job performance due to bias and impression management. The role of psychometric testing in improving hiring outcomes by assessing cognitive ability, integrity, and behavioral fit. How research shows that structured, behavior-based interviews combined with assessments provide much better hiring outcomes than interviews alone. The types of assessments that are most effective, including cognitive ability and integrity tests, while also discussing the limitations of personality testing . How small businesses can access assessments without large-scale subscriptions and why they should view these tools as a cost-effective investment in long-term hiring success . The importance of balancing assessment results with structured interviews and practical work tests to get a complete picture of a candidate’s ability. This episode offers practical guidance for business leaders looking to make smarter hiring decisions , reduce turnover, and build strong workplace cultures through better recruitment strategies . Make sure to subscribe to stay updated with new releases every Monday! Visit Amplify HR for more insights and resources. Free download: Hire right: Making your business a people magnet - Amplify HR Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E16 · Sun, November 14, 2021
2.16 Can More Money Stop an Employee Quitting?
In this episode, Karen Kirton examines whether offering higher salaries to retain employees who have received external job offers is an effective strategy. With the current employment market making it easier for recruiters to entice talent with significant salary increases, businesses need to consider whether counteroffers truly work in the long term. In today’s episode, you will learn about: Why employees typically resign—whether it's purely about money or if other factors, such as career growth and work-life balance, play a bigger role. The risks of creating pay inequities when counteroffers are made, leading to disengagement among other employees. How retention bonuses can backfire if they don’t align with what actually motivates employees to stay. The importance of assessing salary structures to ensure pay remains competitive, especially in industries experiencing wage inflation. How counteroffers can lead to golden handcuffs , where employees stay for the money but become disengaged and dissatisfied over time. Data on what truly keeps employees in their roles, including work-life balance, career development, and respect in the workplace. Instead of relying solely on counteroffers, this episode explores alternative strategies to improve retention , including focusing on company culture, career development, and non-monetary benefits that employees value. Make sure to subscribe to stay updated with new releases every Monday! Visit Amplify HR for more insights and resources. Free download: Secrets to Keeping Your A Players - Amplify HR Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E15 · Sun, November 07, 2021
2.15 Paying Fair - Do you Have a Transparent Pay Policy?
In this episode, Karen Kirton explores the growing conversation around pay transparency and fair remuneration practices, sparked by recent media coverage of Apple employees sharing salary details. She examines the complexities of salary transparency, the challenges organizations face in maintaining pay equity, and the importance of structured remuneration policies. In today’s episode, you will learn about: Why employees are increasingly discussing salary details and how businesses should respond. The risks of lacking transparency , including employee dissatisfaction, pay inequities, and reduced engagement. How documented remuneration policies can help businesses ensure fair and equitable pay while maintaining confidentiality. The importance of structured pay reviews that align with market data, internal equity, and compliance with workplace regulations. How removing informal salary negotiation processes can help reduce bias and ensure pay decisions are based on merit rather than personality or negotiation skills. This episode provides practical insights for business leaders looking to create fair and transparent pay structures that build trust, improve retention, and align with organizational goals. Make sure to subscribe to stay updated with new releases every Monday. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E14 · Sun, October 31, 2021
2.14 The Great Resignation is Coming
In this episode, Karen Kirton explores the concept of the Great Resignation , a term used to describe the significant increase in workforce turnover seen in many countries, including Australia. She discusses why employees are leaving, the key drivers behind this trend, and what businesses can do to strengthen retention and workplace culture. In today’s episode, you will learn about: The main reasons behind the Great Resignation, including changing attitudes toward work-life balance, deferred resignations, dissatisfaction with employer response during the pandemic, and a desire for remote work flexibility . How businesses can proactively respond by understanding what their employees truly want and improving workplace culture before retention issues escalate. The importance of employee engagement and satisfaction surveys to measure workplace sentiment, identify areas for improvement, and track progress over time. How roundtable discussions with employees can provide direct insights into company culture, workplace challenges, and potential improvements. Why leadership behaviors set the tone for employee retention and how taking action on feedback can improve engagement and loyalty. This episode offers practical strategies for businesses looking to reduce turnover, retain key talent, and adapt to the evolving expectations of employees in the post-pandemic workplace. Make sure to subscribe to stay updated with new releases every Monday. Have you noticed an increase in resignation rates? We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn . Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E13 · Sun, October 24, 2021
2.13 Do Your Employees Know You Appreciate Them?
In this episode, Karen Kirton discusses the importance of employee recognition and how to make it meaningful, rather than just a routine process. She explains why recognition should be specific, timely, personal, and tied to a larger purpose to truly impact employee engagement and motivation. In today’s episode, you will learn about: Why personalized recognition is more effective than generic rewards or automated platforms. How to understand individual preferences for appreciation, using frameworks such as "The Five Languages of Appreciation in the Workplace." The importance of different levels of recognition , from simple acknowledgments to structured rewards, to ensure employees feel valued in ways that matter to them. How to tie recognition to company values and goals , reinforcing behaviors that contribute to the organization’s success. Why accountability is key to maintaining an effective recognition program, ensuring it remains active and relevant over time. This episode provides actionable insights for businesses looking to create a culture of appreciation , where employees feel valued not just for what they do, but for how they contribute to the workplace. Make sure to subscribe to stay updated with new releases every Monday. We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E12 · Sun, October 17, 2021
2.12 Five Indicators It’s Time to Restructure
In this episode, Karen Kirton explores the key moments when businesses should reassess their team structure. While many companies only consider restructuring when faced with immediate challenges—such as workload overflow, employee departures, or staff complaints—Karen highlights a more proactive approach to ensure businesses remain efficient and scalable. In today’s episode, you will learn about: Common reactive triggers for restructuring, such as too much work, employee departures, and workload complaints, and why these may not be the best way to approach structural changes. Proactive indicators that signal a need for restructuring, including bottlenecks, lack of collaboration, and innovation stagnation. The importance of succession planning and talent mapping to ensure high-potential employees are supported, retained, and given opportunities to grow within the business. The role of span of control in effective management, with guidelines on the optimal number of direct reports to maintain performance and engagement. Strategic planning for staffing needs , including how to establish triggers for hiring based on revenue, workload, or business growth forecasts. This episode provides practical insights for business owners and leaders looking to optimize their team structure before issues arise, ensuring their organization remains adaptable and well-positioned for success. Make sure to subscribe to stay updated with new releases every Monday. We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E11 · Sun, October 10, 2021
2.11 Team Meetings That Matter
In this episode, Karen Kirton addresses how to make team meetings more effective and engaging, ensuring they serve a real purpose rather than becoming a routine obligation. She outlines a framework for structuring meetings that add value, encourage collaboration, and drive meaningful discussions. In today’s episode, you will learn about: The importance of defining a clear purpose for meetings to ensure they focus on strategy, goals, and problem-solving rather than simply recapping past activities. How a team charter can set behavioral expectations, promote accountability, and create a respectful and open meeting environment. Why regularly scheduled meetings should be prioritized and attended consistently to signal their importance to the team. The role of psychological safety in fostering open discussions, allowing team members to express ideas and concerns without fear of judgment. The need for a meeting framework that goes beyond simple updates, encouraging brainstorming, innovation, and discussions on future challenges. This episode provides practical strategies for leaders and managers who want to create meetings that truly contribute to business success rather than becoming a time-wasting routine. Make sure to subscribe to stay updated with new releases every Monday. We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E10 · Sun, October 03, 2021
2.10 Boomerang Employees
In this episode, Karen Kirton explores the growing trend of boomerang employees —those who leave an organization and later return. She examines whether rehiring former employees is a strategic advantage or a potential mistake and shares insights from HR research and personal experience in corporate roles. In today’s episode, you will learn about: How attitudes toward rehiring former employees have shifted, with many businesses now more open to the idea than in the past. The key benefits of hiring boomerang employees, including faster recruitment and onboarding , better cultural fit , and bringing back valuable experience and external knowledge . The risks involved, such as personal biases , unresolved issues that led to the employee’s departure , and the challenge of adjusting to changes in the organization . The importance of evaluating why the employee left in the first place and whether returning is truly the best decision for both parties. Strategies for proactively maintaining relationships with former employees to encourage valuable talent to return. Why organizations should still follow a structured recruitment process when rehiring, ensuring that returning employees align with current business needs and culture. This episode provides practical advice for business leaders and HR professionals on how to assess the value of rehiring past employees while minimizing potential downsides. We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E9 · Sun, September 26, 2021
2.9 Developing Next Generation Leaders
In this episode, Karen tackles a critical aspect of business strategy—developing leaders from within, especially in small businesses. If you believe that career development is reserved for large corporations, this episode is here to change your perspective and illustrate how nurturing talent internally can significantly propel your business's growth. In this episode, you'll gain insights on: The Importance of Leadership Development in Small Businesses : Explore why ignoring career development can be detrimental, despite the common belief that it's only viable in large companies. Statistical Support : Learn from compelling statistics that underscore the dominance of small businesses in the Australian economy and the necessity of employee development to maintain competitive advantage. The Myths Around Cost and Feasibility : Dispel the myths that training and career development are too costly and impractical for small businesses. Practical Steps for Fostering Talent : Discover actionable strategies for small businesses to cultivate leadership qualities within their teams, which can lead to enhanced business performance and employee retention. The Long-term Benefits of Employee Development : Understand how investing in employee growth leads to higher engagement, productivity, and a robust organizational culture that attracts and retains top talent. Real-world Examples and Solutions : Gain practical examples of simple, cost-effective methods that small businesses can implement to support their employees’ career aspirations. Whether you're a small business owner or a manager, this episode is packed with valuable insights and practical advice on how to integrate leadership development into your strategic planning. By focusing on developing your team, you can ensure your business not only survives but thrives in the competitive market. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E8 · Sun, September 19, 2021
2.8 Faster and Better Decision Making
In this episode, Karen explores the idea that we can enable faster and better decision making through being clear on our business purpose and values. We dive deep into how clear business purpose and values are not just words on a wall but critical drivers for smarter, faster decision-making. You will discover: -> The transformative impact of understanding and refreshing your business's purpose and values, illustrated through a case study of an organisation grappling with unclear vision and employee disengagement. -> How the renowned Simon Sinek's "Golden Circle" and "Find Your Why" frameworks can help clarify your business's core mission, aligning every decision and innovation with your overarching goals. -> The critical role values play in setting expectations for employee behavior, complete with a detailed explanation on drafting values that genuinely reflect how your organisation operates. -> Practical examples from leading companies like Starbucks, Netflix, and Spotify that demonstrate how a well-defined purpose influences strategic decisions and fosters an environment of innovation and trust. -> A comprehensive guide on integrating your values into every facet of your business operations, from hiring practices to daily decision-making, ensuring consistency and integrity across your company. -> Insights on using values-based frameworks to tackle common business challenges, such as when to hire new team members, ensuring these decisions support your business's purpose and cultural fabric. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E7 · Sun, September 12, 2021
2.7 Why a high-performance culture isn't for everyone
In this episode, we provide alternatives to a high performance culture and how being innovative, customer-centric or purpose driven may instead be what inspires high performance in your organisation. Thanks to Warren Carney for agreeing to have his business case studied in this episode! We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E6 · Sun, September 05, 2021
2.6 Getting new hires up to speed quickly
In this episode, Karen explores how to start new employees with success. Which means getting them up to speed quickly to increase productivity, increase engagement and lower employee turnover. We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E5 · Sun, August 29, 2021
2.5 Preventing Silos and Improving Cross Communication
As our businesses grow, internal communication becomes more complex. What starts as 3 lines of communication with 3 people, explodes to 91 lines of communication when we have 14 people! In this episode, Karen provides 4 practical ways to prevent silos in your business, and keep effective cross communication. Feedback on this series is always welcome, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn and we can start a conversation. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E4 · Sun, August 22, 2021
2.4 Reduce Complexity With Policies That Matter
In this insightful episode, Karen Kirton addresses a common misconception about workplace policies. While many business owners fear that policies might complicate or bureaucratize their operations, Karen explains how the right policies can actually simplify decision-making and ensure fairness across the board. Here’s what you’ll learn in this episode: The Importance of Compliance Policies : Understand the critical role that compliance policies play in safeguarding your business against legal issues and ensuring that everyone knows the standards of behavior expected in the workplace. Key Policies Every Business Needs : From workplace behavior to performance and misconduct, discover the essential policies that can protect and streamline your operations. Simplifying Complex Decisions : Learn how policies can remove ambiguity and make routine decisions easier, freeing up time and resources for more strategic tasks. Ensuring Fairness and Parity : Policies ensure that all employees are treated equally, promoting a sense of fairness that is crucial for employee engagement and retention. Practical Tips for Implementing Effective Policies : Gain actionable insights into how to draft, communicate, and enforce policies that work for your business size and culture. Whether you’re a small business owner or a manager in a larger corporation, this episode offers valuable perspectives on how well-crafted policies can lead to a more efficient, fair, and compliant workplace. Don’t miss out on these expert insights that could simplify your business operations and enhance your team’s productivity. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E3 · Sun, August 15, 2021
2.3 Get Clarity Before You Start Hiring
In this episode, Karen Kirton delves into the complexities of hiring in the current job market, heavily influenced by the COVID-19 pandemic and reduced immigration. She discusses the dual challenge of dealing with either a flood of applications for roles like administrative positions or scarcity for specialized roles, emphasizing the importance of clear and strategic hiring processes. In today’s episode, you will learn about: -> The impact of COVID-19 on job stability and how it has altered job market dynamics, leading to fewer people leaving their positions and a crunch in available talent. -> Strategies for managing a high volume of applications, including how to effectively shortlist and identify the right candidates using specific job requirements and skill assessments. -> The significance of being flexible in your hiring approach, considering part-time or adjusted schedules to attract the right candidates. -> Tips for crafting job advertisements that speak directly to the desired audience, ensuring clarity in the roles and responsibilities to attract suitable candidates. -> The benefits of initial phone screenings to gauge applicant interest and suitability before proceeding to more resource-intensive interview processes. -> Practical advice on incorporating job-specific tasks during interviews to assess candidates' skills in real-world scenarios. -> The value of psychometric and cognitive assessments in providing additional insights into candidates’ suitability for the role. Karen also shares insights on maintaining open-mindedness in the recruitment process and the importance of internal clarity about the role requirements to streamline the hiring process and enhance the likelihood of finding the right fit for your team. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Hire right: Making your business a people magnet - Amplify HR Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 Enull · Sun, August 08, 2021
2.2 Improving Poor Performance Part 2
In this episode, Karen Kirton delves deeper into the formal aspects of managing performance, focusing on performance improvement plans (PIPs) and their legal and cultural implications. Building on the previous discussion about Isaac, this segment guides managers through the steps of instituting a formal performance improvement process, should initial informal efforts fail to yield the desired outcomes. In today’s episode, you will learn about: -> The legal foundations of performance improvement plans, rooted in unfair dismissal legislation, and how these frameworks guide the creation of fair and effective PIPs. -> The importance of preparation and structure in delivering critical feedback, including how to reduce the potential for an "amygdala hijack," which can derail constructive dialogue. -> Strategies for initiating a performance improvement plan, including how to set clear expectations, define measurable goals, and provide necessary support to the employee in question. -> The significance of documenting the process meticulously to ensure clarity and legal compliance, should the improvement plan lead to termination. -> Tips for conducting performance improvement conversations, including how to communicate effectively, set follow-up meetings, and handle potential disagreements or complications that may arise. -> The cultural impact of performance management on the team and organization, emphasizing the importance of handling such processes transparently and empathetically to maintain workplace morale and trust. This episode equips employers and managers with the tools to manage challenging performance issues formally while maintaining fairness, compliance, and respect for all parties involved. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
S2 E1 · Sun, August 01, 2021
2.1 Improving Poor Performance Part 1
In this episode, Karen Kirton tackles the challenging topic of managing poor performance in the workplace. Using the example of a long-time employee named Isaac, Karen explores common reasons for underperformance and provides strategies for addressing these issues constructively. In today’s episode, you will learn about: -> The complexity of identifying and managing poor performance, particularly when job roles have ambiguous measurement criteria. -> Insights from Ferdinand Fournies' research, which identifies over a dozen reasons why employees might not meet expectations, such as lack of clarity about their roles or disagreement with the methods proposed. -> Practical steps to diagnose the root cause of poor performance, including how to set clear expectations, communicate effectively, and provide the necessary support and resources. -> The importance of creating an environment where employees can succeed or fail, which includes stopping the practice of excessively double-checking their work. -> Techniques for having constructive discussions about performance issues, setting clear timelines for improvement, and ensuring that employees understand what is expected of them. -> The value of acknowledging and reinforcing positive performance as much as correcting negative behavior to maintain a balanced and motivating work environment. -> Guidance on when and how to transition from informal performance discussions to formal performance management processes if necessary. This episode provides employers and managers with the tools to address performance issues head-on, ensuring that employees have every opportunity to improve and succeed. Make sure to subscribe to stay updated with new releases every second Monday! Visit Amplify HR for more insights and resources. Free download: Getting stuff done through your people - Amplify HR Send us a text Register today for our next free and online masterclass on 22nd May - From Unclear to High Performing : A Framework for Managing and Rewarding Your Team.
Trailer · Fri, July 30, 2021
About this podcast
Bite-sized people & business advice for forward-thinking Founders, CEOs, and Senior Business Leaders in Australia & beyond. As a leader, you’re responsible for growth, navigating market changes, all while trying to find time for to recruit, develop, retain and motivate your team. It’s a lot. Managing the ‘people stuff’ effectively is not just an HR function – It’s a core aspect of running a successful business. If you’re looking to unlock growth and drive performance, these short and practical podcast episodes will give you the tools and insights to get your business to the next stage by leveraging great people and culture. Brought to you by Karen Kirton, Founder of Amplify HR , this podcast is designed to give you practical, down-to-earth solutions and real-life case studies that will genuinely make a difference. Send us a text
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