I recently shared a reel about the importance of daily recognition for leaders. (Not a huge fan of being in front of the camera, but I’m stepping out of my comfort zone and doing more of it! 🎥) Here’s the truth: Your personal habits of recognising your staff are critical—it’s step one. But building a culture of recognition is the long-term goal, and as we all know, it starts at the top—with you. It’s not just about celebrating the big wins, but about acknowledging the day-to-day efforts that often go unnoticed. Here are some simple actions you can take to start building these recognition habits today: 1. Be Intentional with Daily Praise Make it a point to recognise at least one team member every day for something specific they did well. It doesn’t have to be big—just deliberate in showing appreciation for their efforts. Example: “I really appreciated the way you stepped in to support the team on that call today. It made a huge difference.” 2. Recognise the Process, Not Just the Results Recognising effort and dedication is just as important as celebrating outcomes. Acknowledge the hard work and resilience, even if things didn’t go perfectly help people in turning up each day and giving it their 100% - consistently. Example: “I know the project didn’t go exactly as planned, but I saw how much effort you put into finding solutions. That hard work doesn’t go unnoticed.” 3. Follow Up on Personal Details Recognition doesn’t stop at work achievements. Remember important personal details—birthdays, hobbies, family milestones—and follow up on them. This shows genuine care and builds deeper connections. If you need to keep notes on this to help you remember - do it! Just be sure to keep this secure inline with your privacy policies 👍. Example: “How did your son’s 1st day at school go? I remember you explaining that he was really looking forward to it!”. 4. Be Consistent and Genuine Consistency is key. Make recognition part of your daily routine, not an afterthought. And be genuine—sincere recognition builds trust and encourages your team to keep giving their best.

Hey everyone! Sick leave can be one of those tricky areas to manage, especially in a small business. With flu season hopefully behind us 🤞, I thought it would be a great time to hear how everyone handles it in their companies. Do you have a formal process or policy in place? Do you require a medical certificate after a certain number of days? How do you balance showing empathy with ensuring the business continues to run smoothly? I’d love to hear your stories—whether it’s what’s worked well or lessons learned the hard way!

Are you ready for the new changes, but not sure where to start? We’ve got you covered! We just posted some fantastic tips to help you get your business prepared for the new Right to Disconnect policy. Check it out here: https://www.skool.com/hr-community-hub-7696/the-new-right-to-disconnect-what-business-owners-and-managers-need-to-know?p=bc29a7df As a valued member of our HR Help Hub, we’re here to ensure you stay ahead of the curve. Our goal is to help you position your workforce not only to comply with the new regulations but to thrive under them. To support you, we’ve created an example Right to Disconnect policy, attached to this post. We encourage you to read through it and consider how you can implement something similar, tailored to your own workplace. Thank you for being part of our community! Let’s navigate these changes together and set your business up for success! Need help? Reach out to us here for a free 15min chat - https://calendly.com/humanpower-support/hr-coffee-chat

We get a bunch on questions related to NDIS businesses & the SCHCDS award. Therefore to keep this all in the one place and easy to access, it now has its own category! To all of our NDIS interested members - check it out! 🔎

Hey HR Heroes! It’s Friday, and we’ve got some exciting news! Phil and Maddie are live at the Sydney Disability Expo, chatting with amazing folks in our industry about all things people-related! 🦸‍♀️🦸‍♂️ They’re diving deep into conversations about the unique HR challenges and triumphs faced in disability support services. From hiring needs to fostering inclusive cultures, Phil and Maddie are gathering insights, sharing tips, and making connections. 🌟🤝 🏆Bonus points for anyone who is at the expo and posts a selfie with these two in the comments! If you can't make it though, we want to hear from you too! 💥 What’s the biggest people-related challenge you’ve faced in your role? 💥 Have any awesome tips or success stories you’d love to share? 💥 What would you ask Phil and Maddie if you were at the expo with them? Drop your thoughts, stories, and questions in the comments below!