Linq HR - HR, Employee Relations and HR Tech Insights #DevelopmentLinq HR - HR, Employee Relations and HR Tech Insights #Developmenthttps://www.linqhr.com/blogs/tag/developmentMon, 09 Nov 2026 02:10:58 +1100http://zoho.com/sites/<![CDATA[Leading with Empathy and Why it Matters in Business]]>https://www.linqhr.com/blogs/post/leading-with-empathy-and-why-it-matters-in-businessEmpathetic leadership builds trust, engagement and retention. See what the research says and six practical ways Australian leaders can lead with empathy.]]>

In brief: Empathetic leadership means understanding others' needs and feelings while still delivering results; it does not mean avoiding hard conversations. A 2025 review of 42 global studies (Muss, Tüxen and Fürstenau, 2025) links empathetic leadership to better performance, wellbeing and equity. Six practices support it: self-awareness, active listening, balancing competing needs, supporting people without rescuing them, setting consistent boundaries and using inclusive language during change. Empathy is a skill that can be developed and measured.

In today’s evolving workplace, empathy has emerged as a critical leadership skill, not just for building relationships, but for driving business success.

Empathetic leaders foster trust, boost engagement, reduce conflict, and retain talent. A 2025 review of 42 global studies found that empathetic leadership improves outcomes across performance, wellbeing and equity (Muss, Tüxen and Fürstenau, 2025). Harvard Business Review describes empathy as an essential, non-negotiable leadership skill (Neale, 2025).

What is empathetic leadership?

Empathy in leadership is the ability to understand the needs and emotions of others, and respond with care and clarity, while still delivering results. It’s not about avoiding difficult conversations, but approaching them with insight and fairness.

Six practices of empathetic leaders

Current research outlines six key practices, drawn from Neale (2025) and Muss, Tüxen and Fürstenau (2025):
  • Develop self awareness : Understand your own reactions and leadership impact.
  • Listen actively : Make time for employee perspectives without judgment.
  • Balance competing needs : Navigate team and business pressures thoughtfully.
  • Support rather than rescue : Empower employees to solve challenges.
  • Set boundaries with care : Be consistent, not controlling.
  • Use inclusive language : Speak with intention, especially during change (Neale, 2025).

Why empathy matters in your business

For employers, empathy strengthens psychological safety, staff retention and workplace culture. For employees, it builds trust, improves communication, and supports mental wellbeing. In high pressure industries like logistics, health, engineering and manufacturing, empathy helps leaders manage uncertainty and support performance through change.

Workplaces that invest in empathy see stronger collaboration, fewer interpersonal issues, and faster recovery from disruption.

Final thoughts

Empathy is not a buzzword. It’s a capability that can be built and measured. It makes good business sense to develop leaders who listen, connect and respond with insight. Živković (2022) argues that empathy enhances rather than weakens leadership effectiveness.
Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

Neale, P. (2025) ‘Empathy is a non-negotiable leadership skill. Here’s how to practice it’, Harvard Business Review, 30 April. Available at: https://hbr.org/2025/04/empathy-is-a-non-negotiable-leadership-skill-heres-how-to-practice-it (Accessed: 6 November 2026).
Muss, C., Tüxen, D. and Fürstenau, B. (2025) ‘Empathy in leadership: a systematic literature review on the effects of empathetic leaders in organizations’, Management Review Quarterly, 76(1), pp. 333–369. doi:10.1007/s11301-024-00472-7.
Živković, S. (2022) ‘Empathy in leadership: how it enhances effectiveness’, in Tipurić, D., Krajnović, A. and Recker, N. (eds) Economic and Social Development: 80th International Scientific Conference – Book of Proceedings. Dubrovnik, 1–2 April. Varaždin: Varazdin Development and Entrepreneurship Agency, pp. 454–467. Available at: https://esd-conference.com/upload/book_of_proceedings/Book_of_Proceedings_esdOFEL2022_Online.pdf (Accessed: 6 November 2026).
]]>Wed, 06 Aug 2025 13:30:30 +1000<![CDATA[The Future of HR Roles in Australia in a Complex New Era]]>https://www.linqhr.com/blogs/post/the-future-of-hr-roles-in-australia-adapting-to-a-complex-new-eraHow HR roles in Australia are changing in 2025: AI adoption, employee relations compliance, skills gaps, flexible work, leadership and data driven decisions.]]>

In brief: HR roles in Australia are being reshaped by AI adoption, more complex workplace law and stronger enforcement, skills gaps and changing employee expectations. According to PerformHR (2025), 72% of HR leaders named AI adoption a key focus for 2025, while AHRI (2025a) reports nearly 20% of workers may lack proficiency in their current roles. HR professionals will need both technical employee relations knowledge and strategic workforce capability, supported by workforce analytics.

As we move through 2025, Human Resources (HR) professionals in Australia are facing a dynamic environment marked by rapid technological advancement, changing workforce expectations, and increasingly complex regulatory demands. 

These shifts are once again redefining the HR function, with growing emphasis on strategic leadership, adaptability, and data driven decision making.

The Rise of Artificial Intelligence

Artificial Intelligence (AI) is reshaping core HR practices such as recruitment, onboarding, and employee engagement. In fact, 72% of HR leaders have named AI adoption as a key focus in 2025 (PerformHR, 2025). However, while automation enhances operational efficiency, HR must maintain the human centric approach essential for building trust and engagement within teams.

Employee Relations: A Strategic Priority

The resurgence of Employee Relations (ER) as a critical HR capability is being driven by increasingly complex workplace legislation and greater enforcement activity. The Fair Work Ombudsman and the Australian Government have introduced tougher penalties for wage underpayments and non-compliance, especially for large organisations (Fair Work Ombudsman, 2025). As a result, HR leaders are expected to demonstrate higher levels of ER expertise to navigate enterprise agreements, manage disputes, and proactively address risks associated with workplace relations.

Tackling the Skills Gap and Workforce Planning

Australia faces a pronounced skills mismatch, with nearly 20% of workers reportedly lacking proficiency in their current roles (AHRI, 2025a). HR’s response is a shift towards long term workforce planning, focusing on internal development through upskilling and reskilling programs to close capability gaps and secure future talent pipelines (People2People, 2025).

Flexible Work and Evolving Expectations

Hybrid and flexible work arrangements are now well established across many sectors. However, employees are increasingly seeking more than just flexibility and they want autonomy, meaningful work, and personalised benefits. A recent report revealed that 78% of Australians would trade traditional perks for more freedom in how they work (News.com.au, 2025). HR professionals are evolving employee value propositions to align with these changing expectations while maintaining team performance and cohesion.

Leadership Development and DEI Integration

Leadership capability has emerged as a major organisational priority. Gartner (2025) ranks manager and leader effectiveness among the top HR concerns globally. Meanwhile, Diversity, Equity and Inclusion (DEI) initiatives are progressing beyond compliance to become integrated into business culture and decision making, reinforcing HR’s role in shaping inclusive workplaces (Catalina Consultants, 2025).

A Data Driven Future

With the advancement of workforce analytics, HR professionals are leveraging data to make evidence based decisions across recruitment, retention, and performance management. This analytical shift enables strategic alignment between people and business goals.

HR in Australia is at a pivotal moment. With increased compliance complexity, talent shortages, and rapidly shifting expectations, HR professionals must master both technical ER knowledge and strategic workforce capability. By embracing AI, investing in people, and championing culture, HR will remain a vital driver of sustainable organisational success.

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.



AHRI. (2025b). Hybrid and flexible working practices: Research report. Australian HR Institute. Available at: https://www.ahri.com.au/resources/hr-research/hybrid-and-flexible-working-practices-2025
Catalina Consultants. (2025). HR trends in 2025. Available at: https://catalinaconsultants.com.au/hr-trends-in-2025
Gartner. (2025). Top priorities for HR leaders in 2025. Available at: https://www.gartner.com/en/human-resources/trends/top-priorities-for-hr-leaders
AHRI. (2025a). Employers say 20 per cent of workers are not proficient in their roles, finds AHRI research. Australian HR Institute. Available at: https://www.ahri.com.au/articles/20-per-cent-workers-are-not-proficient-skills-gap-ahri-research
People2People. (2025). The future of HR in 2025: Key trends shaping the workforce. Available at: https://www.people2people.com.au/blog/the-future-of-hr-in-2025-key-trends-shaping-the-workforce
PerformHR. (2025). Top HR trends to watch in 2025: Insights from industry leaders. Available at: https://performhr.com.au/top-hr-trends-to-watch-in-2025-insights-from-industry-leaders

]]>Mon, 30 Jun 2025 11:13:18 +1000<![CDATA[How to Work Effectively With Your HR Department]]>https://www.linqhr.com/blogs/post/unlocking-success-effective-engagement-with-your-human-resources-departmentSix practical ways managers can engage their HR department: open communication, early involvement, using HR expertise, development, recognition and technology.]]>

In brief: Working effectively with the HR department means treating HR as a strategic partner rather than only a compliance function. Managers can keep HR informed about team goals, involve HR early in workforce planning and talent decisions, draw on its expertise in employment law and engagement, collaborate on training and mentorship, and work together on digital tools. Recognition matters too: Gallup (2016) reports employees who feel inadequately recognised are twice as likely to say they will quit within the year.

In the ever evolving business environment, cultivating a robust relationship with your Human Resources (HR) department is crucial for achieving organisational success. The HR team is not merely a compliance entity but a strategic ally, significantly contributing to business growth and employee well being.

1. Communication Is Key

Establishing open communication channels is vital for successful collaboration. Regular interactions with HR professionals ensure they are informed about your team's objectives, challenges, and aspirations. Whether through one-on-one meetings or team updates, keeping HR aware of the organisational pulse is essential. 

2. Proactive Problem Solving

Involve HR proactively in discussions, not just when issues arise. Seek their insights on employee management, talent sourcing, development, engagement, and workforce planning. This collaborative approach empowers HR to provide valuable input, aligning efforts with the overall business strategy (Armstrong, 2020).

3. Leverage HR Expertise

HR professionals possess extensive knowledge in employment laws, talent acquisition, leadership, and employee engagement. They can develop effective people policies and procedures. They are adept in using HR resources and tools such as psychometric testing, talent assessments, and online training.  Involve HR in decision making processes to capitalise on this expertise (Guest, 1997).

4. Employee Development Initiatives

Collaborate with HR to design and implement employee development programs. This fosters a culture of continuous learning and demonstrates commitment to team growth. HR can facilitate training sessions and mentorship programs to enhance workforce skills (Taylor, 2022).

5. Recognise and Reward

Acknowledge the efforts of your HR team who are constantly working on recognising the efforts of workers and leaders. Recognition fosters a positive work environment and reinforces a culture of teamwork; Gallup reports that recognition boosts engagement and that employees who do not feel adequately recognised are twice as likely to say they will quit within the year (Gallup, 2016). Whether through formal appreciation programs or simple gratitude expressions, recognising HR's contributions is crucial.

6. Embrace Technology

Stay informed about HR technologies that streamline processes and enhance workforce management efficiency. Collaborate with HR to implement digital solutions that simplify administrative tasks, allowing a focus on strategic initiatives (Ulrich et al., 2012).

A symbiotic relationship with your HR department is instrumental in achieving organisational goals. It can help you be a better leader and achieve more together with employees.

By fostering open communication, recognising their contributions, and leveraging their expertise, you pave the way for a collaborative and successful partnership.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300 234 566.

Armstrong, M., 2020. Armstrong’s Handbook of Strategic Human Resource Management. 7th ed. London: Kogan Page.
Gallup, 2016. The importance of employee recognition: low cost, high impact. [online] Gallup. Available at: https://www.gallup.com/workplace/236441/employee-recognition-low-cost-high-impact.aspx

Guest, D.E., 1997. Human resource management and performance: a review and research agenda. The International Journal of Human Resource Management, 8(3), pp.263–276. https://doi.org/10.1080/095851997341630
Taylor, S., 2022. Resourcing and Talent Management: The Theory and Practice of Recruiting and Developing a Workforce. 8th ed. London: Kogan Page.
Ulrich, D., Younger, J., Brockbank, W. and Ulrich, M., 2012. HR from the Outside In: Six Competencies for the Future of Human Resources. New York: McGraw-Hill.

This is an update on a similar blog published by Linq HR on 16 Feb 2024.
]]>Fri, 11 Oct 2024 13:09:47 +1100<![CDATA[The Importance of Decision Making in Career Advancement]]>https://www.linqhr.com/blogs/post/the-importance-of-decision-making-in-career-advancementWhy decision making under uncertainty gets people promoted, and four ways to build it: critical thinking, risk, emotional intelligence and learning.]]>

In brief: Sound decision making, particularly under uncertainty, is a core competency for career advancement and often distinguishes those who are promoted to senior roles. Effective decision making is central to leadership (Drucker, 1993), people who decide well are seen as potential leaders (Yukl, 2013), and effective leaders decide quickly even with incomplete information (Eisenhardt, 1989). Professionals can build the skill through critical thinking, risk management, emotional intelligence and continuous learning.

The ability to make sound decisions is not merely a desirable trait but a critical competency for those aspiring to climb the professional ladder into senior roles. Decision making, particularly under conditions of uncertainty, is a hallmark of leadership and is often a distinguishing factor in career progression. 

This article explores the significance of decision making in achieving promotions to more senior positions and underscores the necessity of timely decisions, even when complete information is not available.

Decision Making in Professional Growth

Decision making is integral to leadership and management roles. It directly impacts organisational success. Leaders are often required to make strategic choices that align with the company's objectives and drive growth. According to Drucker (1993), effective decision making is synonymous with effective leadership, as it involves selecting the best course of action among various alternatives to achieve desired outcomes.

In the context of career advancement, individuals who demonstrate robust decision making capabilities are more likely to be recognised as potential leaders. This recognition stems from their ability to navigate complex situations, manage risks, and seize opportunities that contribute to the organisation's success (Yukl, 2013). Consequently, professionals who excel in decision making are often considered for promotions to senior roles where these skills are paramount.

The Necessity of Timely Decision Making

One of the challenges in decision making is the need to act swiftly, often with incomplete information. In today's fast-paced business environment, the luxury of having all the data before making a decision is rare. Therefore, the ability to make timely decisions, even amidst uncertainty, is crucial. As noted by Eisenhardt (1989), successful leaders are those who can make decisions quickly and adapt to changing circumstances without being paralysed by the fear of making mistakes.

Timely decision making is essential because it allows organisations to capitalise on opportunities and mitigate potential threats before they escalate. Leaders who can make prompt decisions demonstrate confidence and decisiveness which are qualities highly valued in senior roles. Furthermore, the capacity to make decisions under pressure reflects an individual's resilience and adaptability, further enhancing their suitability for leadership positions (Heifetz & Linsky, 2002).

Developing Decision Making Skills

To improve decision making skills, individuals should focus on several key areas:
1. Critical Thinking: Cultivating the ability to analyse information, evaluate options, and foresee potential outcomes is fundamental to making informed decisions.
2. Risk Management: Understanding and assessing risks enables leaders to make calculated decisions that balance potential rewards with possible downsides.
3. Emotional Intelligence: Recognising and managing emotions, both personal and in others, aids in making rational decisions and maintaining composure under stress.
4. Continuous Learning: Staying informed about industry trends and best practices equips individuals with the knowledge needed to make strategic decisions.

The ability to make sound and timely decisions is indispensable for those seeking to advance into senior roles. Decision making not only influences organisational success but also serves as a key indicator of leadership potential. As the business environment continues to evolve, the demand for adept decision makers will only increase, highlighting the importance of developing this critical skill set.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300 234 566.

Drucker, P. F. (1993). Managing for the Future: The 1990s and Beyond. New York: Truman Talley Books.
Eisenhardt, K. M. (1989). Making Fast Strategic Decisions in High-Velocity Environments. Academy of Management Journal, 32(3), 543-576.
Heifetz, R. A., & Linsky, M. (2002). Leadership on the Line: Staying Alive through the Dangers of Leading. Boston: Harvard Business School Press.
Yukl, G. (2013). Leadership in Organizations. 8th ed. Upper Saddle River, NJ: Pearson Education.
]]>Wed, 09 Oct 2024 15:30:00 +1100<![CDATA[The High Costs of Neglecting Employee Induction]]>https://www.linqhr.com/blogs/post/the-high-costs-of-neglecting-a-proper-induction-program-for-new-employeesSkipping a proper induction costs employers through higher turnover, slower productivity, weaker engagement, extra training and reputational damage.]]>

In brief: Neglecting a proper induction program for new employees carries costs in turnover, productivity, engagement, training and reputation. According to the Society for Human Resource Management (SHRM), replacing an employee costs six to nine months of their salary, while the Aberdeen Group found organisations with a formal onboarding process had 54% greater new hire productivity. Gallup reports disengaged employees are 37% more likely to be absent and have 18% lower productivity, making comprehensive induction essential.

A well structured induction program is critical for integrating new employees into a company. However, many businesses underestimate the costs associated with not having an effective induction process. The ramifications can be far reaching, affecting various aspects of the organisation.

Increased Turnover Rates

One of the most significant costs of neglecting a proper induction program is higher employee turnover. New hires who do not receive adequate orientation are more likely to feel disconnected and undervalued, leading to early resignations. According to the Society for Human Resource Management (SHRM), the average cost of replacing an employee can range from six to nine months of the employee's salary. This includes expenses related to recruiting, hiring, and training new staff . The Australian Human Resources Institute (AHRI) highlights similar concerns, emphasising that effective onboarding is crucial for retaining talent in the competitive Australian job market.

Decreased Productivity

Without a proper induction, new employees may take longer to reach full productivity. An effective induction program equips new hires with the necessary knowledge and tools to perform their roles efficiently. The lack of such a program can result in confusion, mistakes, and delays, ultimately impacting the overall productivity of the team. Research from the Aberdeen Group highlights that organisations with a formal onboarding process experience 54% greater new hire productivity . In Australia, companies that invest in comprehensive onboarding programs have seen substantial improvements in new hire productivity.

Poor Employee Engagement

Employee engagement is crucial for maintaining a motivated and committed workforce. A comprehensive induction program helps new employees understand the company's culture, values, and expectations, fostering a sense of belonging and purpose. Without this foundation, employees may feel isolated and disengaged. Gallup reports that disengaged employees are 37% more likely to be absent and have 18% lower productivity, affecting the company's bottom line . The Australian Government's Fair Work Ombudsman also underscores the importance of employee engagement in reducing absenteeism and improving workplace morale.

Increased Training Costs

Improper induction can lead to increased training costs in the long run. Without a clear understanding of their roles and responsibilities, new employees may require additional training and supervision. This not only strains existing resources but also diverts attention from other critical tasks.

Impact on Company Reputation

A company's reputation can also suffer from a lack of a proper induction program. Word-of-mouth and online reviews from disgruntled former employees can deter potential talent from joining the organisation. In today’s competitive job market, maintaining a positive employer brand is essential for attracting and retaining top talent. In Australia, employer branding is increasingly recognised as a key factor in recruitment strategies.

In conclusion, the costs of not having a proper induction program for new employees are substantial and multifaceted. Investing in a comprehensive induction process is not just beneficial but essential for the long term success and sustainability of any organisation.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300 234 566.

Further reading:The Value of Cultivating a Positive Employee Experience and Benefits of Writing a Position Description.


References

Australian Human Resources Institute (AHRI). "Effective Onboarding: The Key to Retention." Retrieved from AHRI, https://www.ahri.com.au/resources/ahriassist/recruitment-and-termination/onboarding/
Gallup (2017). "State of the American Workplace." Retrieved from Gallup, https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx
Fair Work Ombudsman. "Managing Underperformance." Retrieved from Fair Work Ombudsman, https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/best-practice-guides/managing-underperformance
HRM Online (AHRI). "Employer Branding: Attracting the Best Talent." Retrieved from HRM Online, https://www.ahri.com.au/articles/employer-branding-attracting-best-talent/
]]>Fri, 14 Jun 2024 11:41:44 +1000<![CDATA[What is the Role and Benefits of a Human Resources Broker?]]>https://www.linqhr.com/blogs/post/what-is-the-role-and-benefits-of-a-human-resources-brokerWhat a Human Resources Broker does, from needs assessment and provider vetting to negotiation, and the cost, time and risk benefits for businesses.]]>

In brief: A human resources broker is an intermediary between businesses that need HR services and products and the providers that offer them. The broker assesses the organisation's HR needs, vets providers on capability, track record, pricing and cultural fit, negotiates terms and supports implementation. For businesses, the main benefits are cost efficiency, time savings, access to market expertise, reduced risk of choosing an unsuitable provider and greater flexibility to scale services.

 A Human Resources Broker (HRB) acts as an intermediary between businesses seeking HR services and products, and the providers of these services and products. This role is particularly valuable in navigating the complex and diverse HR marketplace, ensuring that companies can access the best possible solutions tailored to their specific needs. Here are the key roles and benefits of a HR Broker:

Role of a HR Broker


Needs Assessment - They conduct thorough assessments of a company's HR needs, considering factors like company size, industry, existing HR practices, and strategic objectives. This ensures a deep understanding of what the business requires to enhance its HR functions.

Market Expertise - HR Brokers possess extensive knowledge of the HR services market, including the latest tools, technologies, and best practices. They are adept at identifying trends and innovations that can benefit their clients.

Provider Vetting - They undertake the vetting of potential HR service providers, evaluating their capabilities, track record, pricing, and compatibility with the client’s needs and organisational culture. This saves companies a significant amount of time and resources.

Customised Solutions - HR brokers tailor solutions to match the unique requirements of each business. They understand that no two companies are the same and that customisation is key to addressing specific challenges and goals.

Negotiation and Implementation Support  - Brokers negotiate terms with service providers on behalf of their clients, often securing more favourable terms and pricing. They may also assist with the implementation process, ensuring a smooth transition and integration of new services or products.

Benefits of a HR Broker


Cost Efficiency - By leveraging their knowledge and relationships, HR Brokers can secure cost-effective solutions for businesses, often negotiating better rates than companies could achieve on their own.

Time Savings - Outsourcing the search and vetting process to a HR Broker frees up company resources and allows businesses to focus on their core activities, rather than spending time navigating the vast HR services market.

Access to Expertise - Brokers provide access to a wider range of expertise and innovative solutions that a company might not have been aware of or had access to on its own.

Risk Mitigation - Through thorough vetting and due diligence, HR Brokers reduce the risk associated with selecting an unsuitable HR service provider. They ensure that providers are reputable, compliant with relevant legislation, and capable of delivering high-quality services.

Strategic Partnership - A HR Broker can become a strategic partner, offering ongoing advice and support to ensure the HR services and products continue to meet the evolving needs of the business.

Enhanced Flexibility - Companies can benefit from more flexible HR solutions that can be scaled up or down as needed, thanks to the broker's understanding of various service providers' offerings.

A HR Broker plays a pivotal role in enhancing a company's HR functions by providing expert advice, access to quality services and products, and tailored solutions that meet specific business needs. This partnership can lead to significant improvements in efficiency, performance, and employee satisfaction.

Further reading:Eight Ways to Outsource HR Functions and Their Benefits and How HR Professionals Should Buy HR Products and Services.


Choosing Linq HR, Australia's first HR Broker, offers businesses the advantages of pioneering expertise, an established provider network, a reputation for trust and reliability, leadership in innovation, and a deep commitment to understanding and meeting the needs of Australian businesses. These benefits collectively ensure that clients receive unparalleled HR support that is tailored, efficient, and compliant with Australian standards. 

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.
]]>Wed, 13 Mar 2024 10:15:17 +1100<![CDATA[Four Ways to Elevate Your Human Resources/People and Culture Skills for Enhanced Organisational Success]]>https://www.linqhr.com/blogs/post/four-ways-to-elevate-your-human-resources-skills-for-enhanced-organisational-successAlign HR with business goals, lift engagement, build leadership capability and adopt a customer-centric mindset: four ways HR teams add organisational value.]]>

In brief: Four ways to elevate HR/People and Culture skills are strategic alignment with business goals, building employee engagement and satisfaction through tailored training, wellness and recognition programs, participating in leadership development, and adopting customer-centric practices that treat employees as internal customers. Together these shift the function from a traditional service provider to a strategic partner, with improved internal service leading to greater customer satisfaction and loyalty.


In the ever-evolving landscape of Human Resources / People and Culture (HRPC), the focus extends beyond internal processes to delivering exceptional service that directly impacts leadership, employees, and consequently customers. Elevating your HRPC skills can significantly contribute to the overall success of the organisation. Here are four strategic approaches tailored to provide better service to leadership, employees and ultimately customers.

Strategic Alignment with Organisational Goals

To enhance service delivery, align HRPC strategies with overarching organisational objectives. This involves a thorough understanding of business goals, enabling HRPC to develop initiatives that directly support leadership in achieving these milestones. By actively contributing to strategic planning, HRPC becomes a strategic partner, ensuring that its efforts are directly tied to the success of the business and, consequently, customer satisfaction.

Cultivate Employee Engagement and Satisfaction

Recognise that engaged and satisfied employees are more likely to deliver exceptional customer service. HRPC plays a pivotal role in fostering a positive work environment through initiatives such as tailored training programs, wellness initiatives, and recognition programs. By actively engaging with employees, HRPC contributes to a motivated workforce that positively impacts customer experiences.
Update (November 2026): The evidence base for this is solid. Gallup’s meta-analysis of 112,312 work units found that business units in the top quartile for engagement outperform those in the bottom quartile by 10% on customer loyalty, 23% on profitability and 18% on productivity (Gallup, n.d.). The opportunity is large: in 2025 only 21% of Australian employees were engaged at work, in line with the global figure of 20% (Gallup, 2026).

Develop Leadership Capabilities

HRPC professionals can enhance service to leadership by actively participating in leadership development programs. Identify gaps in leadership skills, and work collaboratively to create tailored development plans. Strong leadership strongly influences employee performance and satisfaction, which, in turn, translates into improved customer interactions.

Implement Customer-Centric HR Practices

Shift the HRPC mindset to be customer-centric. Understand the needs and expectations of both internal (employees) and external (customers) customers. Streamline HRPC processes to ensure they are efficient, responsive, and contribute positively to the overall customer experience. This customer-focused approach reinforces the idea that HRPC is not only an internal service provider but also a contributor to external customer satisfaction.

From service provider to strategic partner

By adopting these approaches, HRPC professionals can transform their role from a traditional service provider to a strategic partner, actively contributing to the success of the organisation. The ripple effect of improved service to leadership and employees will inevitably lead to enhanced customer satisfaction and loyalty.

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

Further reading:Why the HR business partner role is in high demand and Effective engagement with your HR department.


References

Gallup (n.d.) The benefits of employee engagement. Washington, DC: Gallup. Available at: https://www.gallup.com/workplace/236927/employee-engagement-drives-growth.aspx (Accessed: 6 November 2026).

Gallup (2026) State of the Global Workplace: 2026 report (Australia country data). Washington, DC: Gallup. Available at: https://www.gallup.com/workplace/704474/state-global-workplace-australia-country-level-data.aspx (Accessed: 6 November 2026).


]]>Tue, 05 Mar 2024 12:54:57 +1100<![CDATA[Benefits of Writing a Position Description]]>https://www.linqhr.com/blogs/post/advantages-of-writing-a-position-descriptionWhy writing a position description matters: it defines the role, supports performance reviews, fair pay, dispute reduction and better recruitment outcomes.]]>

In brief: A position description outlines a role's reporting relationship, objectives, key responsibilities, required skills and expectations so that employer and employee agree on what the job involves. It clarifies how the role fits the organisation, provides a reference point for performance evaluation and development, supports fair and consistent pay and grading, reduces disputes as a neutral source of information, and underpins job advertisements and candidate assessment. Supervisors and employees should agree on the final document, particularly for remote workers.

 Writing a position description is an important step in defining roles and also in the hiring process. 

It’s a document that outlines the reporting relationship, objectives, key responsibilities, skills, and expectations of a specific role. 

It can help clarify the expectations of both employers and employees, and to select the most suitable candidates. 

Here are some advantages of writing a position description:

  • It helps to define the purpose and scope of the role, and how it fits into the organisation’s structure and goals. This can create motivation and alignment for the employee, and ensure that the activities and tasks necessary for the success of the business are covered by one role or another 1.
  • It provides a clear reference point for measuring and evaluating the employee’s performance, and identifying areas for improvement or development. It also forms the basis for appraisals, feedback, and recognition 1 2.
  • It enables a fair and consistent pay and grading system, based on the skills, experience, qualifications, and responsibilities required for the role 1 2.
  • It reduces the risk of disputes and conflicts, by providing a neutral and authoritative source of information about the role. It can also help to resolve any queries or issues that may arise during the employment relationship 1 3.
  • It facilitates the recruitment process, by providing a clear and concise overview of the role, and the ideal candidate profile. It can help to write effective job ads, design relevant interview questions, and assess candidates’ suitability 1 4.

It’s important for both the supervisor and employee to agree on the final position description. This is more so important when people are working remote.

Completing position descriptions for roles within your organisation can seem like a tedious or unnecessary task but overall they benefit employees with a clearer understanding of their role and provide structure for the employer. 

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

References



Further reading:7 Factors to Consider When Hiring External Recruiters and The High Costs of Neglecting Employee Induction.

]]>Fri, 06 Oct 2023 14:03:18 +1100<![CDATA[Receiving Feedback at Work]]>https://www.linqhr.com/blogs/post/receiving-feedback-at-workTwo ways feedback arrives at work, how to become more receptive, and why your reaction can matter more than the message. Backed by Gallup and research.]]>

In brief: Feedback at work arrives either by openly seeking it or by being given it, formally or informally. Regularly seeking feedback supports personal goals, improves self-awareness and is emotionally easier because comments are expected, whereas unsolicited feedback can prompt defensiveness. To be more receptive, listen before responding, understand the context, ask questions and request examples, and remain factual and professional, since how a person reacts can matter more than the feedback itself.

Two ways feedback arrives

There are generally two ways feedback is received at work – either you openly seek it or it is given to you, formally or informally.


Seeking feedback

Being open to receiving feedback means you can improve against personal goals. Receiving regular updates on how you are perceived can help improve your self-awareness and develop a feel for how others around you are thinking and give you a chance to adjust if you feel the need. It can be the easiest way emotionally as you have already developed a personal feedback mindset and are anticipating receiving other people's comments and observations.


When feedback is given to you

On the other hand, when feedback is given formally or informally it can be welcomed, or may put you straight on the defensive. So how can you become more receptive to receiving feedback? First, take time to listen to the feedback before responding, even if you disagree – not necessarily easy. Understand the context in which the feedback is being given. Seek clarification where you don’t understand. Be thankful for positive feedback and ask for thoughts or examples around ways you can improve if the feedback is more about areas for improvement. 


To be successful at work almost everybody needs to receive constructive feedback, formally or informally. Seek constant feedback from people you trust and respect.


Your reaction matters

Remember the way you react to feedback can override the feedback messages themselves. So be self-aware about how you respond, keep the discussion factual and professional, particularly when you disagree or don’t respect or trust the person delivering the feedback. Enjoy the times of positive feedback.

Update (November 2026): The research backs this up. The largest meta-analysis of feedback interventions, covering 607 effect sizes and 23,663 observations, found that feedback ‘improved performance on average’ but that ‘over 1/3 of the FIs decreased performance’ – the delivery and the reaction decide which way it goes (Kluger and DeNisi, 1996). Gallup reports that ‘80% of employees who say they have received meaningful feedback in the past week are fully engaged’, and that employees receiving daily rather than annual feedback are ‘3.6 times more likely to strongly agree that they are motivated to do outstanding work’ (McLain and Nelson, 2024). In Australia only 21% of employees were engaged at work in 2025 (Gallup, 2026), so there is room for both giving and receiving feedback to improve.


Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

Further reading:Leading with empathy and why it matters in business and Subtle warning signs of leadership decline.


References

Gallup (2026) State of the Global Workplace: 2026 report – Australia. Washington, DC: Gallup. Available at: https://www.gallup.com/workplace/704474/state-global-workplace-australia-country-level-data.aspx (Accessed: 6 November 2026).

Kluger, A.N. and DeNisi, A. (1996) ‘The effects of feedback interventions on performance: a historical review, a meta-analysis, and a preliminary feedback intervention theory’, Psychological Bulletin, 119(2), pp. 254–284. doi:10.1037/0033-2909.119.2.254.

McLain, D. and Nelson, B. (2024) How effective feedback fuels performance. Updated 19 January. Washington, DC: Gallup. Available at: https://www.gallup.com/workplace/357764/fast-feedback-fuels-performance.aspx (Accessed: 6 November 2026).


]]>Fri, 01 Sep 2023 14:14:25 +1000<![CDATA[How to Survive and Accelerate out of a Tight Labour Market in Australia]]>https://www.linqhr.com/blogs/post/how-to-survive-and-accelerate-out-of-a-tight-labour-market-in-australiaEight practical ways to retain and develop staff when hiring is hard, from skills audits to faster offers, with a November 2026 labour market update.]]>

In brief: Employers can survive and accelerate out of a tight labour market by auditing existing workforce skills, developing staff internally rather than relying on external recruitment, speeding up hiring decisions, offering flexibility and alternative engagement models, reviewing bonus programs for key staff, and measuring and acting on engagement. Career-related reasons, including lack of development, are the leading cause of turnover, and risk is highest in the first year of employment. Keeping policies current and communicating openly complete the approach.

The labour market then and now

When this was written in January 2023 there was no hiding from the headlines that there was a general shortage of workers at most levels, with unemployment at 3.5% (Australian Bureau of Statistics, 2023).

This is particularly no surprise for those managing current open roles and who have been searching for sometime. 
Update (November 2026): The labour market has loosened since this was written. Unemployment was 3.5% in December 2022; by September 2026 it was 4.7%, job vacancies had fallen to 325,000, 31.2% below their May 2022 peak, and the share of occupations in national shortage had eased from 36% in 2023 to 27% in 2026 (Australian Bureau of Statistics, 2026a; 2026b; Jobs and Skills Australia, 2026). Even so, skill shortages persist in trades, health and care occupations, and the retention practices below remain relevant.

So how can you survive and accelerate out of a tight labour market? 

Eight tips to survive and accelerate

Here are a few tips and ideas which may help you not only survive but also accelerate out of a tight labour market in Australia:
  • Business wide skill check to plan future skill and job shortages. You may be surprised to find what skills exist in your employees which have been overlooked as they were initially hired for a particular role only.
  • Start ‘developing’ rather than continually ‘buying’ replacements from the labour market. Career-related reasons, including a lack of development opportunities, have been the leading category of employee turnover for 14 consecutive years in Work Institute’s US exit-interview data (Work Institute, 2025). Development can be as simple as wider exposure or a stretch assignment rather than expensive training programs.
  • When recruiting from the outside market, move quickly through your recruitment process to the offer stage, then provide a proper and thorough induction when the employee starts.
  • Introduce, if possible, a flexible working policy. You may not be comfortable with this but your competitors could be getting the pick of the limited applicants because they are offering work flexibility. Candidates are still hunting for workplaces which offer flexible work locations, and employees now have an expanded right to request flexible work and a right to disconnect outside working hours. To support them they need access to modern and reliable ICT. Don’t forget there are also different ways to engage employees including casual, part-time, contract, or through a labour hire agency, noting the casual employee-choice pathway and labour hire ‘same job, same pay’ rules that have applied since 2024 (Fair Work Ombudsman, 2026).
  • Introduce or adjust bonus programs, particularly around key staff, sales and operations.
  • Survey your workforce to assess levels of employee engagement (the glue that keeps employees from leaving), and commit to improvements from the survey outcome. Turnover risk is highest in the first year of employment, with as much as 40% of turnover occurring in that period (Work Institute, 2025), so induction and early development matter most.
  • Adjust your employment policies, procedures and practices in line with the plethora of recent and pending workplace rules changes. An opportunity to demonstrate to employees that you are actively managing  the workplace in line with the changing  legislative landscape.
  • Keep employees informed as to what is happening across your industry and how your business needs to perform. This can be through internal written or video updates, State of the Nation type addresses, or even site visits.

Development is the differentiator

Those companies which manage to provide development opportunities for their employees, who manage to retain their key talents, are able to provide some level of flexible work arrangements, increase the number of employees engaged with the business, manage ahead of the many workplace legislative changes, and keep employees informed, have the best chance to not only survive any labour shortage but accelerate out the other side. Easier said than done of course.

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

Further reading:Don’t overcook your workforce planning and What is an employer of record?.


References

Australian Bureau of Statistics (2023) Labour Force, Australia, December 2022. Available at: https://www.abs.gov.au/statistics/labour/employment-and-unemployment/labour-force-australia/dec-2022 (Accessed: 6 November 2026).

Australian Bureau of Statistics (2026a) Labour Force, Australia, September 2026. 15 October. Available at: https://www.abs.gov.au/statistics/labour/employment-and-unemployment/labour-force-australia/sep-2026 (Accessed: 6 November 2026).

Australian Bureau of Statistics (2026b) Job Vacancies, Australia, August 2026. 1 October. Available at: https://www.abs.gov.au/statistics/labour/jobs/job-vacancies-australia/aug-2026 (Accessed: 6 November 2026).

Fair Work Ombudsman (2026) Casual conversion: new rules for changing from casual to full-time or part-time employment. Available at: https://www.fairwork.gov.au/about-us/workplace-laws/legislation-changes/closing-loopholes/casual-employment-changes/casual-conversion (Accessed: 6 November 2026).

Jobs and Skills Australia (2026) 2026 Occupation Shortage List: key findings report. October. Canberra: Jobs and Skills Australia. Available at: https://www.jobsandskills.gov.au/sites/default/files/2026-10/2026_osl_key_findings_report.pdf (Accessed: 6 November 2026).

Work Institute (2025) 2025 Retention Report: employee retention truths in today’s workplace. Franklin, TN: Work Institute. Available at: https://info.workinstitute.com/hubfs/2025%20Retention%20Report/2025%20Retention%20Report%20-%20Employee%20Retention%20Truths%20in%20Todays%20Workplace.pdf (Accessed: 6 November 2026).

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