Linq HR - Blogs (Information) #employee turnoverLinq HR - Blogs (Information) #employee turnoverhttps://www.linqhr.com/blogs/tag/employee-turnoverMon, 18 May 2026 18:34:49 +1000http://zoho.com/sites/<![CDATA[ Navigating Employee Workplace Stress]]>https://www.linqhr.com/blogs/post/navigating-workplace-stressEmployees encounter various types of stressors, each with unique impacts on their mental and physical wellbeing. Recognising these stressors and implementing effective coping mechanisms is essential for maintaining a productive workforce.]]>
In today's work environment, unfortunately various levels of stress has become an almost inevitable part of professional life. Employees encounter various types of stressors, each with unique impacts on their mental and physical wellbeing. 

Recognising these stressors and implementing effective coping mechanisms is essential for maintaining a productive workforce.

One prevalent type of stress is workload stress, which arises from excessive job demands and unrealistic deadlines. This can lead to burnout, characterized by emotional exhaustion and reduced performance (Maslach & Leiter, 2016). To mitigate workload stress, employers should encourage realistic goal setting and provide resources for time management. They should also check their organisation structures and seek out more effective work flows and eliminating non-productive activities and meetings.

Interpersonal stress is another significant factor, stemming from conflicts with colleagues or supervisors. Such stress can affect team dynamics and employee morale (Einarsen et al., 2011). Promoting open communication and conflict resolution training can help in addressing interpersonal stress effectively. Hiring people with the right personality profile and team fit can assist. Having strong HR support with team dynamics and conflict resolution skills can assist in working with employees to eliminate conflict.

Role ambiguity, where employees are unclear about their job expectations, can also contribute to stress. This uncertainty can lead to job dissatisfaction and decreased motivation (Beehr & Glazer, 2005). Clear communication of roles and responsibilities by management can alleviate this type of stress. At the basic level this can include clear role descriptions, reporting lines and the proper systems and tools in place to support smooth productivity.

It is crucial to acknowledge that individuals possess different stress tolerance levels. What may seem overwhelming to one employee might be manageable for another. This variance highlights the importance of personalized stress management strategies (Lazarus & Folkman, 1984). Effective feedback loops between employees and their supervisors where stress levels are constantly monitored can assist in levelling out stress levels by making adjustments as work continues.

Employers can support their staff by implementing wellness programs that focus on stress reduction techniques such as mindfulness, exercise, and counselling services. Promoting a healthy worklife balance is helpful as well as having access to a confidential Employee Assistance Program. 

Conducting regular pulse or more comprehensive employee engagement surveys can assist with measuring the levels of employee engagement across the organisation. Areas with lower engagement can often be caused by high levels of employee stress from the long list of possible causes. It provides another opportunity to deep dive and address the root causes before employees become to overwhelmed or decide to resign and leave.

Finally, understanding the diverse stressors employees face and recognising individual differences in stress tolerance are key to fostering a supportive work environment. By adopting proactive measures, organisations can enhance employee wellbeing and productivity. 

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References:
Beehr, T. A., & Glazer, S. (2005). Organizational Role Stress. In J. Barling, E. K. Kelloway, & M. R. Frone (Eds.), Handbook of Work Stress (pp. 7-33). Sage Publications.
Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. L. (2011). Bullying and Harassment in the Workplace: Developments in Theory, Research, and Practice. CRC Press.
Lazarus, R. S., & Folkman, S. (1984). Stress, Appraisal, and Coping. Springer Publishing Company.
Maslach, C., & Leiter, M. P. (2016). Understanding the Burnout Experience: Recent Research and Its Implications for Psychiatry. World Psychiatry, 15(2), 103-111.
]]>Thu, 14 Nov 2024 09:37:19 +1100<![CDATA[Benefits and Risks of Not Using Professional HR Advice for SMEs]]>https://www.linqhr.com/blogs/post/benefits-and-risks-of-not-using-professional-human-resources-advice-for-smesWhile larger organisations typically have dedicated HR teams, many SMEs attempt to handle HR matters internally, often underestimating the value of professional HR advice. This can result in missed benefits and expose the business to considerable risks.]]>
Small to Medium Enterprises (SMEs) face unique challenges in managing Human Resources (HR). 

While larger organisations typically have dedicated HR teams, many SMEs attempt to handle HR matters internally, often underestimating the value of professional HR advice. This can result in missed benefits and expose the business to considerable risks.

One major benefit of engaging professional HR services is ensuring compliance with complex and evolving employment laws. Without professional guidance, SMEs may unintentionally violate regulations, leading to legal disputes and costly penalties (Compton, 2017). This is particularly relevant within Australia due to the high level of complexity in workplace laws Nationally and across States. HR advisors help businesses remain compliant, reducing these risks.

Professional HR ensures employees are properly compensated and that cost-effective employee benefits are provided. These benefits, which don’t necessarily have to be expensive—such as flexible working arrangements or wellness programs—play a critical role in improving employee retention and engagement (Ulrich & Brockbank, 2017).

Professional HR advisors excel in identifying and selecting the best providers for payroll, recruitment, and training services. They ensure SMEs do not overpay for these services and that they are delivered to the required HR standards. This saves the business money while guaranteeing that outsourced functions meet operational and compliance needs.

HR professionals ensure that the company’s HR policies and procedures are specifically tailored and balances its operations and employee needs. Generic policies may not be effective or relevant to a business's specific requirements, whereas customised policies developed by HR professionals help enhance efficiency and mitigate employment related risks.

HR professionals can identify leadership development and training needs, allowing businesses to upskill employees and foster internal growth. This contributes to a more professional, engaged, and productive workforce, improving overall business performance.

Conversely, managing HR without professional assistance introduces risks. Inefficient recruitment processes can lead to mismatched hires, increased turnover, and higher recruitment costs (Cascio, 2018). Additionally, internal conflicts can escalate without expert mediation, and poorly developed HR policies can expose the company to compliance risks and demotivate staff.

In conclusion, while SMEs may try to save costs by managing HR internally, the long term risks such as breaches of workplace laws, overpaying for services, ineffective policies, and poor employee engagement, often outweigh the savings. Professional HR advice ensures legal compliance, financial efficiency, the right balance between operational and employee needs, operational success, and setting the business up for sustainable growth.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References
Cascio, W. F. (2018). *Managing human resources*. McGraw-Hill Education.
Compton, R. L. (2017). *Human resource management*. Cengage Learning Australia.
Ulrich, D., & Brockbank, W. (2017). *The HR value proposition*. Harvard Business Review Press.
]]>Fri, 04 Oct 2024 11:09:14 +1000<![CDATA[Resenteeism in the Workplace: Understanding and Addressing the Growing Issue]]>https://www.linqhr.com/blogs/post/resenteeism-in-the-workplace-understanding-and-addressing-the-growing-issueResenteeism is an emerging workplace phenomenon where employees stay in their roles despite feeling disengaged and resentful, leading to diminished productivity and a negative organisational culture.]]>
Resenteeism is an emerging workplace phenomenon where employees stay in their roles despite feeling disengaged and resentful, leading to diminished productivity and a negative organisational culture. Unlike absenteeism, where employees physically remove themselves from work, resenteeism occurs when workers are present but mentally and emotionally checked out.

The Rise of Resenteeism
In today’s workplace, factors such as economic uncertainty, or lack of job mobility and burnout contribute to the rise of resenteeism. Employees may feel trapped in their roles, unable to seek better opportunities or afraid of the consequences of leaving, resulting in simmering frustration and resentment. This can be particularly detrimental to organisations as it affects morale, collaboration, and performance (Hinds, 2023). Colleagues rather than supervisors are sometimes the first to notice when this is occurring.

Impact on Organisations
Resenteeism has far-reaching effects on an organisation. Disengaged employees may fulfil their basic duties but lack motivation to contribute beyond the minimum. This leads to decreased innovation, collaboration, and overall efficiency. Moreover, a workplace rife with resenteeism can become toxic, spreading dissatisfaction and negatively impacting team dynamics (HRM Online, 2023).

Addressing Resenteeism
To combat resenteeism, organisations must focus on creating a positive and supportive workplace culture. Open communication and creating an environment of trust is key, allowing employees to express concerns and feel heard. Leaders should also prioritise employee development, offering opportunities for growth and career progression. According to Hinds (2023), addressing the underlying causes of employee dissatisfaction, such as a lack of recognition or worklife balance, is crucial to reducing feelings of resentment.

Finally, fostering a culture of transparency and ensuring alignment between employees’ personal values and the organisation’s mission can help reengage disillusioned workers. By addressing the root causes of resenteeism, organisations can restore a sense of purpose and motivation within their teams.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References
Hinds, M. (2023). Are we barrelling towards a period of organisational ennui? HRM Online. Available at: https://www.hrmonline.com.au/organisational-enablement/are-we-barrelling-towards-a-period-of-organisational-ennui
]]>Thu, 19 Sep 2024 13:13:54 +1000<![CDATA[The Importance of High Employee Engagement in the Supply Chain Industry]]>https://www.linqhr.com/blogs/post/the-importance-of-high-employee-engagement-in-the-supply-chain-industry1Employee engagement is especially critical across the supply chain industry, where operational efficiency and accuracy directly impact business outcomes.]]>
Employee engagement is especially critical across the supply chain industry, where operational efficiency and accuracy directly impact business outcomes. 

In this fast paced and highly competitive sector, organisations with engaged employees often enjoy improved productivity, reduced turnover, and enhanced customer satisfaction.

1. Boosting Productivity and Efficiency
A highly engaged workforce is more likely to be productive and focused on their tasks, which is vital for maintaining seamless operations in the supply chain. Employees who are committed to their roles will go the extra mile to ensure that deadlines are met, and customer expectations are exceeded. According to Gallup (2021), organisations with high employee engagement see a 17% increase in productivity, a key factor in the supply chain industry where every second counts.

2. Enhancing Accuracy and Reducing Errors
Engaged employees tend to be more diligent and focused on quality. In supply chain operations, where minor errors can lead to significant delays or financial loss, this is crucial. Research by the Chartered Institute of Logistics and Transport (CILT, 2022) shows that engaged employees are more attentive to detail, leading to fewer mistakes in inventory management, order fulfilment, and shipping processes.

3. Reducing Turnover and Associated Costs
High turnover rates can be costly for supply chain businesses, disrupting operations and increasing recruitment and training expenses. Engaged employees are less likely to leave their jobs, which not only reduces turnover but also ensures that companies retain valuable skills and experience (Australian Human Resources Institute, 2022). This stability is essential for maintaining the consistency and reliability that supply chain operations demand.

So achieving high levels of employee engagement in the supply chain industry can lead to enhanced productivity, improved accuracy, and reduced turnover. 

Some key areas you can focus on include open and transparent communications, recognition and rewards, grow opportunities,  leadership support and alignment with the organisations values. By focusing on these elements leaders can create a more efficient and resilient supply chain.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References
Australian Human Resources Institute. (2022). The impact of engagement on turnover in high-demand industries.  AHRI.
Chartered Institute of Logistics and Transport. (2022). Employee engagement and operational efficiency in supply chain management. CILT.
Gallup. (2021). The effects of employee engagement on organisational performance. Gallop.
]]>Thu, 19 Sep 2024 12:01:32 +1000<![CDATA[ The High Costs of Neglecting a Proper Induction Program for New Employees]]>https://www.linqhr.com/blogs/post/the-high-costs-of-neglecting-a-proper-induction-program-for-new-employeesThe 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.]]>
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 1300234566.

References:
1. Society for Human Resource Management (SHRM). "Employee Turnover." Retrieved from [SHRM](https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/keepingthelidon.aspx)
2. 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/)
3. Aberdeen Group. "Onboarding Benchmark Report: Technology Drivers Help Improve the New Hire Experience." Retrieved from [Aberdeen Group](https://www.aberdeen.com/research/6074/6074-RR-onboarding-benchmark-report.aspx)
4. Australian Institute of Management (AIM). "The Importance of Employee Onboarding." Retrieved from [AIM](https://www.aim.com.au/blog/importance-employee-onboarding).
5. Gallup. "State of the American Workplace." Retrieved from [Gallup](https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx)
6. 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)
7. HRM Online. "Employer Branding: Attracting the Best Talent." Retrieved from [HRM Online](https://www.hrmonline.com.au/section/featured/employer-branding-attracting-best-talent/)
]]>Fri, 14 Jun 2024 11:41:44 +1000<![CDATA[Unravelling the Challenges: Why Expats Return Home Early from Overseas Assignments]]>https://www.linqhr.com/blogs/post/unravelling-the-challenges-why-expats-return-home-early-from-overseas-assignmentsHR Leader in their article regarding Why Expats Return Home Early from Overseas Assignments point out some very relevant points those considering an overseas assignment should consider.]]>

HR Leader in their article Why Expats Return Home Early from Overseas Assignments point out some very relevant points for those considering an overseas assignment should consider. Having experienced numerous overseas assignments across the globe these points all resonate. Here is a summary of those points outlined by HR Leader:


In the fast-paced global business landscape, the allure of international assignments can be captivating for professionals seeking career growth. However, a significant number of expatriates find themselves returning home earlier than expected, prompting an exploration into the underlying reasons behind these failed assignments.


Understanding the Dynamics: International assignments often promise exciting opportunities for personal and professional development. However, a multitude of factors can contribute to their premature termination. The story sheds light on the various challenges faced by expats, unravelling the complexities that lead to their early return.


Cultural Misalignment: One prominent factor identified in the article is the struggle with cultural differences. Expatriates may encounter difficulties in adapting to a new cultural milieu, impacting their ability to integrate into both professional and social spheres. This misalignment can result in a sense of isolation, ultimately influencing the decision to cut short the assignment.


Professional Support and Integration: The level of professional support provided to expats plays a crucial role in their success overseas. Organisations that invest in comprehensive onboarding programs, language training, and cultural orientation are more likely to witness successful international assignments. The article emphasises the importance of proactive measures by employers to facilitate a smoother transition for their employees.


Family Considerations: Family dynamics are a pivotal factor in an expat's decision-making process. The story explores how family-related challenges, such as spousal dissatisfaction, children's adjustment issues, and overall family well-being, contribute to the premature termination of assignments. Employers are encouraged to address family concerns as part of their support structure.


Strategies for Success: While challenges are inevitable, the article concludes with insights on strategies that organisations can adopt to enhance the success of international assignments. This includes continuous communication, mentorship programs, and fostering a supportive work environment.


In summary, the story delves into the complex web of factors contributing to the early return of expatriates from overseas assignments. By understanding these challenges, employers can proactively implement measures to create an environment conducive to the success of international assignments, and potential assignees can anticipate the challenges which could be faced during an assignment.


Read the full article here and share with your HR/People department and anyone you know who may be considering an overseas assignment  https://www.hrleader.com.au/business/25040-failed-assignments-why-do-so-many-expats-come-home-early 


Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566


]]>Wed, 14 Feb 2024 09:52:42 +1100<![CDATA[Don't Overcook your Workforce Planning]]>https://www.linqhr.com/blogs/post/don-t-overcook-your-workforce-planning

Workforce planning, even if kept basic, goes a long way towards making sure you have the right resources, with the right skills, in the right roles at the right time.


Overly in-depth workforce planning can fail as there are so many real time factors which it cannot anticipate. For example, multiple level resignations in the same department or function where  internal  successors are depleted, employees personal preferences can change suddenly based on opportunities they never foresaw which are now visible to them,  company mergers and acquisitions where new employees are available to fill future roles.


Start simply with identifying critical roles - those roles if they become vacant will have a significant operational or financial impact for your organisation. If it is found that there are no suitable successors available internally then decide whether to identify and start preparing someone internally or identify where affordable candidates may exist in the external labour market as a future resource.


Next can be key roles - those roles which are important to have consistently filled and which may require some specific level of education, a particular skill set, prior experience or exposures. 


Remember that plans are never static and need to be continually reviewed and adjusted as your people and organisation develops. 


If workforce planning is  supported with individual career plans then you will be in an envious position where employees will feel valued and your organisation having the best chance for smooth people transitions.


Finally, keeping workforce planning basic and regular can deliver more relevant resourcing options at the time of need.


Linq HR are specialists in Employment, Career and Vendor Selection. Ph 1300234566.


]]>Fri, 14 Apr 2023 15:02:08 +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-australiaA few tips and ideas which may help companies not only survive but also accelerate out of a tight labour market in Australia.]]>
There is no hiding from the recent headlines that there is a general shortage of workers at most levels. 

This is particularly no surprise for those managing current open roles and who have been searching for sometime. 

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

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. The number one reason employees leave companies is usually because of the lack of development opportunities. This can be 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. 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 even through an employment agency.
  • 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. Focus particularly on employees with 2-4 years of tenure as these are the employees most likely to leave.
  • 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.

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 are Australian employment specialists who can assist with any aspect of employment. Ph 1300234566.

]]>Tue, 31 Jan 2023 22:14:48 +1100<![CDATA[Adapting to Remote Working During a Pandemic]]>https://www.linqhr.com/blogs/post/Adopting-to-Remote-Working-During-a-PandemicAdapting to ‘Remote Working’ During a Pandemic.]]>
The morning alarm rings, you rush breakfast then head to work for your regular weekly 9 am team meeting. This is what many of us became accustomed to but expectations, relationships, and boundaries from this pre-pandemic world are now vastly different. 

Covid-19 has posed significant changes in many areas of our lives including for many working remotely is the new normal that we have had to adapt to.


Change is never easy. Change of any kind is generally seen as a stressor, it brings a lack of control, order, and the comfort of predictability. Covid-19 has displaced our ‘normal’ lives completely, and with social distancing regulations, work lives have dramatically changed too [1].


Working remotely may sound advantageous but is not always ideal when practiced and poses a unique set of challenges for HR professionals and business leaders to consider. While some prefer working remotely, such as from home, some are finding it difficult to adapt. 

Here we briefly explore some potential ramifications if the right levels of remote working support isn't provided and offer some interventions to consider.


Factors Affecting Turnover Intentions


Increased employee turnover can cost organisations millions in lost time and resources and is certainly a factor to be avoided. High career adaptability allows employees to adjust to major career changes effectively, the key distinction being whether employees are choosing to adapt to their current work situation or a new job.


A study conducted in April 2021 [2] found that when employees showed high career adaptability paired with high work social support, they showed lower turnover intentions. However, when employees showed high career adaptability and low work social support, they demonstrated higher turnover intentions. The risk of low work social support can be heightened during extended remote working arrangements and doesn’t come with any natural solution.


Providing Social Support


Increasing social support is paramount to boosting employee motivation, productivity, and job satisfaction. The two most important forms of social support have been identified as supervisor support and co-worker support [3]. 


Support from supervisors includes offering assignments that help employees build new skills, offering their time to assist employees in developing career goals, and providing access to training and performance feedback. Support from co-workers includes career guidance and information, training that facilitates skill development, and workplace friendships.


Social Support Whilst Working Remotely


Working remotely has removed a lot of social contact from our lives but there are still ways to implement social support online. Adapting how social support is provided may reduce work-related stress and increase career satisfaction [4].


Implementing regularly scheduled one-on-one meetings between employees and supervisors can allow a safe space for employees to share their concerns and be heard, giving  a chance to maintain relationships and provide the required support and feedback. Understanding the needs of a team can influence key training and work allocation decisions. Team brainstorming sessions, individual and group training can all take place online.


Encouraging non-work-related team activities online can be a great bonding exercise too, such as Friday happy hours, a group workout session, or games.


Focusing on implementing social support initiatives may prove to be the way forward in engaging employees and allowing them to feel supported through these uncertain times.


So finally, next time you decide to look for a new HR service provider then call Linq HR for assistance at 1300234566 or complete an online enquiry form and a Linq HR Broker will contact you.


Footnotes:


[1] https://www.sciencedirect.com/science/article/pii/S0001879120300592 


[2] https://www.sciencedirect.com/science/article/pii/S0278431921000189 


[3] https://link.springer.com/article/10.1007/s10869-009-9145-x 


[4] https://www.pwc.com/us/en/library/covid-19/how-to-stay-connected-working-remotely.html 



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