Linq HR - Blogs (Information) #teamsLinq HR - Blogs (Information) #teamshttps://www.linqhr.com/blogs/tag/teamsFri, 08 May 2026 03:52:10 +1000http://zoho.com/sites/<![CDATA[Receiving Feedback at Work]]>https://www.linqhr.com/blogs/post/receiving-feedback-at-workThere are generally two ways feedback is received at work - either you openly seek it or it is given to you anyhow formally or informally. Being open t ]]>

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


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 mind-set and are anticipating receiving other people's comments and observations.


On the other hand, when feedback is given formally or informally it can be welcomed, or maybe put you straight on the defensive. So how can you become more receptive to receiving feedback? Well 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 everybody needs to receive constructive feedback, formally or informally. Seek constant feedback from people you trust and respect.


Remember the way you react to feedback can override the feedback messages themself. 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.


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


]]>Fri, 01 Sep 2023 14:14:25 +1000<![CDATA[Does a High Performance Culture Lead to Higher Performing Employees Or the Other Way Around?]]>https://www.linqhr.com/blogs/post/does-a-high-performance-culture-lead-to-higher-performing-employees-or-the-other-way-aroundMost businesses feel they can perform better. But to do this is it as simple as creating a high performance culture or quicker just to hire in high performers.]]>

Most businesses feel they can perform better. But to do this is it as simple as creating a high-performance work culture, resulting in higher performing employees? Or conversely, is it an easier path just to hire high performing employees who are ready to tackle any project or challenge that ultimately creates your high-performance culture?


What is High Performance Culture?

High performance culture is related to a high performance workplace where the employees are motivated and productive. Many factors contribute towards this, such as support from the company, having the necessary resources, and feeling aligned with the values of the company. Ultimately, seeing the greater good or outcome of the work they are doing can contribute towards a high-performance culture.


So does a High Performance Culture Lead to Higher Performing Employees... Or the Other Way Around?

Companies without a high performance culture will likely start to wonder whether they should focus on their culture to engage higher performing employees or simply work on hiring high-performance employees and the culture will subsequently improve.


There is no one right approach to this question. It’s highly dependent on the type of people already in your organisation, the timeline for needing to improve, and of course cost.


Changing culture can take a lot longer than hiring in a string of high performers. Hiring a string of high performers can be expensive and may not necessarily guarantee longer term overall higher performance.


As early as 1997, McKinsey shared that getting the best people into businesses could create better workplaces; this was known as the ‘War for Talent’. However, this approach didn’t necessarily work out always as planned, as profitability for some companies dropped off despite them successfully hiring top talent.


Research by HBR considered the possibility of shared values leading to higher-performing teams, so there is some support to the theory that higher performance can be evolved from within the existing workplace.


So, how will you support your workplace toward becoming more productive? By planning and focussing on building a high performance culture or by focussing on hiring in high performing talent expecting overall business performance will subsequently improve.


Linq HR are HR specialists who assist organisations define their HR needs, source the right HR suppliers and solutions, and benchmark performance.

]]>Wed, 29 Sep 2021 17:16:48 +1000<![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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