We will grow your Managers capabilities to better manage & coach their teams.

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Investing in the training and development of your team is essential and leads to better retention, engagement and employee upskilling. A proactive approach and commitment to building the knowledge and capabilities of your team will reap obvious rewards for your business.

We provide a range of tailored education sessions, where we will raise your Managers capabilities to better manage and coach their teams - so they can attract, engage and retain the best people for your business.

Employee Engagement Survey

Conducting an Employee Engagement Survey is a valuable way of gathering insight into what’s important to your team, how they are feeling and what motivates them.

By undertaking this process, you provide a confidential platform for your team to openly and honestly share their thoughts and feedback about their work environment.

As a result of the survey, you will be able to develop and implement strategies to increase your team’s engagement & motivation and identify development needs to assist with individual and organisational growth.

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Manager Training & Education

We provide a range of tailored education sessions, where we will raise your Managers capabilities to better manage and coach their teams - so they can attract, engage and retain the best people for your business.

Our specialist trainers will provide your business with personalised workshops aimed to both challenge and engage your teams. Sessions are designed to ensure participants achieve the required level of knowledge and understanding, whilst providing practical guides in how this information can be applied in the workplace.

We provide the following tailored education sessions:

  • Equal Opportunity, Diversity & Inclusion
  • Being An Effective Coach
  • Conducting Effective Performance Appraisals
  • Managing Performance, Warnings & Terminations
  • Recruitment & Onboarding Workshop
  • Employment Policy Education

 

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Recently, there has been a significant number of high profile cases of bullying and harassment play out in the public arena. In each case, public discussions raise the important point - what was being done to prevent this inappropriate behaviour from occurring.

Respect in the Workplace is a well-rounded training program that has been developed to provide your team with the skills and knowledge required to create a positive workplace culture, where employees feel safe, valued and respected.

Our experienced, qualified trainers will deliver personalised training programs designed to ensure participants achieve the required level of knowledge and understanding, while providing practical guides in how this information can be applied in the workplace.

Learning Outcomes

Participants will be able to:

  • Detect and deter inappropriate workplace practices
  • Manage complex and sensitive matters surrounding workplace diversity
  • Effectively implement and monitor workplace policies
  • Conduct investigations and effectively deal with employee complaints
  • Manage underperforming employees without being accused of bullying & harassment
  • Ensure your organisation is compliant and not at risk of Fair Work or WorkCover claims
  • Create and promote a diverse and inclusive workplace culture

For more information please download the Training Overview >> DOWNLOAD

Creating an environment that cultivates real time, regular feedback to your employees, helps to motivate employees and encourage a productive and effective team, which is able to achieve the business results you need.

In the busyness of work, we can sometimes neglect to take time to acknowledge a job well done. Equally, we may sometimes avoid giving developmental (or constructive) feedback to an employee because it’s ‘just too hard’.

Learning Outcomes

  • Build confidence and capability of People Managers to provide real time feedback
  • Understand the importance of building trust and rapport
  • Capability to use a 4-stage feedback model for constructive and reinforcing feedback
  • Be able to implement the practical feedback model immediately in the workplace
  • Ability to deal with objections when giving feedback
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Whatever process you have in place to provide a formal ‘touch base’ with employees, it is crucial that your Managers and employees trust the process, understand it and proactively participate in it. 

Empowering employees to own and drive their total performance and on-going development provides benefits to both the individual and the business as a whole. Equipping your Managers with the know-how to facilitate meaningful conversations ensures the success of any review discussions.

Learning Outcomes

  • Building confidence and capability of People Managers to conduct effective performance review discussions
  • Highlighting the important preparation needs for both Managers and employees
  • Building capability of all parties to encourage 2-way dialogue in the performance review discussions
  • Ensuring there is a continued focus on development and a plan to address these needs

We advocate for getting things right from the start to avoid any performance management matters down the track. Having clear Job Descriptions to ensure role clarity and ensuring all employees have a clear understanding of expectation in terms of deliverables (or KPIs), means you can coach and support your employees to deliver the outcomes your business needs.

But what if things don’t go to plan. Understanding how to manage performance (or behaviours) that aren’t aligned to expectations, is essential to ensure you can effectively undertake a performance management process. If you do need to terminate an employee, ensuring a fair, due and legally compliant process is critical to avoid any potential unfair dismissal claims.

Learning Outcomes

  • Providing your Managers with the skills to write Job Descriptions
  • Understanding the need to create KPIs that are SMART (Specific, Measureable, Attainable, Relevant, Time-bound)
  • Understanding the importance of setting performance and behaviour expectations from the start of the employment relationship
  • Having the tools to manage performance, if informal coaching has not resulted in required standards of performance and/ or behaviour
  • Understanding legal risks and to minimise risk of unfair dismissal to the business
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Hiring the ‘right’ person to join your team is critical. You have to do it, but you don’t have the time, confidence or tools to make sure it’s an effective process. Understanding the importance of a sound and robust process and having the tools to undertake this means you can ensure you select the right person for the right job.

Commencing the employment relationship with your new hire, means you can set them up to be successful right form the start. A thorough Induction Process gives your new team member the best path to ‘hit the ground running’ and to be able to add value to your business sooner.

Learning Outcomes

  • Understanding the value and importance of sound recruitment practice
  • Ensuring you understand what you can and can’t ask in an interview
  • To increase your understanding of the role you play in the process and the value of involving other internal stakeholders
  • Increase your confidence and capability to make effective hiring decisions
  • To ensure you have the tools to get ‘the right person, in the right role at the right time’
  • Understanding the need to hire for behaviours and to train skills
  • To be equipped to set your new hire up to succeed through an effective on-boarding process

Having Employment Policies in place is one thing. Ensuring your whole team understands and can be guided by your workplace policies is another. Bringing often-large policy documents to life is essential to ensure transparency, equality and increased understanding by the whole team.

Educating your team on your workplace policies means all employees and Managers know their rights and responsibilities as well as the business’ legal obligations. Educating your team also provides you with an opportunity to share and celebrate the range of benefits that you provide your team.

Learning Outcomes

  • Employees understand their entitlements and are clear in their responsibilities
  • Everyone is clear on the business’ legal obligations
  • Understanding the process and consequences for breaching your policies
  • Ensuring equality of application of policies to all employees
  • Promoting inclusiveness, fairness an equity in the workplace
 

The Survey Will Cover

  • Organisation Strategy & Direction
  • Communication
  • Culture
  • Job Satisfaction
  • Teamwork
  • Employee Enablement
  • Leadership Capability
  • Equal Opportunity & Diversity
  • Work-Life Balance
  • Learning & Development
  • Pay & Benefits


Contact us to discuss the Evans Faull Employee Engagement Survey 

Speak To An HR Advisor ›

 

Process

1. Define & Develop Survey
  • Define goals & set parameters
  • Develop survey questions
2. Administer Survey
  • Develop communications to go to your team
  • Administer and coordinate the on-line survey
  • Follow up with participants to increase response rate
3. Survey Analysis & Reporting
  • Analyse response data
  • Identify trends and summarise results in report
  • Identify recommendations for future initiatives
4. Present Survey Results
  • Present findings to management team to discuss results and recommendations

 

Find out how our we can help your business with our specialist HR services


Speak To An HR Advisor ›