Business Toolbox: HR

I’m an electrical contractor – how should I manage my employees?

Managing people is a key part of any business – but it can be one of the most difficult aspects of the job. We put your questions to our experts!

Our HR Expert:

Karla Orth, Scope & Sequence Consulting, says:

Q: Do I have to give my staff time off over Christmas? We need to be on call. Karla Orth, Scope & Sequence Consulting, says: As a small business owner in the electrical industry, balancing the need for staff availability over Christmas with legal obligations can be challenging. Under Australian employment law, the answer to whether you need to give your staff time off depends on a few key factors: public holidays, Modern Awards, and employment contracts.

Public holidays

Christmas Day and Boxing Day are national public holidays. Under the National Employment Standards (NES), employees are entitled to have these days off. However, if your staff are required to work on these days, they must be paid penalty rates, as outlined in the Electrical, Electronic, and Communications Contracting Award. The award also sets out rules regarding minimum call-out periods for on-call employees.

Annual leave

If your business shuts down over Christmas, you can generally require your employees to take annual leave, provided you give the required notice (typically four weeks). For on-call staff, it’s important to clarify availability expectations and ensure they are properly compensated during this period.

Communication is key

The best approach is to openly communicate with your staff about Christmas scheduling as early as possible. Discuss who will be required to be on call and negotiate mutually agreeable solutions. This not only ensures compliance with employment laws, but helps to maintain a positive work environment during the holiday period.

While you may need your staff on call over Christmas, ensuring you’re meeting legal requirements and keeping communication open with your team will help you navigate this period smoothly.

Our HR Expert:

Jess Gleeson, Founder and HR Consultant at Becoming HR, says:

Q: What are the best ways to measure employee satisfaction and performance? Jess Gleeson, Founder and HR Consultant at Becoming HR, says: Want to know if your team is firing on all cylinders? Understanding employee satisfaction and performance is crucial for any business, especially in the fast-paced world of trades.

Talk to your team

Regular check-ins, whether formal or informal, are essential. These conversations provide a direct line to your team’s thoughts and feelings. Are they passionate about their work, or do they seem burnt out? Do they feel valued and supported? Honest feedback is priceless.

Observe your team’s behaviour

Pay close attention to how your team interacts and performs. Are they consistently on time and engaged? Do they collaborate effectively and support each other? A positive and supportive work environment is essential for job satisfaction and productivity.

Leverage key performance indicators (KPIs)

While numbers aren’t everything, they can provide valuable data. Monitor metrics like attendance, productivity levels, and turnover rates. These numbers can highlight trends and potential problem areas. However, use KPIs as a complement to other methods, not as the sole measure of success.

Conduct satisfaction surveys

Gathering feedback through surveys can provide insights into what your team likes and dislikes about their jobs. Ask about their work environment, workload, and opportunities for growth. Anonymous surveys can encourage honest responses.

Recognise and reward achievements

A simple “thanks, mate” can go a long way. Publicly acknowledging employees’ contributions boosts morale and motivation. Consider rewards or incentives for outstanding performance.

Remember, a happy and engaged workforce is more productive, loyal, and committed. Investing in your team’s wellbeing is an investment in your business’s success. By combining these strategies, you can create a positive work environment and achieve your business goals.