Susan Matthews

How are you tackling the challenges of engaging and retaining your highly-skilled workforce? At Connetics, we understand that our success hinges on the dedication and satisfaction of our #people. That's why we are committed to creating an environment where our team feels valued, motivated, and supported. #Engagement and #Retention: we recognize that balancing our workforce to meet the greatest immediate needs - whether in prospecting, winning, or delivering work - is key to maintaining high levels of engagement and retention. By shifting capabilities within the company and leveraging transferable skills, we ensure that our employees are always aligned with the most critical tasks. #Upskilling and #Reskilling: The need to rebalance our workforce in the short term presents a unique opportunity to build capacity for upskilling and reskilling. This is critical for our long-term success, particularly in the face of technological advancements and the evolving requirements of our electricity distribution network in response to the decarbonization of the economy. By investing in cross-skilling and upskilling opportunities now, we prepare our employees to adapt to future challenges and opportunities. #Wellbeing and #MentalHealth: our approach is centered on improving the work environment, as we have more influence over this than external or individual factors. We focus on ensuring our people have a good day at work by providing opportunities to engage in tasks they find rewarding. For us, this means delivering #energysolutions that contribute to building a #cleaner and #brighterfuture for our #communities. By fostering a supportive and inclusive workplace that ensures people have a good day at work, we help our employees by creating a reinforcing loop between lifting individual wellbeing and productivity. At Connetics, we believe that by prioritizing engagement, skills development, and wellbeing, we can build a resilient and motivated workforce ready to tackle the #challenges of the #future. #allwaysconneticing

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This weekend, I achieved something I never thought possible—not by running a marathon or setting a personal record at the gym—but by celebrating my daughter’s 1st birthday! 🎉 Keeping this little one happy and healthy has been the hardest, yet most fulfilling, journey of my life. (And yes, I now consider managing a meltdown over the wrong snack an extreme sport.) Over the past year, I’ve learned lessons that apply not only to parenting but also to being a good manager: 1. Clear and thoughtful communication is essential (even if you’re negotiating with a tiny human who thinks “no” is the only word in their vocabulary). 2. Mistakes are the quickest way to grow (like that time I thought bedtime could actually be “quick”). 3. Persistence pays off—keep going, no matter what (even when you’ve read the same bedtime story 10 times in a row). 4. Celebrate the small wins (like surviving a diaper change without a major incident). 5. Lead by example (because someone is always watching…and repeating your every word). 6. I can’t do it alone—just like at work, teamwork is key! At home, my wife is my number 1 team member, and I couldn’t do it without her. Here’s to the next chapter of parenthood and all the joys (and surprises) it will bring! #ProudDad #1stBirthday #Grateful #WorkLifeBalance #FamilyFirst #missrachaelforpresident

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Navigating Tough Times: Lessons from a Wellington Café Wandering through central Wellington today, my colleague and I were on the hunt for a late lunch. We couldn’t help but notice how prices have crept up lately (seriously, $12 for a pie?!). Determined to find something reasonable, I turned to Google Maps and discovered a small café/bakery with an impressive 4.8 rating. Intrigued, we decided to give it a try. As I was picking up a sausage roll, the lovely lady behind the counter offered me a deal—two for the price of one! Knowing me, you’ll understand how much I appreciate a good bargain (hmu if you want any food recommendations!). But the day got even better when she suggested insisted I grab the last pie from the cabinet too. Feeling a bit guilty for clearing out her stock for less than the price of a 6-inch sub, I went back to buy a coffee to support her business. This experience got me thinking about the current economic challenges in Wellington, with government job cuts and redundancies across the private sector. It’s a tough time for businesses and professionals alike. But the café's approach reminded me of the power of offering value upfront—a concept we often see in the Freemium SaaS model. By providing something of value at no or low cost, businesses can build trust and loyalty, encouraging repeat customers and word-of-mouth promotion. In a time when many are tightening their belts, it's worth considering how small gestures and upfront value can make a lasting impact. This café certainly earned a loyal customer today, and it's a reminder that even in tough times, there are ways to support each other and build connections. #SupportLocal

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Ok, so I am not sure how many of you know this but...... ❗The Employment Rights Bill will increase Employer obligations to take ALL reasonable steps to prevent harassment. ✅As you will no doubt be aware, 26 October 2024 saw the introduction of increased obligations on Employers to take all reasonable steps to prevent sexual harassment. ❗Now, there is no set date for the introduction of these obligations around all types of harassment but if I were to place a bet it will be introduced sooner rather than later in 2025. 🤔Why do I think this? Well, it is not much of a step beyond the principals employers and business owners should be adapting now regarding the prevention of sexual harassment. ✅It seems that there may be a published checklist of what ALL the reasonable steps will be, but expectations are that it will cover: 📌Updated policies which are regularly reviewed 📌Risk Assessments 📌Training for all employees and additional awareness for managers on how to handle complaints 📌Clear signposting to confidential reporting procedures 📌Ensuring 3rd parties are aware of Harassment Policies and anti harassment stance 😄So, seeing as its Black Friday I have a an offer on my Toolkit for the prevention of sexual harassment. Why not get ahead of the game? Th e kit easy to adapt to cover all harassment and/or if you haven't taken any action on the October 2024 increased obligations. Christmas is only around the corner - the risk assessments are just twitching, waiting to be used. Christmas is rife with sexual harassment risk: The Christmas Party, The Office Awards and Secret Santa can provide many an opportunity for incidents of sexual harassment...... ✅It has all of the above 📌 and more in one handy pack - the training slides focus on discrimination and harassment in the workplace, with an added emphasis on sexual harassment. You get updated policies, videos for employees and managers plus a risk assessment that is easy to tailor your own business ✅It can be used by employers, business owners and HR professionals who just don't have the time to compile all the stuff required. 💷💷The price of this toolkit has been slashed from £199 to £120 (no VAT to pay) for one day only!! If you want one please DM me or contact [email protected] TODAY to get hold of one! #IncreasedEmployerObligations #Harassment #SexualHarassment #Discrimination #EmploymentLaw #HRCommunity #HRDirectors #HRConsultants #HRManagers #BusinessOwners #Employers #CEOs #MDs #SmallBusinessHR #HRSupport #Founders #StartUps

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💛 R U OK? a question that is not asked enough in our day to day lives. The happiest people can hide an injured soul; The strongest people can get tired from trying to stay strong. Be sure to check in on family, friends, colleagues or even a person you cross paths with. You never know who is struggling. Let's start conversations and be there for each other 💛 #RUOK #depression #suicideprevention #help #support #assistance

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What is negative leave, and can my employees take it? As an employer in Australia, managing employee leave entitlements can be a complex task, especially when dealing with situations where employees have taken more leave than they have accrued. This is known as 'negative leave'.   While negative leave is not explicitly addressed in the Fair Work Act 2009 ('the Act'), it is a common practice that many employers and employees have adopted to accommodate unforeseen circumstances or personal emergencies. This article explains how you can manage employees with a negative leave balance or those who are looking to take negative leave. ASSISTANCE Information provided in this post is general only and it does not constitute legal advice and should not be relied upon as such. HRGS provides no warranty as to its accuracy, reliability, or completeness. Before taking any course of action related to this post you should make your own inquiries and seek independent advice (including the appropriate legal advice) on whether it is suitable for your circumstances.   Our HR Advice Service is here to help businesses manage their workplace and compliance issues. Employers requiring assistance, support, and guidance, please call us at 1300 46 47 47 or visit us at www.hrgs.com.au.   #hrgsbusinesspartner #hrgsnews #hrgshelp #hrgsadvice #hrgsconsulting

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Taking Risks - Consulting/Coaching/Supervision I wear all three hats, not at the same time and yet I know in my role as a consultant my training as a coach and supervisor will shape how I consult and it does. Quotes from my stakeholder "Never worked or met anyone like you" Quotes from one of my interviews "You sound like a maverick" Yes, I don't work in the usual way and yet I aware of my own shortcomings. I know that I will not be everyone's cup of tea. I share this with those work with in terms of how I can be: - Honest - Reliable - Good quality of work - Excellent communicator - Compassionate/empathetic (to a point) Other ways I can be challenging: - Telling it how it is - Challenging the thinking and ways of working - Holding myself and others accountable - Naming things that others don't want to name. - Balancing the need to focus in the human process as well as the task. Yes I do hesitate, I have doubts and sometimes I hold them to take the risks. Sometimes they land and other times they don't. I do contract for this and how I show up and I can dial it back (though I prefer not to!) #weekendthoughts #reflections #hr #coaching #Consulting #change #organisationdevelopment #orgdesign

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Launceston HR Networking is back. Tag your HR leaders, people leaders and colleagues. Thursday 30th May DuCane Launceston 4.30pm onwards - stay as long as you can. Ticket link in comments. #hrnetworking #launcestonhrevent #axiarecruitment #connectingcommunity

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Have you recently heard a friend or family member refer to their work environment as toxic? Here, we discuss best practice return-to-work strategies and examine why toxic behaviour continues in Australian workplaces when employers focus more on organisational culture than ever before. Read the details here: https://lnkd.in/g-g-7xGn #WorkplaceCulture #HR #Recruitment

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Whenever the going gets tough, we remember why we started, and the stories shared over lunch yesterday reinforce that this (recruitment, staffing & talent acquisition) is a purposeful profession. The spirit of connection, constructive collaboration and capacity building is alive and well in Kirikiriroa Hamilton, with our local and in-person version of the Kiwi Collab, co-hosted by Moana Bywater, RCSA (AMRANZ Association of Medical Recruiters Australia New Zealand) Member representative. Nāu te rourou, nāku te rourou, ka ora ai te iwi translated as with your food basket and my food basket the people will thrive. This whakatauki (Māori proverb) highlights the importance of community, collaboration and a strengths-based approach. It acknowledges that everybody has something to offer, a piece of the puzzle, and by working together we can all flourish. At RCSA Australia and New Zealand we're all about growing community, connection and capability and investing in our future - will you join us? #recruitment #talentacquisition #staffing #Hamilton 📷 Unfiltered, but not entirely accurate! Next time I'll get a better pic so I won't have to replace the background, yet spoilt for choice with loads of awesome outdoor spaces! And the people are definitely real 😁

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I’m talking ‘Career Pages’ on Drive by Friday this week and trust me, I’m not trying to do myself out of a job. I often see company career pages that are lacking information, don’t inspire and quite frankly are darn right dreadful to navigate.   Talent is visiting your site to learn what it’s like to work at your company and in most cases will decide whether to apply or not apply. Ask yourself the question - what do they see when they visit your site? Let’s unveil the power of company career pages!   #careers #careerpages #hiring #jobopportunities #recruitment #hr #jobsearch #employerbranding #companyculture #careerdevelopment https://lnkd.in/gRZg6ksT

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Just had a candidate tell me I'm the only recruiter she's met in the last few months since moving to Melbourne (of which there were several) who asked for our meeting to be held in person. Maybe I'm old fashioned but just because we can meet someone virtually, I don't necessarily think that should be the automatic approach in the first instance. In recruitment, fees aren't small. I think we're doing both our candidates and our clients a disjustice by having an automatic virtual first meeting as the standard way of operating. We're charging clients because we're supposed to be identifying cultural, technical and capability fit. It might be quicker, more convenient and less invasive but you lose such a huge part of the interaction when meeting for the first time through a video call. You can only make that first impression once. Recruitment is a people driven industry - lose too much of your humanity and you'll be easily forgotten and obviously replaced. If you don't believe me, think back to the first five candidates (or clients) you ever met in person. Then try to remember the first five you met virtually and then try to tell me that both ways of meeting with people are equal. We've evolved to be social beings (yes, even you, the introvert) and so much of how we understand one another comes from our ability to physically interact. In essence that's what you're charging your client for; for your assessment on that individual in relation to their need, culture and work environment. Let's not race to the bottom on how quickly we can expedite that process and lean back into the human touch which cannot and will not ever be automated. #recruitment #candidateexperience

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What are the Flexible Working Policies that really work, and how flexible are they?   Research with over 300 Australian executives reveals a demand for leaders who possess not only a vision for the future but also interpersonal acumen and leadership influence to navigate the hybrid workplace.    If you’re interested in leading more effectively in a hybrid world, I’d recommend attending CEDA - Committee for Economic Development of Australia’s livestream event on Workforce Capabilities to lead in a Hybrid World with the panel discussion facilitated by our own Dr Marcele De Sanctis.   This panel discussion will explore the core of 'future capability' and its significance for cultivating a high-performance hybrid culture. Hear which capabilities are most prized by Australian leaders in a hybrid world. Learn how to recruit for, develop, and anticipate these capabilities in your workplace and understand the steps to shape a future-capable workforce culture that connects beyond borders.   Moderated by Dr Marcele De Sanctis, Managing Partner of Future Leadership, hear from an expert panel featuring leading organisations BUPA, Metro Trains and Yarra Valley Water providing insights into the most important leadership capabilities to create connection, alignment, and innovation.   More information on this event including the panellists can be found in the comments section. This livestream is free for CEDA members, so we encourage you to register using your CEDA account. #HybridWorking #FutureOfWork #FlexibleWorking

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I am pleased to announce that I am running a short course in conjunction with Australian HR Institute (AHRI) - for those interested in boosting their enterprise bargaining skills. This is a practical workshop where you will learn how to plan, prepare, and execute a successful bargaining process with confidence. Gain a robust bargaining framework as well as, key tools and expert tips to achieve your bargaining objectives and build positive relationships with your stakeholders. This course will help you navigate the legal, strategic, and communication aspects of bargaining with more confidence and skill. Book your place here. #enterprisebargaining #industrialrelations

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📖 Lunchtime reading 📖 It's been four years since the onset of Covid-19, and at the recent The Australian Financial Review Workforce Summit, attendees were asked to raise their hands if they thought hybrid work was here to stay. Then, they were asked to keep their hand up if they thought their company had nailed its approach to hybrid working. Unsurprisingly, most hands went down when asked that second question. Despite being in 2024, there remains a lack of consensus on this topic. Also, Perth has had the highest office occupancy rates in Q3 2023 and Q4 2023, which is interesting to reflect on. As a Recruiter, this is a key part of the negotiation process along with employee benefits to sign an employment contract, and I wanted to share this article with my network and hear your thoughts on the topic. What are your experiences and thoughts on hybrid work? I'd love to hear your reflections! Article - https://lnkd.in/g-4QrGKK Alex Da Silva, CA Craig Youngson #HybridWork #WorkforceTrends

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In setting up as an independent HR Consultant, an important aspect I've learned is to always ask the question❓, and never to assume 🤔. 🪪 Are you aware of the Right to Work Checks (and changes to)? 📂 Changes to Visas & Licences? 🍧 What's the latest rules on Annual Leave Entitltment & Holiday Pay? 👯 Does it matter if I call my team workers or employees? 🤼 (YES) 🤰🏼 Can redundancy happen when an employee is Pregnant or on Maternity Leave? 🍼 (POTENTIALLY YES - ATM) 🤒 How do you calculate holiday when an employee returns from Mat Leave, Long-term Sickness, or when leaving? McGin-Lee HR Ltd can help you with all of this and more... Think you know the answers but want to be sure - let us help... And that first meeting is free, so our advice is to use it wisely! And there's no strings or tricks - we'll happily help. And then you may well want to get an HR Healthcheck - again why wouldn't you, when it's complimentary (addressing any issues will incur a fee, but you'd likely expect that, right?!). So, call, email, or send a note in the DMs - we're here for it!

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Want 40 top tips to Unlock Potential in individuals, teams and organisations? Then get your hands on Edition 3 of Cappfinity's Skills Series. Practical, useable actions you can take TODAY to start unlocking your own and others' potential. Link in the comments!

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Supporting employees with chronic illnesses isn’t just a legal obligation - it’s the right thing to do. As leaders, we need to create flexible, understanding workplaces where everyone can thrive. Let’s train our managers, accept reasonable requests, and make necessary adjustments to ensure no one is left behind. A compassionate approach isn’t just good for employees, it strengthens the entire team. 💪 🙏 #Leadership #Inclusion #WorkplaceWellbeing #WoodfordeGroup

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Making the leap from HR to a Chief People Officer role is a journey that requires not just strategic thinking but also a strong grasp of the bigger business picture. This article highlights five key steps to help HR professionals take that next big career step: Get to Know the Business: Immerse yourself in the wider business to ensure HR strategies are in tune with the company’s goals. Grow as a Leader: Develop leadership skills that reach beyond HR, enabling you to influence across the organisation. Nurture Strategic Relationships: Build solid connections with key players, especially within the C-suite, to drive meaningful change. Boost Your Financial Savvy: Sharpen your financial knowledge to make informed, data-driven decisions. Be a Champion of Culture and Change: Lead efforts that shape the company culture and manage change effectively. Whether you're aiming to lead HR or expand your leadership toolkit, these insights are invaluable. #HRLeadership #ChiefPeopleOfficer #CareerGrowth #HRTransformation #LeadershipJourney

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