Are your people showing signs of being COVID-weary? Are you finding your employee engagement programs are no longer the wellbeing booster for people that they used to be?  Are there whispers and signs of an exodus of employees but you’re not sure what to do about it?

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The holiday season is a time when it's common to see random acts of kindness and breathtaking displays of humanity at its finest inspired by the season to be merry. Yet conversely, it is a time that we see increased levels of anxiety, depression, loneliness, hunger, domestic violence and mental illness. As a result of this, many Australians await the holidays with bated breath.

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Even those of us who are happy at work will say there are still stressors nonetheless – constant change, too few staff, and strained workplace relationships to name just a few. And then there are the challenges in our personal life as well!

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It’s not enough for an organisation to say it values diversity in the workplace. To be a diverse and inclusive employer, changes need to occur in the recruitment process. “Glassdoor” found that 67% of job seekers use diversity as an important factor when considering companies and job offers.

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Recruiting and attracting a workforce has changed dramatically, especially in the last 18 months; it is no longer a simple case of “if you have a job, you will fill the position”. COVID has seen closed borders, stunted immigration, and a hesitancy of candidates re job movement.  The Procurement and Logistic sector have been impacted like so many other sectors.

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We’ve all heard the term, or even experienced a little dose of micro-management, you may have even been guilty of it yourself! It is easy to point the finger at a perceived micro-manager and label them as an aggressive, power-hungry monster. However, the psychology behind this behaviour is much more complex and can put even us ordinary folk at risk of micro-managing behaviour.

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