Find Grow Keep

In this episode, Karen Kirton explores how social media can be a powerful tool for attracting top talent and building a strong employer brand. With recruitment becoming increasingly competitive, businesses must go beyond traditional job ads and engage potential candidates where they spend their time online.

In today’s episode, you will learn about:

• The current job market landscape – Why job ads have increased by over 50% since pre-pandemic levels, while applications per ad have declined.
• Why social media matters in recruitment – How platforms like LinkedIn, Facebook, Instagram, TikTok, and Reddit can help you connect with potential employees.
• Defining your employer brand – Quick strategies to identify what makes your company unique as a workplace, including insights from employees and hiring conversations.
• Types of content to share – How to showcase company culture through video testimonials, employee quotes, staff promotions, behind-the-scenes content, and highlights from workplace events.
• Balancing job ads with employer branding – Why your social media strategy should focus on what makes your business a great place to work rather than just promoting open positions.
• Capturing and nurturing candidates – Simple ways to build a talent pipeline and stay in touch with interested candidates, even when you’re not actively hiring.

Karen provides practical strategies for leveraging social media to position your company as an employer of choice, helping you attract, engage, and retain top talent in today’s competitive job market.

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In this episode, Karen Kirton explores why change management is one of the most challenging aspects of leadership and why it often scores poorly in staff satisfaction surveys. While communication is a critical part of managing change, it is only one piece of the puzzle—a successful transition requires a structured approach that considers human psychology and workplace dynamics.

In today’s episode, you will learn about:

• The psychology of change and negative bias – Why humans naturally focus on losses rather than gains, and how this impacts workplace transitions.
• The change curve and emotional reactions – How employees move through denial, resistance, acceptance, and integration, and why each phase affects performance.
• Common mistakes businesses make in change management – Including poor planning, lack of consultation, and underestimating employee concerns.
• A structured change management process – How to prepare, plan, and execute change while involving employees in meaningful ways.
• The role of leadership and middle managers – Why equipping managers with the right communication and support strategies can prevent resistance and improve adoption.
• Measuring success and rewarding contributions – How to track progress, sustain momentum, and ensure changes are embedded in the long term.

Karen provides a practical framework for managing change effectively, reducing resistance, and increasing acceptance so that transitions are smoother, faster, and more successful.

Make sure to subscribe to stay updated with new releases every second Monday!

Visit Amplify HR for more insights and resources. 

Free download: Unlock Business Growth Through Your People

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Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

In this episode, Karen Kirton explores the complexities of salary increases, particularly in a year impacted by rising inflation, competitive labor markets, and Fair Work Commission wage decisions. As businesses navigate financial constraints while trying to retain talent, it’s crucial to take a structured approach to salary reviews and communicate effectively with employees.

In today’s episode, you will learn about:

• The impact of inflation and wage decisions on salary reviews – How rising costs and Fair Work’s mandated increases affect businesses and employee expectations.
• Understanding award coverage and compliance – Why businesses must determine if roles fall under modern awards, and how to ensure salary structures align with legal requirements.
• How to assess market competitiveness – The importance of benchmarking salaries using industry data and job boards to stay competitive in today’s labor market.
• Developing a clear communication strategy – How to explain salary decisions to employees transparently to prevent dissatisfaction and potential turnover.
• Proactive planning for future salary increases – Why businesses should start factoring in higher salary budgets for the next financial year to stay ahead of market shifts.

Karen provides practical steps for employers to navigate salary reviews strategically, ensuring compliance, competitiveness, and effective employee retention.

Do you have a salary review strategy?

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 Visit Amplify HR for more insights and resources.

Also Mentioned in This Episode:
Paying fair - do you have a transparent pay policy?
Episode 15

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Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

In this episode, Karen Kirton explores the pitfalls of informal interviews and why relying on casual conversations over coffee often leads to poor hiring decisions. While small businesses may prefer a flexible approach to recruitment, structured interviews provide a much stronger foundation for selecting the right candidate.

In today’s episode, you will learn about:

• The flaws of informal interviews – How bias, impression management, and psychological tendencies (like the need for affiliation and proximity effect) can lead to inaccurate hiring decisions.
• Why structured interviews are more effective – How asking consistent, well-thought-out questions reduces bias, provides better comparisons between candidates, and ensures you hire based on skills rather than likability.
• How structured interviews uncover real capability – Why behavioral-based interview techniques make it harder for candidates to fake responses and provide a clearer picture of their experience.
• The importance of training interviewers – How to equip hiring managers with the right skills to conduct effective interviews, listen actively, and minimize unconscious bias.
• How structured interviews improve hiring outcomes – Why they lead to better job fit, increase candidate confidence in the role, and reduce costly turnover.

Karen shares practical insights on transitioning from informal hiring practices to a structured approach, ensuring businesses make informed decisions and secure the best talent.

Make sure to subscribe to stay updated with new releases every second Monday!

 Visit Amplify HR for more insights and resources. 

 Free download: Hire right: Making your business a people magnet - Amplify HR

 Also Mentioned in This Episode:
Recruiting right - use psychometrics to find great people
Episode 17

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Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

What is a healthy level of employee turnover? And how does your business measure up? Monitoring employee turnover is one of the easiest, and most informative, metrics to track.

In this episode, Karen Kirton dives into the critical topic of employee turnover, discussing why it's essential to measure, what constitutes a good turnover rate, and how to manage it effectively. Karen explains the direct and indirect costs associated with turnover and provides practical advice for calculating and interpreting your company's turnover rate.

In today’s episode, you will learn about:

-> The significance of employee turnover as a key business metric and its impact on both costs and workplace culture.

-> Detailed guidance on how to calculate employee turnover and what the resulting percentage indicates about your business health.

-> The factors influencing the cost of turnover, including the role type, tenure of the employee, and the associated recruitment, training, and productivity losses.

-> Insights into what is considered a healthy turnover rate across different industries and company sizes, and how to assess what rate is ideal for your business.

-> Strategies for reducing turnover by enhancing workplace conditions, providing clear career paths, and ensuring effective management practices.

-> The importance of distinguishing between different types of turnover, such as voluntary resignations and terminations, to better understand underlying issues.

This episode provides valuable insights for business leaders looking to minimize turnover and its associated costs while enhancing their company’s ability to retain top talent.

Make sure to subscribe to stay updated with new releases every second Monday!
 
 Visit Amplify HR for more insights and resources. 

  Free download: Unlock Business Growth Through Your People

Send us Fan Mail

Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

In this episode, Karen Kirton explores the relevance of Employee of the Month programs and whether they still serve as effective recognition tools in the modern workplace. While they remain popular, particularly in retail and office environments, their effectiveness depends on execution.

In today’s episode, you will learn about:

• The pros of Employee of the Month programs – Why they are simple to implement, provide social proof, and can motivate employees who enjoy public recognition.
• The cons and challenges – How they can lead to perceptions of favoritism, become meaningless if overly structured, and fail to recognize individual preferences.
• The importance of recognition – Studies show that two-thirds of employees would quit if they felt unappreciated, making employee recognition essential for retention.
• Alternatives to traditional Employee of the Month programs – Using peer-to-peer recognition tools, tracking recognition records to ensure fairness, and focusing on behaviors and values alongside performance.
• The impact of financial incentives – Insights from research on whether adding monetary rewards enhances or diminishes the effectiveness of recognition programs.

Karen discusses why traditional Employee of the Month programs may be outdated and suggests alternative approaches that foster specific, personal, timely, and differentiated recognition—key elements for motivating employees effectively.

Make sure to subscribe to stay updated with new releases every second Monday!

Visit Amplify HR for more insights and resources. 

Free download: Unlock Business Growth Through Your People

Also Mentioned in This Episode:
Do your employees know you appreciate them?
Episode 13

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Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

In this episode, Karen Kirton discusses the impact of losing a top employee and how business owners can navigate this challenge. Whether due to career growth, personal circumstances, or better opportunities, handling the situation effectively—both reactively and proactively—can help minimize disruption and improve retention.

In today’s episode, you will learn about:

• Immediate steps to take when a key employee resigns – How to assess whether the departure is salvageable and what conversations to have to explore retention options.
• Why staying connected matters – How keeping in touch with departing employees can create opportunities for them to return as boomerang employees.
• Managing team morale – Strategies for communicating the departure positively and ensuring remaining employees feel reassured and engaged.
• The importance of exit interviews – How gathering feedback from departing employees can provide insights to improve retention strategies.
• Long-term solutions to prevent future losses – Exploring options like share plans, profit-sharing, leadership development, and career growth opportunities to retain top talent.

This episode provides a practical framework for business owners looking to handle employee departures effectively while strengthening their organization’s ability to retain key staff.

Has your best employee quit? 

Make sure to subscribe to stay updated with new releases every second Monday!

We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! 

Send us Fan Mail

Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

In this episode, Karen Kirton explores the five stages of team development, a widely used framework by Tuckman and Jensen that helps teams understand how they evolve over time. Whether you're onboarding new employees, forming a project team, or managing team changes, knowing how to guide your team through these stages will increase productivity, collaboration, and engagement.

Key Takeaways from This Episode:

• Why self-assessment is a critical first step before diving into team development. Using tools like HBDI (Whole Brain Thinking), DISC, or Character Strengths Assessments can help team members better understand themselves and their colleagues.
• An overview of the 5 Stages of Team Development:
  • Forming: The initial stage where employees are getting to know each other, defining goals, and understanding their roles.
  • Storming: The phase where conflicts may arise as different working styles and expectations emerge.
  • Norming: When the team begins to collaborate effectively, establish routines, and build trust.
  • Performing: The ideal stage where teams operate independently and efficiently, with minimal supervision.
  • Adjourning: Recognizing when teams disband or transition, ensuring proper communication, celebration, and planning for what’s next.
• Why most teams cycle between forming and storming, especially when new members join or roles change, and how to move through these stages more effectively.
• The importance of structured onboarding and offboarding processes, including team charters, goal setting, and recognition strategies to help employees integrate successfully.
• How psychological safety impacts each stage, and why creating an environment where employees feel comfortable speaking up is crucial for team success.
• How to use team-building exercises and self-awareness tools to help employees work better together, avoiding groupthink and ensuring diverse perspectives are valued.

Actionable Steps from This Episode:

1. Review your onboarding and offboarding processes. Do they support employees through team transitions effectively?
2. Consider implementing self-assessment tools (HBDI, DISC, or others) to enhance collaboration and communication.
3. Evaluate your team’s current stage – are they stuck in forming/storming? How can you help them progress to norming and performing?
4. Support managers in guiding their teams through these transitions, ensuring they have the tools and strategies needed for success.

By understanding and applying the Stages of Team Development, you can reduce dysfunction, enhance collaboration, and create a thriving workplace culture.

Make sure to subscribe to stay updated with new releases every second Monday!
 
 Visit Amplify HR for more insights and resources. 

Free download: Unlock Business Growth Through Your People

Send us Fan Mail

Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

In this episode, Karen Kirton explores how to implement structured feedback in your organization—not just through formal performance reviews, but in everyday interactions that shape engagement and productivity. Research consistently shows that employees crave regular, constructive feedback, yet many organizations struggle to create a culture where feedback is both consistent and meaningful.

In today’s episode, you will learn about:

• Why structured feedback is crucial, with studies showing that highly engaged employees receive feedback at least once a week.
• Why feedback doesn’t happen consistently, including the common discomfort managers feel when giving both negative and positive feedback.
• The science behind receiving feedback, including the concept of the amygdala hijack, where negative feedback triggers the same pain response in the brain as physical injury.
• How to structure effective feedback using the SIA model (Situation, Impact, Action), with practical examples for giving both constructive and positive feedback.
• How to reduce defensive reactions by priming employees before delivering difficult feedback, using permissive language such as, “I have some feedback that may be hard to hear—is now a good time?”.
• The importance of balancing positive and negative feedback, ensuring employees feel valued and recognized, rather than disengaged or demotivated.
• How vague praise (“great job!”) is ineffective, and why specific, meaningful recognition leads to higher engagement and performance.
• Recommended resources to improve feedback culture, including books such as Radical Candor, Fierce Conversations, and Dare to Lead, each offering a structured approach to enhancing feedback in the workplace.

This episode provides practical strategies for leaders and business owners looking to create a workplace culture where structured feedback leads to higher engagement, productivity, and retention.

Make sure to subscribe to stay updated with new releases every Monday!

We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! 

Send us Fan Mail

Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/ 

In this episode, Karen Kirton explores what happens when managers avoid people management responsibilities—whether they openly dislike managing people or simply shy away from difficult conversations. Many organizations promote technical experts into management roles without giving them the skills or mindset shift needed to succeed as leaders, leading to disengagement, dysfunction, and conflict within teams.

In today’s episode, you will learn about:

• Why some managers struggle with people management, particularly in technical fields like IT, engineering, and finance.
• The dangers of having disengaged people managers, including unresolved conflicts, employee turnover, and reduced productivity.
• How poor managers shift HR responsibilities, forcing HR to handle performance management and difficult conversations, which weakens the manager’s credibility and disengages employees.
• Why leadership is about managing people first, and why a great manager isn’t just a technical expert but a strong communicator and team leader.
• How to address the issue through: 
  1. Setting clear expectations—ensuring that leadership responsibilities are a non-negotiable part of any management role.
  2. Managing behaviors, not just results—even high performers need accountability for how they lead.
  3. Developing leadership skills—investing in emotional intelligence training, coaching, and leadership development.
  4. Having honest conversations—helping managers decide whether leadership is truly the right fit for them.
  5. Restructuring if necessary—removing ineffective people managers from leadership roles while retaining their technical expertise.

This episode provides a practical approach for business owners and leaders to ensure that management roles are filled with capable, engaged leaders who foster a productive and positive workplace culture.

Do you have people managers who don’t like managing people? 

Make sure to subscribe to stay updated with new releases every Monday!

We’d love your feedback on this series, just head on over to amplifyhr.com.au or connect with Karen on LinkedIn! 

Send us Fan Mail

Download our free guide, “Getting Stuff Done Through Your People,” giving you the tools to build a culture where people take ownership, goals get achieved, and results follow.

https://www.amplifyhr.com.au/downloadable/getting-stuff-done-through-your-people/