As the new financial year kicks off in Australia, Karen Kirton explores a crucial factor that can make or break your business goals: the effectiveness of your middle managers. Often caught between strategic direction and operational execution, middle managers can become the "frozen middle" — disconnected, overwhelmed, and under-supported.

In this episode, Karen shares how to engage, empower, and elevate your middle managers so they can help drive your organisation’s success in the year ahead.

In today’s episode, you will learn:

• What the "frozen middle" is – Why middle managers often feel left out of strategic planning and how this disconnect hinders organisational progress.
• The burnout problem – Citing Indeed’s 2023 Wellbeing Report, Karen highlights how over 50% of middle managers are stressed or burnt out, leading to inefficiency and disengagement.
• The communication gap – Why you need to take your middle managers on the same strategic journey as your senior leadership team—and how to do that effectively.
• The mindset shift – How to help managers understand their vital role as leaders, not just individual contributors juggling 130% workloads.
• Development matters – What leadership development could look like for your business, and how regular, low-lift training sessions can keep middle managers energised and aligned.
• The one-thing-a-month rule – Encouraging self-driven learning through simple activities like podcasts, articles, or networking to broaden perspectives and reduce overwhelm.

Karen's call to action:
Include middle manager support in your business planning for the new financial year. Get their feedback, understand their pain points, and implement communication, mindset, and development strategies to unlock their full potential.

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 Amplify HR or connect with Karen on LinkedIn.

Send us a text

Get our free eBook packed with practical strategies to attract, engage, and retain top talent. Perfect for business owners and leaders focused on building a thriving team. Download it at amplifyhr.com.au/downloadable/find-grow-keep

We discuss the importance of performance reviews for enhancing employee performance. As businesses evolve, a consistent approach to performance management becomes crucial, focusing on ongoing development and aligning team goals with business objectives. Tune in for insights on effective performance management strategies.

Send us a text

Get our free eBook packed with practical strategies to attract, engage, and retain top talent. Perfect for business owners and leaders focused on building a thriving team. Download it at amplifyhr.com.au/downloadable/find-grow-keep

As performance review season rolls around, Karen Kirton takes a deep dive into the psychology of motivation to uncover what truly drives employee performance. Drawing on research in organisational behaviour and human psychology, she shares eight key motivators and offers practical tips for how managers can tap into each one to inspire their teams.

In today’s episode, you will learn:

• 1. Autonomy
  Employees perform better when they have the freedom to control how they complete their work. Karen suggests ways managers can provide autonomy—like letting employees draft their own goals or determine how to achieve a set outcome.
• 2. Mastery
  Developing skills in areas employees care about increases engagement. Support mastery through professional development, strengths-based coaching, and career conversations that align with growth.
• 3. Purpose
  People are more motivated when they understand how their work connects to a bigger purpose. Karen advises businesses to create a clear, one-line purpose statement and regularly link roles and values to that purpose.
• 4. Recognition
  Frequent, genuine acknowledgement of effort and achievement boosts motivation. Build recognition into your one-on-ones and consider informal or formal reward programs.
• 5. Rewards
  Both intrinsic (personal growth) and extrinsic (bonuses) rewards matter. Ensure your remuneration and benefits structure is well-communicated and valued as part of your employee experience.
• 6. Relationships
  Strong social connections at work enhance performance. Karen encourages creating space for collaboration and team bonding through social activities and inclusive meeting practices.
• 7. Progress
  Seeing progress toward a goal is a strong motivator. Help your team set clear milestones, use scorecards or dashboards, and celebrate small wins along the way.
• 8. Security
  Stability and job security reduce anxiety and enable better performance. Managers should communicate direction, avoid performance-related redundancies, and foster a culture of trust.

Karen wraps up with a reminder that each individual is motivated differently. When managers actively tune in to what drives each team member, they’re far more likely to create a workplace that is engaged, productive, and high performing.

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

Visit Amplify HR for more insights and resources. 

Send us a text

Get our free eBook packed with practical strategies to attract, engage, and retain top talent. Perfect for business owners and leaders focused on building a thriving team. Download it at amplifyhr.com.au/downloadable/find-grow-keep

As the end of the financial year approaches in Australia, Karen Kirton breaks down the current research and forecasts for small to medium-sized businesses, with a strong focus on how these trends impact people, culture, and business strategy. She identifies seven major trends that business leaders should be aware of to successfully navigate the year ahead.

In today’s episode, you will learn:

• 1. Balancing optimism with recession readiness
  While many businesses are optimistic about economic recovery, there’s still concern about a potential recession. Karen explains how retaining great people and avoiding knee-jerk redundancies can help businesses stay resilient through economic uncertainty.
• 2. Cybersecurity is a people problem, not just a tech one
  Cyber risks remain a top concern, and most breaches are caused by human error. Regular employee training and creating a culture of cybersecurity awareness are essential.
• 3. AI isn’t just for big businesses
  With every tool and platform adding AI capabilities, SMEs must embrace it to stay efficient and competitive. Waiting too long could leave businesses behind, just like the early days of social media.
• 4. Compliance isn’t optional
  With constant regulatory changes—especially in employment law—businesses need to stay up to date to avoid major legal and financial risks. Karen urges leaders to lean on their accountants and HR advisors for support.
• 5. Cost control through innovation
  Cutting costs doesn’t just mean slashing expenses—it’s about process improvement, automation, and encouraging teams to find smarter ways to deliver value.
• 6. Investing in growth, even in tough times
  Many businesses are planning to invest in staff training and marketing, even with economic pressure. Staying competitive means continuing to grow, not standing still.
• 7. People are still your greatest asset
  Retention and development of employees is key. Businesses that struggled during COVID now recognise the importance of having the right people in place to grow sustainably and navigate uncertainty.

Karen wraps up by encouraging business owners to reflect on these trends and share their own experiences. Staying intentional about people and culture is key to weathering economic pressures—and thriving on the other side.

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

Visit Amplify HR for more insights and resources. 

Send us a text

Get our free eBook packed with practical strategies to attract, engage, and retain top talent. Perfect for business owners and leaders focused on building a thriving team. Download it at amplifyhr.com.au/downloadable/find-grow-keep

In this episode, Karen Kirton breaks down one of the top three challenges leaders face—how to effectively manage and reward performance. While it seems simple in theory, many businesses struggle with it in practice. Karen shares seven key reasons why performance management can go wrong and offers practical solutions to overcome them.

In today’s episode, you will learn:

• The right manager matters.
  Many managers are promoted based on technical skills, not leadership capability. Without the right preparation and ongoing development, performance management is likely to fall flat.
• “I don’t have time” is not a valid excuse.
  Karen reframes this as a matter of prioritisation and asks leaders to reflect on why they’re avoiding performance conversations—whether it’s fear, lack of skill, or poor systems.
• Lack of know-how is a major barrier.
  Setting goals, giving feedback, and recognising performance all require training and support. Too many managers simply haven’t been shown how.
• Culture influences everything.
  If performance and recognition aren’t embedded in the company culture, managers may fear being the “odd one out” or even face accusations of micromanagement or bullying.
• Feedback is a skill—practice it.
  Performance management starts with effective, ongoing feedback. Leaders need to be trained in both giving and receiving feedback constructively and consistently.
• Managers need support too.
  HR (internal or outsourced) should regularly check in with managers, helping them coach their teams and make performance management a regular part of their leadership rhythm.
• Sometimes, it’s the wrong fit.
  If a manager consistently avoids the people stuff—even with training and support—it may be time to reassess their role in the business. Karen dives deeper into this topic in Episode 32.

Karen reminds us that great managers aren’t born—they’re developed. But they must also be willing to step up and take accountability for their people’s success.

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 Amplify HR or connect with Karen on LinkedIn.

Send us a text

Get our free eBook packed with practical strategies to attract, engage, and retain top talent. Perfect for business owners and leaders focused on building a thriving team. Download it at amplifyhr.com.au/downloadable/find-grow-keep

In this episode, Karen Kirton challenges the myth that only artists or musicians are creative—and explores how creativity is essential for every workplace, not just “creative” industries. Drawing on insights from innovation leaders and global research, she explains how cultivating creativity in your team can drive innovation, efficiency, and long-term success.

In today’s episode, you will learn:

• Creativity is for everyone.
  Karen explains how most of us lose our belief in our own creativity as we grow older, but that creative thinking isn’t limited to art—it’s about solving problems, generating new ideas, and challenging how things have always been done.
• Creativity fuels innovation.
  She breaks down the difference between creativity (thinking in new ways) and innovation (turning those ideas into action)—and why you need both to grow your business.
• Workplace culture matters.
  Fostering creativity means creating an environment where people feel psychologically safe, free to share ideas, and open to collaborating—even when not every idea will be used.
• Learn from innovative companies.
  Karen references the 2020 BCG Global Innovation Survey, highlighting that while tech giants like Apple and Amazon top the list, brands like Nike, Target, and Walmart also rank for innovation—proving that creativity applies in every industry.
• How to bring creativity into your team.
  Leaders can start by asking:
  – What makes companies in my industry innovative?
  – Do we create time and space for idea generation?
  – Do we reward curiosity and support experimentation?
  – How are we making collaboration and independence possible?

Karen encourages you to take action by researching innovative companies in your field and reflecting on how you can encourage curiosity, collaboration, and creative thinking to stay competitive in the long term.

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

Send us a text

Get our free eBook packed with practical strategies to attract, engage, and retain top talent. Perfect for business owners and leaders focused on building a thriving team. Download it at amplifyhr.com.au/downloadable/find-grow-keep

Not actually an episode, this is an invitation for you to join our free webinar in May! :) Register at amplifyhr.com.au 

In this episode, Karen Kirton explores whether company culture truly impacts business success—or if it’s just a corporate buzzword. Inspired by Adam Grant’s book Think Again, she dives into post-2020 research to “think again” about culture, productivity, and performance—and the results confirm what many leaders feel: a strong culture makes a big difference.

In today’s episode, you will learn:

• The research is clear: culture impacts performance.
  Studies since 2020 confirm that a positive company culture leads to higher productivity, employee engagement, and long-term success. Key ingredients? Teamwork, communication, shared values, and employee empowerment.
• There’s a massive disconnect between leaders and staff.
  While 92% of CEOs say they understand their company culture, only 50% of employees believe that’s true. Culture gaps hurt retention, trust, and morale—and they don’t fix themselves.
• Culture is intangible—but not unmeasurable.
  Karen outlines a 4-step practical exercise to audit your current culture, including comparing your perspective with your team’s and identifying the gaps between today and your desired future state.
• How to turn culture insights into action.
  She walks through how culture links to nearly every people-related process—recruitment, onboarding, communication, performance, and recognition—and how to align those to support the culture you want, not just the one you have.
• What to reflect on next.
  Karen encourages listeners to assess how well they’ve embedded values, enabled cross-functional teamwork, and empowered employees—and gives tips to create an action plan based on where you are today.

Whether your culture is thriving or needs some attention, this episode offers a grounded, research-backed look at why company culture matters—and how to shape it with intention.

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 a text

Get our free eBook packed with practical strategies to attract, engage, and retain top talent. Perfect for business owners and leaders focused on building a thriving team. Download it at amplifyhr.com.au/downloadable/find-grow-keep

In this episode, Karen Kirton is joined by Lachy Gray, Co-Founder and Managing Director of Yarno, a remote microlearning platform, to dive deeper into what accountability looks like in action inside a business. After exploring the theory in Episode 81, Karen brings in a business leader who’s built systems that make accountability and feedback part of the company’s DNA.

In today’s episode, you will learn:

• How Yarno creates role clarity with “job scorecards”
  Lachy shares how the team keeps role responsibilities visible and up to date, and how everyone has access to each other’s scorecards. They also empower team members to suggest structural changes to roles using a collaborative decision-making template.
• Why feedback is a foundational skill—not a one-off conversation
  Yarno has embedded a framework called Courageous Feedback and holds monthly team-wide roleplay sessions to practise both giving and receiving feedback. Lachy explains how the company has normalised feedback to the point that it’s just “how we communicate.”
• How psychological safety and transparency go hand-in-hand
  From openly sharing scorecards to coaching the team on vulnerability, Lachy shows how a culture of trust underpins high performance and accountability.
• The power of leading by example
  Lachy’s advice to other business owners? If you want a strong culture, you have to model the behaviour—consistently and intentionally.

Whether you’re a business leader looking to create more ownership on your team or a manager wanting to make feedback part of your team’s everyday language, this episode is packed with practical ideas and real-world insights.

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

Free download: Getting stuff done through your people - Amplify HR

Send us a text

Get our free eBook packed with practical strategies to attract, engage, and retain top talent. Perfect for business owners and leaders focused on building a thriving team. Download it at amplifyhr.com.au/downloadable/find-grow-keep

As retention and productivity remain top concerns for business leaders in 2024, Karen Kirton explores one of the foundational components for success—accountability. In this solo episode, she breaks down why accountability matters, common challenges to building a culture of ownership, and practical steps to make it part of your everyday business operations.

In today’s episode, you will learn:

• Why accountability is essential to business success
  It’s not just about making sure people are doing their jobs—it builds trust, improves decision-making, drives innovation, and supports a stronger, more engaged culture.
• The real cost of avoiding accountability
  From poor team morale to frustrated high-performers and leadership blind spots, Karen outlines what’s at stake when accountability is missing.
• Common roadblocks to accountability
  Lack of role clarity, insufficient feedback, fear of blame, poor training, and ineffective leadership all contribute to a lack of follow-through and underperformance.
• How to embed accountability in your culture
  Karen offers 5 actionable tips:
  1. Set clear expectations – Ensure roles and responsibilities are defined in up-to-date position descriptions.
  2. Provide regular feedback – Not just during annual reviews, but as part of daily conversations.
  3. Equip staff with the right tools and training – So they’re actually capable of delivering.
  4. Create psychological safety – Where people can own mistakes and speak up without fear.
  5. Lead by example – Accountability must start with leadership. If leaders aren’t walking the talk, no one else will.

This episode is a must-listen if you’re looking to create a high-performing team that stays aligned, motivated, and focused on what matters most.

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

 Free download: Getting stuff done through your people - Amplify HR

 Also Mentioned in This Episode:
How to Set Effective Goals for the new year
Mastering Personal Goal Setting

Episode 74
Episode 75

Send us a text

Get our free eBook packed with practical strategies to attract, engage, and retain top talent. Perfect for business owners and leaders focused on building a thriving team. Download it at amplifyhr.com.au/downloadable/find-grow-keep