With rising cost-of-living pressures, inflation, and ongoing salary demands, ensuring your employees feel fairly compensated is crucial. In this episode, Karen Kirton explores how businesses can navigate salary reviews, market benchmarking, and retention strategies when money is tight.

In today’s episode, you will learn:

• Why salary conversations matter – How transparency around pay decisions can improve engagement and retention.
• How to benchmark salaries – Where to find market data and how to balance external rates with internal fairness.
• The role of salary strategy – Why you need a structured pay review process to avoid the “squeaky wheel” effect.
• Alternatives to salary increases – How bonuses, incentives, and benefits can help smaller businesses remain competitive.
• How to handle salary negotiations – Why focusing on culture and long-term career opportunities can help retain staff, even if competitors offer more.

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

What’s your pay strategy? 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 answers the common leadership challenge: what happens when a team member doesn’t want to grow or develop? While growth and learning are key for retention, not every employee is looking for career progression. Karen explores strategies for both high performers who resist development and underperformers who reject training.

In today’s episode, you will learn:

• How to support high performers who don’t want to develop – Alternative ways to engage them in learning, such as buddy programs, mentoring, and knowledge sharing.
• Reframing development – Why training isn’t just about promotions and how to shift the mindset of employees resistant to learning.
• The impact of workplace change – Why staying stagnant isn’t an option in today’s fast-moving business world.
• When a manager refuses leadership training – Why a lack of engagement in development is a red flag and what to do if a leader won’t improve.
• Managing underperformers who won’t develop – How to incorporate development into performance improvement plans and set clear expectations.

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

Do you have an employee who resists development? We’d love your feedback on this series; just head on over to Amplify HR or connect with Karen on LinkedIn.

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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 explores what to do when a new hire isn’t meeting expectations and how to approach performance concerns during the probation period. She shares her own early career experience of being let go unexpectedly and highlights the importance of structured onboarding, clear expectations, and regular feedback to ensure a fair and transparent process.

In today’s episode, you will learn:

• Why onboarding matters – The importance of structured check-ins in the first few weeks and months to identify issues early.
• The mid-probation review process – How formal performance reviews at three months help align expectations and support needs.
• Setting clear expectations – Why open conversations help employees understand what’s required and provide a chance for improvement.
• Mitigating legal risks – The role of documentation and fair processes in reducing risk while also supporting ethical decision-making.
• The reality of job fit – Understanding that sometimes it’s not about competency, but company culture and job suitability.

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

Do you have a mid-probation review? We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn.

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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 shares key insights from a recent web event on retaining employees amid ongoing economic challenges and skill shortages. With job markets tightening, businesses need to invest in retention strategies to keep top talent engaged and motivated.

In today’s episode, you will learn:

• Why salary benchmarking matters – Ensuring fair and competitive pay prevents employees from leaving for higher salaries elsewhere.
• How to actively listen to employees – Setting up regular feedback mechanisms like staff surveys, one-on-ones, and engagement meetings to understand what truly matters to your team.
• Defining and reinforcing workplace culture – Clearly defining company values and expectations to attract and retain the right talent.
• The importance of manager training – Providing practical leadership development so managers can effectively support and engage employees.
• Flexible work arrangements – Establishing clear guidelines around remote work, work hours, and autonomy.
• Recognition and rewards programs – Implementing personalized and meaningful recognition that goes beyond standard Employee of the Month initiatives.
• Upskilling and career path development – Investing in employee growth opportunities to enhance retention and job satisfaction.
• Employee wellbeing initiatives – Supporting mental and financial wellbeing through Employee Assistance Programs (EAPs) and other proactive measures.

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:
Pros and cons of the employee of the month
8 easy, inexpensive tips for training employees in small business

Episode 36
Episode 48

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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 explores how to successfully promote someone into a management role, ensuring they have the right skills, support, and development to thrive. Many businesses make the mistake of promoting based on tenure or technical skills, rather than leadership potential. This episode provides a structured approach to avoid common pitfalls.

In today’s episode, you will learn:

• When to create a new management role – The rule of thumb is seven direct reports, but job type and complexity also matter.
• How to choose the right person – Technical excellence doesn’t equal leadership ability, and not everyone wants to manage people.
• The importance of pre-promotion development – Employees should receive leadership training before stepping into the role to build confidence and competence.
• Ongoing training and feedback – Management expectations are constantly evolving, and regular leadership development is crucial.
• Clarifying roles, responsibilities, and expectations – Ensuring new managers understand their authority, boundaries, and priorities to avoid confusion and resistance from employees.
• Managing expectations as a business owner – A second-in-command (2IC) is still an employee, not an owner, so it's essential to set realistic expectations.

By taking a structured and proactive approach, businesses can develop strong leaders, improve retention, and create a culture of effective management.

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

Have you promoted someone to a management role? 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 explores the concept of floating public holidays, where employees can swap a gazetted public holiday for a day that holds more personal significance. With Australia’s diverse workforce, many public holidays may not be relevant to all employees. This policy can help create a more inclusive workplace while also addressing practical payroll and operational considerations.

In today’s episode, you will learn:

• Why floating public holidays matter – Australia’s diverse workforce means many employees don’t observe traditional public holidays, such as Australia Day or Easter.
• Key considerations for implementing a floating holiday policy, including which holidays can be swapped, whether a reason is required, and how to track leave.
• Payroll implications and compliance – Public holidays are entitlements under the Fair Work Act, so businesses must ensure accurate leave tracking and pay adjustments.
• How floating public holidays support diversity & inclusion – This policy helps employees feel seen and valued, reinforcing a genuine commitment to workplace inclusion.
• Manager training and process clarity – Leaders must be equipped to approve requests fairly and understand cultural variations in holiday observance.

By implementing a structured, transparent approach, businesses can enhance employee engagement and workplace culture, while ensuring operational efficiency.

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

Does your organisation have floating public holidays? 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 explores why upskilling employees is essential for long-term business success, especially in response to skills shortages, automation, and evolving job requirements. Many small businesses assume that training and development are only for large companies, but Karen breaks down affordable, practical ways to invest in employee development, helping businesses retain key people, attract top talent, and stay competitive.

In today’s episode, you will learn:

1. Why Upskilling Is Critical for Business Viability

• The World Economic Forum reports that by 2025, 50% of employees will need re-skilling, and 40% of workers’ key skills will change in five years.
• Automation will increase, with 67% of jobs done by humans in 2022 predicted to drop to 53% by 2025.
• Soft skills are becoming more valuable—8 out of the top 10 future skills include critical thinking, creativity, and problem-solving.

2. How Upskilling Can Help Retain Key Employees

• Research shows that lack of development opportunities is one of the earliest warning signs of employee turnover—9 months before quitting, employees feel stalled in their professional growth.
• Larger companies are increasing their learning and development budgets, making it harder for small businesses to compete for talent.
• Companies that invest in training see better engagement, higher satisfaction, and stronger retention rates.

3. How Upskilling Helps Businesses Overcome Hiring Challenges

• The 2022 Population Statement predicts a smaller, older workforce, making hiring more difficult in the coming years.
• “Quiet hiring” is a growing trend—businesses upskill existing employees to fill skills gaps without hiring externally.
• Non-linear career paths are becoming more common—employers must focus more on a candidate’s ability to learn rather than past experience or degrees.

4. How to Upskill Employees Affordably in Small Businesses

Karen shares a case study of a tech-based company facing digital disruption:

• Developed a five-session training program (2–4 hours per session, spaced six weeks apart).
• Open to all employees, leading to 50% participation and stronger cross-functional collaboration.
• Focused on both soft skills (e.g., resilience, leadership) and organizational needs.
• Resulted in higher employee engagement and improved staff survey results.

Other low-cost upskilling strategies include:

• Personal development plans (setting one goal per quarter).
• On-the-job training, mentoring, and cross-training opportunities.
• Industry webinars, online courses, and in-house training programs.
• Using government grants and workforce development programs.

By prioritizing upskilling, small businesses can adapt to future workforce needs, retain key talent, and strengthen their hiring capabilities—without breaking the budget.

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

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 interviews Nathan Soti, Managing Director of Ethos 360 Recruitment, to discuss practical strategies for selecting the right candidates in a highly competitive job market. Following the last episode’s focus on employer branding with Jane Toohey, this episode shifts to effective hiring processes and candidate selection techniques.

With 90% of CEOs expecting staff shortages and unemployment rates at record lows, businesses need to refine their recruitment strategy to attract and select top talent without simply increasing salaries.

In today’s episode, you will learn:

1. Why Candidates Are Looking for New Roles

• Salary remains the #1 reason candidates change jobs, particularly in response to inflation and cost-of-living pressures.
• On average, changing jobs results in a 10% salary increase, while staying in the same role sees wage growth of less than 5%.
• Work-life balance and flexibility are now key factors—many candidates expect 2–3 days of remote work to help reduce commuting costs and improve family time.

2. How Employers Can Improve Selection and Hiring Decisions

• Don’t rush into a bad hire due to staffing shortages—desperation can lead to costly mistakes.
• Use practical testing to assess candidate skills: 
  • Provide a real-world work scenario or test to gauge problem-solving skills and technical abilities.
  • For sales roles, conduct a role-play exercise to test discovery questions and objection handling.
  • For technical roles, give candidates a task that mimics their daily responsibilities.
• Assess cultural fit by having a more informal, values-based discussion: 
  • Ask about personal values, interests, and work preferences.
  • Share insights into your company culture and team dynamics to build rapport.

3. Practical Tips for Recruiting

• Think beyond the interview:
  • Consider a short work trial where candidates can shadow a team member or experience a day in the role.
  • This helps both employer and candidate confirm if it’s the right fit.
• Leverage your company’s online presence:
  • Candidates research employers before applying—your LinkedIn, website, and social media should reflect your culture.
  • Create a “Meet the Team” section on your website to introduce potential hires to their future colleagues.
• Offer non-monetary incentives:
  • If you can’t compete on salary, highlight other perks like flexible hours, training, and career growth opportunities.
• Monitor recruitment success:
  • Track employee retention rates to see if changes in your hiring process lead to better long-term hires.

By enhancing both attraction and selection strategies, businesses can hire smarter, reduce turnover, and build stronger teams—all while avoiding costly salary wars.

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

How does your selection process work? We’d love your feedback on this series, just head on over to Amplify HR or connect with

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 interviews Jane Tui, Director of Outsource to Us, to discuss how marketing and branding play a crucial role in recruiting top talent. With 90% of CEOs expecting staff shortages and unemployment rates at historic lows, businesses need to stand out and be attractive to potential employees—not just customers.

In today’s episode, you will learn about:

• Why recruitment is more of a marketing exercise than an HR one
  • Candidates are no longer just applying for jobs—they’re researching potential employers.
  • Businesses that effectively tell their brand story attract both customers and high-quality employees.
• The importance of social media and online presence
  • Having a LinkedIn profile is essential, especially for founders and business owners, as candidates check profiles before applying.
  • Social media reluctance can be overcome by outsourcing or having a marketing team manage your presence.
• Practical steps to improve employer branding
  • Invest in a company culture video (if budget allows) to showcase what it’s like to work in your business.
  • Optimize your website so it can be found by potential employees searching for career opportunities.
  • Post engaging content on social media about your workplace culture, team achievements, and company events.
  • Leverage LinkedIn for recruitment—candidates will check your company page after seeing job ads.
  • Encourage employees to update their LinkedIn profiles with a consistent company header and description.
  • Promote your business on job boards and university career sites to reach new talent.
  • Use email marketing to share job openings—it's an easy way for people to forward opportunities to their networks.
• Industry trends and the future of recruitment
  • More than 60% of projected employment growth to 2026 will come from four industries: 
    • Healthcare & Social Assistance
    • Accommodation & Food Services
    • Professional, Scientific & Technical Services
    • Education & Training
  • 9 in 10 new jobs will require post-school education, reinforcing the need for businesses to upskill and retain staff.

By applying these marketing techniques, businesses can differentiate themselves in a highly competitive job market and attract top talent without relying solely on salary incentives.

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

Are you expecting staff shortages this year? 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

The economy is slowing. Now is the time to ensure your business is in the best position to weather the storm.

As we approach the end of January, the global economic mood hints at potential downturns reminiscent of past crises. This episode explores how businesses can thrive amid these challenges by focusing on robust people and culture strategies. With rising inflation, interest rates, and stagnant wages, it's crucial for your business to secure its core assets—your people.

What you'll discover in this episode:

-> Understanding the importance of a proactive approach to HR practices during economic slowdowns, emphasizing compliance, consistency, and clarity in your people strategies.

-> Practical advice on how you can strengthen your workplace culture and compliance to create a resilient and engaged workforce.

-> Insights into common HR compliance errors and how to avoid them, ensuring your business is well-prepared and legally sound.

-> Strategies for aligning your HR practices with your business goals, featuring real-life examples from businesses that have successfully navigated similar challenges.

-> A detailed exploration of building proactive people and culture processes, from soliciting employee feedback to implementing effective HR policies.

Join us as we delve into how your business can leverage HR excellence to not only survive but thrive in uncertain times

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

Also Mentioned in This Episode:
Episode 4

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