Hello and welcome to Episode 336 of The People Powered Business Podcast.

You made a call to your team on Monday. By Thursday, new information landed and you knew the original decision wasn't right anymore, but instead of fixing it, you sat on it for two days. You're worried that changing your mind will make you look weak, indecisive, like your team won't take you seriously next time you make a call. That fear is exactly what keeps business owners stuck on the wrong course for far longer than they should be, and it's costing more than anyone realises.

I keep seeing this play out with the business owners I work with, and it shows up two ways. Some get so paralysed by the fear of looking indecisive that they stay on a path they know is wrong, and it ends up costing the business money. Others swing hard the other way, changing direction every other week until their team stops bothering to follow through on anything, because why would they, if the goalposts are going to move again by Friday. I recently worked with a team where the fallout of this landed on my desk: a team member escalated a complaint because what was right one day was wrong the next, with no explanation given in between, and she genuinely couldn't do her job under those conditions. This year I'm celebrating twenty years in business, and this is one of the truths I keep coming back to when I reflect on what I know for certain after two decades of doing this work.

In this episode I explain the real difference between flip-flopping and adapting, because your team can tell which one you're doing, even if you never say it out loud. I walk through why refusing to reverse a bad decision just to look consistent is an ego problem, not good leadership, and why updating your view when the facts change is actually discernment, not indecision. I also share the exact process for changing direction without losing your team's confidence, including the one habit that undermines it every time: over-apologising. It feels like humility, but to your team it sounds like uncertainty, like there's room to argue the decision back. And because not every complaint means you got it wrong, I cover how to know when the right move is holding the line instead.

In this episode we cover:

• The real difference between flip-flopping and adapting, and why your team can tell which one you're doing
• Why changing your mind when the facts change is a sign of strength, not weakness
• The specific habits, like reversing a decision without explanation, that make a team lose faith in a leader
• A simple, direct process for changing course without losing your team's confidence
• How to tell when a complaint means you got it wrong, and when it means you should hold the line

Links & Resources:

💬 DM Kristy-Lee on Instagram @kristy.lee.billett

Connect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/

Email me at [email protected]

Book a 15-minute clarity call: https://calendly.com/kristyleebillett/chat

What this episode covers

This episode looks at the difference between adapting a decision and flip-flopping on one, and why business owners often confuse the two. It explains why refusing to change a bad decision in order to appear consistent damages a team more than admitting the call was wrong, and sets out a simple process for changing direction without losing a team's trust. Business owners who feel stuck at the thought of reversing a decision will find a clear framework for when to change course and when to hold firm.

Key insight from this episode

Changing a decision is not what damages a team's trust in a leader, the pattern behind the change is. A leader who reverses course under pressure with no explanation teaches their team that pushback works better than good judgement, while a leader who names the change, gives the real reason, and keeps it brief keeps their team's confidence intact.

What you'll take away

• Recognise the difference between flip-flopping and adapting to new information
• Understand why sticking with a wrong decision to appear consistent is a bigger risk to a business than admitting it
• Learn a simple, direct process for communicating a change of direction without losing team trust
• Identify the specific habits, including over-apologising, that undermine a leader's authority when changing course
• Know when to hold a decision firm rather than reversing it under pressure

Hello and welcome to Episode 335 of The People Powered Business Podcast.

You've had that conversation before. You vent about someone on your team to your partner, your mum or your best mate, and they say exactly what you want to hear: sack them, you deserve better than this, how dare they. It feels like support in the moment. It's actually some of the worst advice you can get.

I keep seeing this play out with the business owners I work with, and honestly, I live it too. My partner vents to me about his work day most nights, and I'm probably not the best person to give him advice because all I want is for him to feel better. That's completely normal. When your team is driving you mad, you can't exactly vent to your team about your team, so you turn to the people closest to you instead.

But here's the problem. Those people are emotionally invested in you, not in your business, and their advice is shaped entirely by that. It's not dishonesty. It's protection. It feels good in the moment, but it doesn't get you any closer to actually solving the problem. And that distinction matters more than you'd think.

In this episode, I explain why friends and family will always prioritise your feelings over your business, and why that can keep you stuck in the same team problem for months without ever moving toward a decision.

I talk about the five types of people every business owner needs around them, a framework from a previous guest, Loretta Hart, including the cheerleader role your loved ones play, and why that's not the same as having someone who can give you sound, unbiased advice.

I also cover what useful feedback actually looks like: someone who asks clarifying questions instead of just agreeing, someone who can spot the pattern behind the incident because they know your business well enough, and someone who understands what's legal as well as what feels fair, not just what seems reasonable. Plus, I share a pattern I see over and over in businesses that reach around seven staff, when things that used to work stop working and owners start to feel like they're losing their grip on the team, insight you can only get from someone who's worked with hundreds of businesses at every stage of growth.

If you've ever followed advice from someone who loves you and ended up in hot water, or just stuck exactly where you started, this episode is for you.

In this episode we cover:

• Why the people closest to you are emotionally invested in you, not your business
• The difference between advice that protects your feelings and advice that solves the problem
• Why venting to friends and family can keep you stuck in the same cycle for months
• What useful, unbiased feedback about your team actually looks like
• Why an external advisor can spot patterns in your team that you're too close to see

Links & Resources:

💬 DM Kristy-Lee on Instagram @kristy.lee.billett

Connect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/

Email me at [email protected]

Book a 15-minute clarity call: https://calendly.com/kristyleebillett/chat

What this episode covers

This episode looks at why the people closest to a business owner, partners, parents and close friends, are usually the wrong people to ask for advice about a struggling team member. It explains the difference between emotional support and useful business advice, and why loyalty to a person can work against sound decision-making about a team. Business owners managing staff will learn what genuinely useful feedback looks like and where to find it.

Key insight from this episode

Friends and family are not lying when they tell a business owner to fire a difficult team member, they are protecting them. Their advice is shaped by loyalty to the person, not knowledge of the business, which means it is rarely grounded in the full picture, the relevant employment law, or what will actually solve the problem.

What you'll take away

• Recognise why advice from loved ones is emotionally driven rather than business-focused
• Understand the difference between a cheerleader and an advisor, and why a business needs both
• Identify the signs of being stuck in a validation loop instead of moving toward a decision
• Know what to look for in a genuinely useful, unbiased source of team advice
• Understand the legal risk of acting on well-meaning but unqualified advice about staff

Hello and welcome to Episode 334 of The People Powered Business Podcast.

You built a team so you'd have back-up. So why does it feel like the bigger that team gets, the fewer people you've actually got to talk to?

I keep hearing versions of this from the business owners I work with: they've grown a team, they're doing well by every outside measure, and yet somewhere along the way they started feeling more isolated, not less. Nobody warned them this would happen, and most of them assumed it was just them.

After 20 years of watching business owners build teams, I can tell you it isn't. It's part of the job.

In this episode I unpack why growing a team and feeling lonelier as the boss happen at exactly the same rate, and why that's actually a sign you're doing something right, not wrong. I talk about why your team, no matter how great they are, can't be the ones you offload your hardest decisions onto, and why the same self-reliance that got your business off the ground might now be the thing keeping you isolated. Then I get into what genuinely helps, because staying lonely isn't the only option.

In this episode we cover:

• Why growing your team and feeling more isolated happen at the same rate, and why that's normal
• Why nobody warns you about this (hint: it looks like success from the outside)
• Why your team can't be your sounding board for the big decisions, even the ones you trust most
• How the instinct that built your business might be the same one keeping you isolated as it grows
• What actually helps when you're feeling like you've got no one to talk to

Links & Resources:

💬 DM Kristy-Lee on Instagram @kristy.lee.billett

Connect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/

Email me at [email protected]

Book a 15-minute clarity call: https://calendly.com/kristyleebillett/chat

What this episode covers

This episode explains why business owners tend to feel more isolated as their team grows, even as the business becomes more successful. It's for anyone managing a team who has started to feel like there's no one left to talk to about the harder calls, and it breaks down why that isolation happens and what to do about it.

Key insight from this episode

Growing a team and feeling lonelier as the boss happen at the same rate, and that isn't a personal failing. It's a normal, predictable part of running a business, largely because it looks like success from the outside, so nobody thinks to warn you about it.

What you'll take away

• Understanding why more staff means more decisions and more responsibility, not less
• Recognising why team members, even trusted ones, can't be a confidant for business decisions that affect their own employment
• Identifying whether self-reliance, the instinct that built the business, is now driving isolation instead of solving it
• Knowing the difference between a normal part of leadership and a problem that needs outside support
• Clarity on what kind of external support actually closes the gap, rather than adding another task to the list

Hello and welcome to Episode 333 of The People Powered Business Podcast.

Do you catch yourself giving instructions that come with a pre-packaged apology? "Sorry to be a pain, but..." "Sorry, I know you're flat out, but..." If every request you make of your team arrives wrapped in a sorry, this episode is for you.

And if you think that little apology is you being kind, I'd love you to keep reading, because it's doing the opposite of what you intend.

A couple of episodes back we talked about the risks of over-explaining yourself to your team, and I briefly mentioned that over-explaining often comes with an apology attached. As I've been working with my Power Boss clients over the last few weeks, I've realised just how many of us have fallen into apologising as a default. One client even emailed me to say it felt like I was looking straight at her.

We do this almost subconsciously, usually because we've worked for the barking-orders type of boss and decided we'd never be that person. The trouble is, nobody hands you the playbook for what to do instead.

In this episode I get into what that reflex sorry is really telling your team.

When an apology is attached to a completely reasonable instruction, it frames the task as an imposition, something negotiable, a personal favour that deserves something in return. I've seen it play out as "well, I did that thing for you, so can I leave early on Friday?" It also reads as uncertainty, and teams don't follow an unsure leader. Worse still, it muddies your standards, because you've effectively apologised for setting them.

I also cover why certain boss styles (my high S and high I DISC people, I see you) lean on this habit more than others, the times when sorry absolutely IS the right word, and a really simple language swap you can start using this week.

In this episode we cover:

• Why apologising before an instruction feels kind, and what it's actually signalling to your team
• The imposition effect: how a reflex sorry turns normal parts of the job into negotiable favours
• What default apologies do to your standards, your authority and your team's performance
• When an apology is exactly the right call, and why owning mistakes builds respect
• The quick word swap that replaces sorry with something warmer, clearer and more confident

Links & Resources:

💬 DM Kristy-Lee on Instagram @kristy.lee.billett

Connect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/

Email me at [email protected]

Book a 15-minute clarity call: https://calendly.com/kristyleebillett/chat

What this episode covers

Many small business owners soften every instruction to their team with an apology, believing it makes them a kinder boss. This episode explains why the habit forms, what a reflex "sorry" actually signals to employees, and how to give clear, warm direction without it. It's for any business owner or team leader who wants to be respected without becoming the overbearing boss they once worked for.

Key insight from this episode

When an apology is attached to a reasonable work request, it reframes that task as an imposition rather than a normal part of the job. Over time, employees begin treating core duties as favours that deserve reciprocity, and their sense of what the role requires shrinks. The apology intended as kindness ends up lowering standards, blurring expectations and depleting team performance.

What you'll take away

• Recognise the personality styles and situations where default apologising takes hold, including why high S and high I DISC profiles lean on it most
• Understand how apology-wrapped instructions train a team to see tasks as negotiable and leaders as unsure
• Know when an apology genuinely builds respect: owning mistakes and missteps, never decisions or instructions
• Apply a simple language swap, replacing "sorry to ask" with "thanks for picking this up", to change the energy of every request
• See the connection between apologising for standards and struggling to uphold them later

Hello and welcome to Episode 332 of The People Powered Business Podcast.

Have you thrown money at wellbeing perks in your business, morning teas, a gym membership, maybe even a "wellness day," and still feel like your team is running on empty? You're not doing it wrong. You've just been sold the wrong fix, and you're definitely not alone.

I keep hearing this from business owners I work with. They genuinely care about their people, they've ticked the boxes they were told to tick, and they're still watching staff disengage, burn out or walk out the door anyway.

It's estimated Australian businesses spend around $64 million a year on wellbeing initiatives, and most of it goes towards treating symptoms rather than causes. So for this episode I sat down with workplace wellbeing strategist, speaker and author Amy Green. Amy's a former teacher and school leader who's spent the last decade working with schools, corporates and individual leaders, helping them properly rethink what keeps people well at work, rather than just papering over the cracks.

We get into why burnout is so much more than being tired on a Friday afternoon, and why the perks-based approach to wellbeing (think ping pong tables and free coffee) misses what people actually need to thrive. Amy explains the difference between wellbeing that feels good for five minutes and the kind that sustains people long term, and why trust, autonomy and accountability all need to work together if you want a team that performs well and stays well, not one you're checking up on at 5.15pm on a Friday.

She also shares a great example of how trust is actually built (hint: it's not by handing it over all at once, and it's not by micromanaging either), and why so many leaders confuse a lack of clarity for a lack of trust. We talk about the generational change happening in how people think about work and success, including a story about her eleven-year-old nephew's dream job that will make you think differently about what the next generation wants from work.

We finish with a look at Amy's brand new book, The Wellness Paradox, which explores six paradoxes she sees playing out again and again in workplaces just like yours, including the paradox of success and why so many high achievers doing "all the right things" end up more exhausted, not less.

In this episode we cover:

• What burnout actually is, and why it's not the same as feeling tired or overworked
• Why perks like massages, morning teas and gym memberships aren't fixing your team's wellbeing, and what will
• The difference between wellbeing that feels good in the moment and wellbeing that actually sustains your team
• How trust, autonomy and accountability need to work together if you want your team to thrive without you watching over their shoulder
• Why the old markers of success are being rejected by the next generation of workers, and what that means for how you lead

To connect with Amy:

Amy’s website: https://amygreen.com.au

LinkedIn: https://www.linkedin.com/in/amygreen/

Instagram: https://www.instagram.com/amy_._green/

To connect with Kristy-Lee:

DM me on Instagram @kristy.lee.billett

Connect with me on LinkedIn:

https://www.linkedin.com/in/kristyleebillett/

Email me at [email protected]

Book a 15-minute clarity call:

https://calendly.com/kristyleebillett/chat

What this episode covers

This episode unpacks why so many workplace wellbeing initiatives fail to reduce burnout, even when businesses are genuinely investing in them. Workplace wellbeing strategist Amy Green explains the real difference between quick-fix wellbeing perks and the conditions that actually sustain a team long term, and why trust, autonomy and accountability need to work together rather than in isolation. It's suited to business owners and leaders who want their wellbeing efforts to actually work, not just tick a box.

Key insight from this episode

Most workplace wellbeing initiatives fail because they treat the symptom rather than the cause. Perks like massages, morning teas and gym memberships address short-term, feel-good wellbeing, but they do nothing to fix the underlying conditions, unclear expectations, low trust, lack of autonomy, that are actually driving burnout and disengagement.

What you'll take away

• Understand the real difference between burnout and everyday tiredness or overwork
• Recognise when a wellbeing initiative is addressing a symptom rather than the actual cause
• Learn how trust, autonomy and accountability work together to build a team that performs and stays well
• See how generational expectations of work and success are changing, and what that means for retention
• Get a clear framework for rethinking what wellbeing actually looks like inside your own business

Hello and welcome to Episode 331 of The People Powered Business Podcast.

Do you ever catch yourself justifying a decision to your team three different ways before you've even finished the sentence? Or slip in an apology before giving a completely reasonable instruction? If that's you, you're not alone, and it's costing you more than you think.

I see this constantly with the business owners I work with: over-explaining, apologising, adding disclaimers to decisions. It feels considerate, it feels inclusive, it feels kind. But it's actually undermining your authority and changing how your team sees you as a leader, whether you realise it or not. Most of us do it because we don't want to be the boss who barked orders without any context, the boss none of us wanted to work for. This one flies under the radar because it looks like good manners rather than a leadership issue, so I wanted to unpick it properly, because I promise you, every business owner has done this at some point.

In this episode I walk through why over-explaining feels like good leadership but is actually the opposite, and the real difference between giving your team context, which is good leadership, and asking for their permission, which isn't. I talk about what your team actually hears when you apologise for asking them to do their job (it's not what you think), and why that habit compounds over time until you snap over something small and your team has no idea why. I bring in the Brené Brown line I use constantly with business owners, clear is kind, unclear is unkind, and share three practical ways to make a call and own it: leading with the decision instead of the explanation, cutting the disclaimers, and building yourself a few short, reusable phrases. If you're naturally direct this will come easily, if you're more considered by nature it'll take a bit more practice, and that's completely normal. I also touch on why silence isn't the enemy of good leadership, and a pattern I see all the time: most of us apologise to our lowest performers, not our best ones.

In this episode we cover:

• Why over-explaining feels like good leadership, but is actually the opposite
• The real difference between giving context and asking for permission
• What your team actually hears when you apologise for a reasonable request
• Three practical ways to make a decision and own it, starting today
• Why silence isn't the enemy of good leadership

Links & Resources:

💬 DM Kristy-Lee on Instagram @kristy.lee.billett

Connect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/

Email me at [email protected]

Book a 15-minute clarity call: https://calendly.com/kristyleebillett/chat

What this episode covers

Over-explaining, apologising and adding disclaimers to decisions might feel considerate, but it undermines a leader's authority and changes how a team responds to instruction. This episode breaks down the difference between giving a team context, which builds trust, and seeking their permission, which erodes it, and sets out three practical techniques for making a decision and communicating it with confidence. It's for small business owners who want their team to trust their decisions without needing to justify every one of them.

Key insight from this episode

Giving a team context builds trust; seeking their approval erodes it. The distinction sits in a simple question: is this explanation helping the team understand the decision, or is it seeking their sign-off on a decision that's already been made? Leaders who confuse the two train their teams to treat reasonable requests as negotiable, and to see normal expectations as impositions.

What you'll take away

• Recognise the difference between giving context and seeking permission when communicating a decision
• Understand why apologising for reasonable requests trains a team to resist them
• Learn a simple technique for leading with the decision before the explanation
• Build reusable phrases that communicate decisions clearly, without over-explaining or disclaimers
• Understand why silence during a difficult conversation is a leadership strength, not a weakness

Hello and welcome to Episode 330 of The People Powered Business Podcast.

Have you ever watched a sporting team go into the halftime break looking completely defeated, then come out in the second half looking like an entirely different team? That shift doesn't happen by accident. Something happens in that locker room, and whatever those coaches are saying, it works. So what if you could borrow that same approach for your business right now?

With the FIFA World Cup on in our house (I live with an ex-professional footballer, so there's no escaping it), I've been watching these halftime turnarounds with fresh eyes. It struck me that the best coaches in the world are doing exactly what the best business leaders should be doing at the midway point in the year. And right now, with July 1 here and 2026 already half done, this feels like exactly the right moment to talk about it.

For a lot of business owners, the first half of this year has been genuinely tough. Rising costs, ongoing compliance changes, pressure on wages, difficulty finding and keeping good people. If the score at the halfway mark isn't where you hoped it would be, you're not alone. But what you do right now with your team matters enormously for what the next six months looks like.

In this episode, I'm walking you through five things the world's best coaches do in that halftime break and how you can apply each one directly to your team. There's also a Ted Lasso reference, because of course there is.

In this episode we cover:

• Why great coaches tell the truth about the score, and why you should too, even when it's uncomfortable
• How to avoid overwhelming your team by focusing on two or three strategic tweaks rather than a full overhaul
• Why reconnecting your people to the mission and the why is the single most powerful thing you can do right now
• The difference between giving tactics and rebuilding belief, and why belief always wins
• Why a focused 30-minute reset meeting will outperform a full-day offsite every single time

Links & Resources:

💬 DM Kristy-Lee on Instagram @kristy.lee.billett

Connect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/

Email me at [email protected]

Book a 15-minute clarity call: https://calendly.com/kristyleebillett/chat

What this episode covers

Managing a team through a tough stretch is hard enough without also losing the momentum you started the year with. This episode gives business owners a practical framework for resetting their team at the midpoint of the year, drawn from the strategies the world's best sporting coaches use in the halftime break. By the end, you'll know exactly what to say, how to structure the conversation, and how to get your people re-energised and re-focused for the second half of 2026.

Key insight from this episode

Tactics tell people what to do. Belief makes them want to do it. The most common mistake business owners make when their team is underperforming is going straight to the how, the processes, the to-do lists, without first rebuilding the why. If your team has lost confidence, momentum or direction, the most important thing a leader can do right now is restore belief before anything else.

What you'll take away

• How to have an honest conversation with your team about where the business is at, without it feeling like criticism
• A clear approach to identifying the two or three changes that will make the biggest difference in the second half of the year, rather than trying to overhaul everything
• A practical way to reconnect your team with the business vision and remind them why their work matters
• Strategies for rebuilding confidence in team members who have gone off track or lost motivation
• A structure for running a short, focused midyear reset meeting that actually creates momentum

Hello and welcome to Episode 329 of The People Powered Business Podcast.

Have you ever felt like you're drowning in information but still not sure what action to take when it comes to managing your team? Maybe you've downloaded templates, Googled answers, asked AI for help and still found yourself second-guessing whether you're doing the right thing. If that sounds familiar, you're not alone. The reality is that managing people in business has become more complex, not less, and many business owners are feeling overwhelmed by the sheer volume of information available.

In this episode, I'm taking you behind the scenes of my own business and sharing a significant change that's happening inside People Powered HR. As I celebrate 20 years in business, I've been reflecting on one thing that has remained true throughout every stage of growth and change: when the game changes, we need to change with it. I've seen this happen before, from launching my recruitment business in 2006, to moving into HR consulting after the introduction of the Fair Work Act, and then creating People Powered HR in 2020. Now, I can see another shift happening in what small business owners need most.

The biggest insight? Information is no longer the problem. Business owners can access information from Google, Fair Work and AI in seconds. The challenge now is knowing what applies to your business, your team and your situation. I share why generic templates and DIY approaches are no longer enough, where AI can help and where it can create risk, and why personalised support is becoming more valuable than ever. I also reveal how People Powered HR is evolving from an information-based membership into a more tailored, implementation-focused support model that helps business owners take action on the right priorities for their business.

In this episode we cover:

• Why having more information doesn't automatically lead to better people management decisions

• The biggest changes impacting small business owners and HR compliance in 2026

• Where AI can support business owners and where it can create costly mistakes

• Why generic templates are no longer enough for effective people management

• How the new People Powered HR model will provide more tailored support and implementation guidance

Join People Powered HR: https://www.peoplepoweredbusiness.com.au/pphr

To connect with Kristy-Lee:

DM me on Instagram @kristy.lee.billett

Connect with me on LinkedIn:

https://www.linkedin.com/in/kristyleebillett/

Email me at [email protected]

Book a 15-minute clarity call:

https://calendly.com/kristyleebillett/chat

What this episode covers

Small business owners have more access to information than ever before, but that doesn't necessarily make managing people easier. This episode explores why the real challenge in today's business environment is knowing what applies to a specific business situation and taking the right action with confidence.

As technology, AI and workplace compliance requirements continue to evolve, business owners need more than templates and information. They need practical guidance, prioritisation and support that helps them implement the right solutions for their team and business.

Key insight from this episode

The biggest challenge facing business owners today isn't a lack of information. It's the ability to interpret that information, apply it correctly to their business and confidently take action. As AI and online resources become more accessible, personalised support and expert guidance become even more valuable, not less.

What you'll take away

• Understand why access to information is no longer the biggest obstacle to managing people effectively

• Recognise the limitations of generic templates and one-size-fits-all HR solutions

• Learn where AI can be useful and where relying on it can create risk for your business

• Gain clarity on how to prioritise people management actions based on your business's specific needs

• Understand why tailored implementation support can help create better business outcomes than information alone

Hello and welcome to episode 328 of The People Powered Business Podcast.

Are you hearing about Payday Super everywhere right now and wondering what it actually means for your business?

If managing payroll already feels like one more thing on a never-ending list of jobs, the thought of another compliance change might have you feeling like you're putting out fires before they've even started.

I keep seeing business owners feeling overwhelmed by this change because, while we've known it was coming for some time, many people still aren't sure what practical steps they need to take. That's exactly why I invited accountant and business coach Laura Elkaslassy onto the podcast. There is a lot of noise around Payday Super, but what small business owners really need is clear, practical information about what's changing, what they need to do now, and how to avoid getting caught out.

Laura Elkaslassy is a Director at Think Big Financial Group. She is also a Profit First Professional, Cash Flow Specialist, Money Strategist and SAPEPAA Certified Adviser. Laura’s mission is to ensure entrepreneurs and small business owners understand what is happening in their business for two powerful reasons. So that they can pay themselves, build a sustainable business, and make a profit. So simple, so important, and yet so often overlooked.

As a Profit Pioneer, she thrives on guiding and teaching business owners to implement innovative, practical and outcome driven strategies that are at the forefront of money management and growth initiatives for business.

Laura breaks down exactly how Payday Super will work, what the new payment timeframes mean, and why getting your systems sorted now is so important. We also talk about the potential impact on cashflow, the challenges for businesses that pay staff weekly or fortnightly, and the role your bookkeeper can play in helping you get prepared.

One of the most valuable insights from this conversation is that while the change may feel like an added burden, it could actually create better cashflow habits and reduce the risk of large quarterly super bills catching businesses off guard. If you've been meaning to get your head around Payday Super but haven't quite found the time, this conversation will help you understand exactly what you need to focus on before the changes take effect.

In this episode we cover:

• What Payday Super is and how it changes the way superannuation must be paid
• The new seven-day payment requirement and what business owners need to know
• Why accurate payroll systems and employee super details matter more than ever
• The cashflow challenges businesses may face during the transition period
• How bookkeepers, BAS agents and payroll experts can help you prepare

To connect with Laura:

Book a discovery call: https://thinkbig.as.me/discoverycall

Contact Them: https://www.thinkbigfg.com.au/contact/

Think Big Financial Group Payday Super Blogs: https://www.thinkbigfg.com.au/blog/

To connect with Kristy-Lee:

DM me on Instagram @kristy.lee.billett

Connect with me on LinkedIn:

https://www.linkedin.com/in/kristyleebillett/

Email me at [email protected]

Book a 15-minute clarity call:

https://calendly.com/kristyleebillett/chat

What this episode covers

Payday Super is one of the biggest payroll compliance changes facing Australian small businesses, yet many business owners are still unclear about what it means in practice. This episode explains the new requirements, the impact on payroll processes and cashflow, and the steps businesses can take now to prepare for the transition with confidence.

Key insight from this episode

The biggest challenge with Payday Super is not necessarily the new payment requirement itself, but ensuring systems, processes and cashflow are set up to support it. Businesses that build super payments into their regular payroll process are likely to find compliance easier and reduce the risk of penalties and missed obligations.

What you'll take away

• Understand how the new Payday Super requirements change employer obligations
• Identify potential risks in current payroll and superannuation processes
• Recognise the cashflow impacts that may arise during the transition period
• Know who to speak to for practical support and implementation advice
• Learn simple ways to build super payments into existing payroll workflows

Hello and welcome to Episode 327 of The People Powered Business Podcast.

Have you opened the latest wage review announcement and immediately wondered what it means for your payroll, your cash flow and your compliance obligations? If you're already feeling the squeeze of rising business costs, the latest Fair Work Commission decision may have you doing some quick calculations and asking what happens next. Based on the Fair Work Commission's annual wage review decision, significant increases are coming into effect from 1 July 2026, and every employer needs to be prepared.

I wanted to jump on the podcast this week with a timely compliance update because this is one of those changes that impacts a huge number of Australian businesses. Every year, the Fair Work Commission reviews the National Minimum Wage and award minimum rates of pay, taking into account economic conditions, inflation and submissions from unions and employer groups. This year's decision reflects ongoing cost of living pressures and rising inflation, making it one of the more significant wage increases we've seen in recent years.

In this episode, I break down exactly what the 2026 wage review decision means, including the increase to the National Minimum Wage and the separate increase to award minimum rates. I also explain who is most affected, what employers need to do before 1 July, and the common areas where businesses can accidentally fall short of their obligations. We also look ahead at upcoming Fair Work changes, including gender undervaluation reviews and major award updates that could have a significant impact on sectors like allied health, disability services and community care. If you employ staff under modern awards, this is one update you don't want to miss.

In this episode we cover:

• What the Fair Work Commission's 2026 National Wage Review decision means for employers
• The new National Minimum Wage and award wage increases taking effect from 1 July 2026
• How inflation and economic conditions influenced this year's decision
• Why you should review annualised wage agreements, flexibility agreements and allowances now
• Upcoming Fair Work changes affecting healthcare, disability services and other female-dominated industries

Links & Resources:

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https://www.peoplepoweredbusiness.com.au/pphr

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https://www.linkedin.com/in/kristyleebillett/

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What this episode covers

The 2026 Fair Work Commission wage review decision brings significant increases to both the National Minimum Wage and award minimum rates of pay. For small business owners employing staff under modern awards, understanding these changes is essential to remain compliant and avoid costly underpayment issues. This episode explains what has changed, who is affected and what actions employers need to take before 1 July 2026.

Key insight from this episode

Wage increases are only part of the compliance picture. Businesses also need to review annualised wage arrangements, flexibility agreements and employee allowances to ensure employees remain better off overall and that payroll practices continue to meet Fair Work requirements after the new rates take effect.

What you'll take away

• Understand the new National Minimum Wage and award wage increases effective from 1 July 2026
• Identify whether your workforce is likely to be affected by the updated award rates
• Know which payroll, allowance and wage agreement reviews should be completed before implementation
• Recognise the compliance risks associated with failing to update employee pay correctly
• Gain awareness of upcoming Fair Work changes affecting healthcare, disability and community service sectors