Company Culture

In the wake of unprecedented global events and rapid technological advancements, the employment landscape is undergoing a profound transformation. As companies navigate this evolving terrain, adaptability and resilience are paramount. Whether it’s attracting top talent, retaining skilled employees, or staying ahead of the competition, organizations must embrace innovative strategies to thrive in the current employment market.

1. Embrace Flexible Work Arrangements: The COVID-19 pandemic has reshaped the way we work, leading to a surge in remote and flexible work arrangements. As companies continue to adapt to this new normal, embracing flexibility is essential. Offering remote work options, flexible hours, and hybrid work models can enhance employee satisfaction and productivity while widening the talent pool to include remote workers from around the globe.
2. Prioritize Employee Well-being: In today’s fast-paced world, prioritizing employee well-being is no longer a luxury but a necessity. Companies must foster a culture of support, empathy, and work-life balance. This can be achieved through initiatives such as mental health resources, wellness programs, flexible leave policies, and opportunities for professional development. Investing in employee well-being not only boosts morale and productivity but also enhances retention rates.
3. Leverage Technology for Talent Acquisition: Technology continues to revolutionize the way companies attract and recruit talent. From AI-powered applicant tracking systems to virtual interviews and assessments, leveraging technology can streamline the hiring process and identify top candidates more efficiently. Additionally, embracing social media platforms, online job boards, and professional networking sites can help companies reach a wider audience of potential candidates.
4. Focus on Diversity, Equity, and Inclusion: Diversity, equity, and inclusion (DEI) have emerged as critical priorities for companies seeking to create inclusive and equitable workplaces. By fostering a diverse and inclusive culture, organizations can attract a broader range of talent, drive innovation, and enhance employee engagement. Implementing DEI initiatives, training programs, and unconscious bias awareness workshops can help companies build more diverse and inclusive teams.
5. Adapt to Changing Skill Demands: The rapid pace of technological advancement is reshaping the skills required in today’s workforce. Companies must adapt to these changing skill demands by investing in upskilling and reskilling initiatives for their employees. This can include providing training programs, workshops, and certifications to help employees acquire new skills and stay competitive in their respective fields.
6. Foster a Culture of Innovation: Innovation is the lifeblood of any successful organization. Companies must create a culture that encourages creativity, experimentation, and risk-taking. This can be achieved by empowering employees to share ideas, collaborate across teams, and embrace a growth mindset. Recognizing and rewarding innovation can incentivize employees to think outside the box and drive organizational success.

In conclusion, thriving in the current employment market requires companies to be agile, adaptable, and forward-thinking. By embracing flexible work arrangements, prioritizing employee well-being, leveraging technology for talent acquisition, focusing on diversity and inclusion, adapting to changing skill demands, and fostering a culture of innovation, organizations can position themselves for long-term success in an ever-evolving landscape.

Company Culture

Several years ago, Challenge Consulting’s Organisational Psychologist Narelle Hess, who happens to be a die-hard NRL fan, took it upon herself to create a NRL staff tipping competition. “YAY” no-one said. But, when the incentives of a Jurlique gift pack for the winner and, even better, an actual wooden spoon for the loser, were dangled in front of us like the proverbial carrot, we were all in.

Of course, this required selecting tipping comp aliases. I chose the subtle “Intergalactic Admin Manager”. The tipping comp is still going though, I must admit, having only returned to Challenge on a temporary basis after an absence of two and a half years, I am a less-than-enthusiastic participant (or is this just a cunning ploy to get my hands on the until-now elusive wooden spoon?)

The point in all this is that I am back. Why am I back? How am I back?

Let’s start at the very beginning.

People are generally astonished that, until I resigned in late 2011, I was Challenge Consulting’s Administration Manager for 11 years. The common question is: why did I stay that long?

The co-founder and original Managing Director, Elizabeth Varley, is, quite simply, the number one reason. I worked directly and closely with her, literally and figuratively, and was given more and more professional development opportunities as the years went by. As my skills and competencies expanded, I was challenged to expand them further. I learned how to manage payroll, the company banking, staff superannuation, website management, social media communications. I became a qualified Career Guidance Counsellor and Psychometric Testing Administrator. I ran workshops and wrote business proposals. I was trusted, I was encouraged, I was challenged, I was made to feel like my duties made a genuine difference to the success of the company.

Another key component was Elizabeth’s uncanny ability to select the right people for her company’s culture. Every time she took even the slightest risk and went against her instincts, the person never lasted long. This rarely occurred, however, and this meant that the team working for her and, crucially, with her, was happy, supportive and willing to work hard and with excellence as its standard.

Thirdly, Elizabeth’s willingness to be flexible in the working arrangements of her staff members meant that when, in September 2008, I left to have my first baby, she left me in no doubt that there would always be a place for me in the Challenge team, in whatever capacity suited my new responsibilities as a mother. In early 2009, I returned to work first one day per week, then, two, then three. The balance between work and family was perfect. When, in 2011, I discovered that another little person had decided to join our family, Elizabeth was the first person, other than my husband, I told. As her employee, I wanted her to be able to plan for my successor (I did not envision being able to return to work as quickly as the first time, so I made the decision to resign). As her friend, I had no hesitation in sharing my news with her, knowing that she would be nothing less than overjoyed. I left with sadness but no regret in December 2011 and threw myself into mummy-ness once again.

Now, I adore my children. But, something no-one ever mentions for fear of being placed in front of a firing squad for daring to suggest that motherhood is not always a complete joy, it can be somewhat lacking in intellectual stimulation. Astonishing, I know. What, you mean you can’t understand why changing your seven thousandth nappy and watching In The Night Garden ad infinitum might be, I don’t know, a tad boring?

I needed to do something. Anything.

I did bits and pieces of casual work during 2013 and early 2014. And then – the aforementioned Narelle celebrated her 10th Challenge Consulting anniversary in July. Whilst nibbling on a piece of excellent cheese and sipping on a glass of fizzy wine, I silently sidled out of the boardroom and took a wander around memory office. It was all familiar, yet different. It was also somewhat, ahem, disorganised. My reputation as the Office Cleaning Nazi remains to this day. No-one has yet dared to remove my whiteboard reminder, written I don’t know how many years ago. Challenge’s current owner and Managing Director, Stephen Crowe, approached me with, was it fear?, and said, “I bet you hate that state of the office.” I replied, “It didn’t have look like this in my day.”

The team repaired to a very nice dinner washed down with quantities of wine. Maybe it was the wine, maybe it was my innate need to clean and apply order taking control of my brain, but I said to Stephen, “You know, I’d love to come in and sort things out for you.” We met the next week and had a (sober) chat about what I could and would do. Our current Administrator / Social Media Coordinator, Jenna, just happened to be departing for a month in Canada the very next week. And so here I am, just for the time being, looking after things at Challenge Consulting once again, every Tuesday.

I love it. Things have changed, of course, but I still feel comfortable, welcome, and capable of making a difference, even in a small way.

Here are some key words and phrases to take away from this personal perspective on staff retention and why people stay, and even return:

– Professional Development Opportunities

– Making a Difference

– Team Spirit

– Challenged and Trusted

– Selecting the Right People for the Company Culture

– Management’s Willingness to be Flexible

– Facilitating Work/Life Balance

– Feeling Welcomed, Valued, and Trusted

[Thank you, Stephen, for this opportunity. I cannot express how much I appreciate it.]