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Advice from Perth-based Business Advisors about Improving Staff Performance
Most business owner knows that the strength of their team can make or break long-term success, yet day-to-day staff issues can leave you feeling overwhelmed and irritated.
What should you focus on first? How can you create a workplace where your people thrive?
At Munro’s, our seasoned business advisory team in Perth understand that your people are your greatest asset. They take a holistic approach to staff improvement, blending clear, practical strategies with ongoing support to help ensure your team not only meets short-term targets, but, also builds a sustainable, positive culture for the future.
When you’re ready to talk about what we could do for you, please book a meeting or send an enquiry.
Problem 1. Employee Performance Issues
People often have a lot of discretion in the way they work and the effort they exert. If their role in achieving your strategy isn’t crystal clear, they aren’t adequately motivated (by more than monetary incentives) and they aren’t held accountable, then business performance can suffer.
Solution
Get structuring right with higher employee standards.
Outcome
Improved staff performance due to clear goals, roles and accountabilities.
Read Key Points & Transcript
Fix Staff Performance Issues
video key points
- Staff performance issues often stem from a lack of motivation, misalignment in expectations, or insufficient skills, typically a combination of these factors.
- Clarity on the organisation’s strategy is crucial; each role should be defined in terms of its contribution towards achieving strategic goals.
- Implement organisational design principles that promote quick decision-making, minimise bureaucracy, position top talent close to customers, and clarify individual roles, responsibilities, and authorities.
- Cultivate a culture of high standards, trust, and purpose, recognising that such an environment, while challenging to achieve, is essential for sustained success.
- Recognise the critical role of employee discretionary effort in gaining competitive advantage; invest in enhancing team understanding, capability, and motivation.
- For further insights on leveraging your team’s potential for business success, explore our resources available on the website.
Presented by: Drew Pflaum
video transcript
Why don’t staff “perform”?
It’s not likely because they don’t want to, consciously at least.
It’s more likely because:
- They don’t feel motivated.
- Their understanding of what is expected isn’t aligned with your expectations.
- They don’t have the skills.
It’s probably a combination of these.
So, what are you to do about this?
You need to set out in clear terms how their role contributes to achieving the goals of your strategy.
But, to do this, you need to be crystal clear on what your strategy is.
You should then follow what reputable science shows as two of the key levers for sustained success:
- Have an organisation design, which supports:
- Fast decisions;
- Reduced bureaucracy;
- Keeps the best people closest to the action (the customer); and
- Is very clear on what each person’s role is: their functions, responsibilities and authorities.
- Build a high standards, high trust and high purpose culture.
Achieving this will be difficult. By that we mean it’ll require conscious effort and continuous implementation. But the actual building blocks don’t need to get too complicated.
We say keep things as simple as possible, to enable everyone to remain focused and working together to resolve issues for the long-term.
As we’ve mentioned in various places of our website, your people are the source of your competitive advantage. Don’t under-appreciate how influential their discretionary efforts play within the overall success of your business. Rather, commit as all great leaders do, to uplifting your teams understanding, capability and motivation.
Get in touch with us if you want to explore how we can help you, or join the free tier of the Munro’s Business Academy to assist your learning of what can be done.
In that video you just watched, we mentioned some research.
If you’d like the references, simply head on in to the Munro’s Business Academy and you can find them on the Reference page.
Problem 2. Staff Turnover
Turnover is a particularly expensive problem as many jobs require organisation-specific skills that can take years to cultivate. Scientific evidence shows that both high trust and high purpose increase productivity, reduce job turnover, improve job satisfaction, and make people happier and healthier.
Solution
Develop a high-trust, high purpose culture.
Outcome
Reduced recruitment hassles and costs (average total recruitment costs for professional positions can be nearly one year annual salary).
Read Key Points & Transcript
Fix Staff Turnover Problems
video key points
- Staff turnover represents significant costs, encompassing recruitment, training, and lost productivity, highlighting the importance of retaining employees.
- Success in extending staff tenure lies not in unproven frameworks but in embracing scientifically backed strategies focusing on building high-trust and high-purpose cultures.
- High-trust cultures foster teamwork and safe conflict, enabling better decisions and a more cohesive work environment.
- High purpose cultures motivate employees towards a common goal, enhancing dedication to solving customer problems.
- Leadership is pivotal, requiring clear, motivating strategies, adherence to core values, and consistent communication that balances high standards with employee wellbeing.
- Acknowledge areas for improvement in your business culture and take proactive steps to enhance trust and purpose for better productivity and employee satisfaction.
Presented by: Drew Pflaum
video transcript
Losing staff has to be one of the biggest costs to many businesses.
We’ve seen reports estimating the average total recruitment costs for professional positions at nearly one year’s annual salary.
The costs of staff turnover aren’t just the advertising, recruiter fee and interview costs. There’s the waste from lost output, both directly from reduced employee counts (at least temporarily) and indirectly due to the hours leaders and managers have to commit to recruitment. Plus there is the additional training costs for the new recruit.
It’s inevitable staff will leave, but how do you extend the productive tenure of staff?
You don’t follow some unsubstantiated “high-performance” framework. Rather, you take advantage of what science has investigated and found to work.
The critical scientific research we’ve read tells us it comes down to building a thriving high trust, high purpose culture.
High trust cultures are motivated to get to the best decisions and have thriving, safe conflicts (or in other words, debates). Furthermore, they have team members who truly work as a team and trust one another to get the requisite work done.
High purpose cultures have team members positively motivated to achieve the big audacious mission – the “purpose” of your business. To help whoever it is your customers are, with whatever painful problem it is your business is driven to resolve for them.
Building a high trust, high purpose culture demands leadership who have set out a clear, motivating strategy. Who live by winning values. Who continuously communicate consistent messaging and overcome the false dichotomy of high standards and being good to people.
So, what is your gut telling you right now? Do you have a thriving high trust, high purpose culture or do these insights perhaps make you feel a bit guilty for falling short?
Don’t feel shame about this. A great many of us have been there. That’s just the journey of business. To learn what is best and continue to get better.
If you want to increase productivity, reduce staff turnover and generally have a happier workforce, don’t feel shame for not being your best now, actually do something about it.
In that video you just watched, we mentioned some research.
If you’d like the references, simply head on in to the Munro’s Business Academy and you can find them on the Reference page.
Problem 3. Ineffective Business Improvement Training
From time to time employees attend training workshops and seminars to improve business performance. However, besides a training booklet and some scribbled notes, nothing much ever changes, wasting a lot of time and energy.
Solution
Design training to succeed.
Outcome
Training with a positive return on investment and over time a positive force driving your sustainable competitive advantage.
Read Key Points & Transcript
Blended Learning for Leaders
video key points
- Effective learning programmes are essential for transforming knowledge into capabilities that significantly improve business results, avoiding the common pitfall of forgettable training sessions.
- The success of “Winner” businesses showcases the profound impact of nurturing talent from within, with evidence pointing to returns such as 14 times more profit over a decade, underscoring the value of strategic, in-house capability development.
- A strategic approach to learning involves aligning organisational structure and goals with employee development, ensuring learning directly contributes to the execution of strategic actions and enhances motivation.
- Implementing learning programmes that challenge employees and employ interventions to prevent forgetfulness can lead to the development of strong in-house capabilities, supporting just-in-time learning for immediate application.
- Reflection on the effectiveness of current learning initiatives and their alignment with strategic goals can reveal insights into the ROI of training investments, highlighting the importance of selecting training that drives sustainable competitive advantage.
- Explore further by visiting Munro’s Business Academy for research references and consider a Get To Know Each Other meeting to design a training programme tailored to your success.
Presented by: Drew Pflaum
References page.
video transcript
Transcript available on the Improve Programme – Upskilling for Small-Medium Business Owners, Leaders & Rising Stars page.
Problem 4. Managers Who Don’t Know How to Lead Effectively
It’s not uncommon for people to be promoted into management positions without any management training. Some cope, but many take a while to learn things the hard way, whilst some others who were once star performers may never be their best again. Even when there is some management training, it may be sporadic and ineffective.
Solution
Coaching and just-in-time learning.
Outcome
Better leaders.
Read Key Points & Transcript
Business Ownership Education
video key points
- Managers, while experts in their domains, often lack crucial leadership skills for sustained business success, underscoring the need for focused training and coaching in business leadership capabilities.
- The wisdom of Ayman Al-Abdullah, echoing JFK, suggests that leadership and learning are intrinsically connected, highlighting the misconception among some leaders that reaching a leadership position negates the need for further learning.
- Incremental improvements in knowledge and skills by leaders can have significant, positive impacts across their organisations, leveraging leadership as a tool for widespread improvement.
- Addressing the challenges of leadership capability development involves determining the timing and extent of learning, identifying essential skills aligned with business strategy, and choosing effective learning modalities to combat the forgetting curve.
- Emphasising the importance of learning for results rather than mere knowledge accumulation, Munro’s offers tailored learning programmes and leadership improvement initiatives through Munro’s Business Academy as practical steps towards enhancing team performance.
Presented By: Drew Pflaum
With Thanks To: Ayman Al-Abdullah
References page.
video transcript
Transcript available on the Business Improvement Workshops, Sprints & Programmes page.
Frequently Asked Questions For Improving Staff Performance
- What is staff improvement and why is it important?
Staff improvement focuses on enhancing employee performance, reducing turnover and building an attractive brand for easier recruitment by addressing the root causes of underperformance. It’s crucial because a motivated and well–trained team drives business success. - How does Munro’s ensure that the strategy is effectively implemented?
We don’t just advise; we work alongside you during the implementation phase. This may include training sessions, continuous support and regular reviews to ensure your staff improvement strategies are delivering real results. - Are your staff improvement services only available in Perth?
While Munro’s is proudly based in Perth, our staff improvement and business advisory services are available in WA and across Australia. - Can you share some of your client testimonials?
Sure. We have over 100 five-star Google reviews praising such aspects as our responsiveness and specialist advice. - How do you price your staff improvement service?
Our pricing is transparent and reflects the complexity of your business’s needs. Please visit our pricing page and then contact us for a personalised quote. - How do I get started with improving my staff performance?
It starts with a free Get To Know Each Other meeting. Simply book and then we’ll meet to discuss your challenges and goals, and then begin collaborating with you on how we can tailor an approach specific to your needs.
Where To Begin
Come Along To An Improve Session
First Session is FREE (incl. GST)
Upskilling Event for Business LeadersTop 2% ranked Australian Accounting Firm
Claims of being a ‘Top 2% ranked Australian Accounting Firm‘ (and similar claims) are based on two separate assessments conducted by Munro’s on 9-10 August 2023 and 1 December 2023. The ranking is derived from a comparison of the total of each accounting firm’s overall star rating multiplied by each firm’s quantity of reviews as shown on Google Maps. A total of 4,235 Australian accounting firms listed on Google Maps were identified for the earlier assessment, and a total of 4,301 for the latter assessment, which may not represent a complete list of Australian accounting firms. Munro’s claims are based on Munro’s best estimation and represent a snapshot collected at the time of each assessment. If the assessment was to be conducted today, then it is likely that Munro’s ranking would have changed – Munro’s may or may not be in the Top 2% today. Also, the methodology does not account for other potentially relevant factors such as quality of service, expertise, or client satisfaction beyond Google Maps reviews.
Read Key Points & Transcript
video key points
- Top 2% ranked Australian Accounting Firm is based on two separate Munro’s assessments of Google reviews for Australian based accounting firms on 9-10 August 2023 and 1 December 2023.
- Both assessments found Munro’s to be in the Top 2% (position 66 out of 4,235 and position 44 out of 4,301 for the assessments, respectively) when a ranking was derived from a comparison of the total of each accounting firm’s overall star rating multiplied by each firm’s quantity of reviews as shown on Google Maps.
- If the assessment was to be conducted today, then it is likely that Munro’s ranking would have changed – Munro’s may or may not be in the Top 2% today.
Presented by: Drew Pflaum
video transcript
In December 2023, we conducted a review of Australian accounting firms on Google Maps, based on star rating and quantity of reviews.
Out of the 4,301 Australian accounting firms we identified on Google, Munro’s ranked number 44, placing us in the Top 2% of Australian Accounting Firms. We’re thrilled to share this fact with you and share those reviews on our website. We’d also like to thank all our clients who left us those wonderful reviews.
Thank you.
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