Retention
Queensland Water Skills Partnership |
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This section contains a variety of tools and resources to aid in staff retention.
Managing change |
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| Effectively managing change is an important aspect to consider for any organisation. The following web links provide some articles and resources on resistance to change and suggestions on change management. |
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Henricks Consulting – short article on reasons for resistance to change and ways for managing. |
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Industrial Relations Victoria - Fact sheet ‘Workplace change: Managing change in the workplace.’ |
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Curtin University – Module ‘Leading Change and Managing Resistance.’ |
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Spectrum personnel – '10 steps for resistance to change.’ |
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The Fortune Group – Article ‘How to manage organisational change.’ |
Mentoring |
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| The urban water industry has a vast pool of workers who have been in the industry for decades and have a wealth of experience to offer to younger and new water industry employees. Informal mentoring often occurs internally within water service providers but there is also much value to be gained from more formal mentoring and mentoring between water service providers. | |
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Details of AWA's mentoring program and best practice guide. |
Employment conditions |
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| Infosheet - Workplace Absenteeism - Release Date 11-Oct-2011: - This Information sheet contains information on the factors that can contribute to absenteeism and suggested strategies to address the issues. |
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| Infosheet - Flexible Working Arrangements - Release Date 24-Oct-2011: - Queensland Urban Water Skills Partnership infosheet on flexible working arrangements. This information sheet contains information on the pros and cons of flexible working arrangements and strategies for implementation. |
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| No items found. (Members only access) | |
Recognition and rewards |
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| Key staff and great performing workers should be recognised and rewarded for their efforts. Recognition and rewards are often separate to the standard employment conditions used to attract and retain workers. A combination of formal and informal recognition can be used to ensure that staff are encouraged to continue perform at a high standard. Whilst there may be limited options for the provisions of monetary rewards, other rewards can include; professional development opportunities, promotions, industry award nominations, flexible working arrangements, special projects. |
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| Information available soon. |
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