Workforce attraction and retention is one of the key challenges facing employers across regional, rural and remote Australia.
Skills Insight spoke with stakeholders around the country to develop this webpage to support employers with attraction and retention strategies. Organised around the employee lifecycle, this web resource offers tools to build, support and retain the workforce you need at every stage.
Below you can explore: an overview of the employee lifecycle, tailored resources for different industries and case studies of real businesses showcasing attraction and retention strategies that are working in practice.
About the employee lifecycle
The employee lifecycle describes the journey an employee takes from awareness of your business to when they eventually leave.
Different strategies are needed at each stage of the employee lifecycle to support engagement and ongoing development.
With an understanding of each stage and the right tools to navigate them, you can shape employees who understand and value their role in your business, leading to better outcomes for both them and you.
Industry tools for attraction and retention
Select one of the options below to explore tools and tips for attraction and retention throughout the employee lifecycle, including customised resources for your industry. Not sure where you fit? See our industry scope map.
Horticulture
Australia’s horticulture industry is concentrated in regional areas, producing a range of fruits, nuts, vegetables, and nursery products around the country depending on conditions.
A reliance on temporary labour during peak seasons can limit workforce retention and reduce opportunities for long-term skill development. At the same time, a career in horticulture has a lot to offer prospective employees, including the opportunity to contribute and be connected to their community, to work outdoors, and the potential for flexible job roles.
Businesses in the horticulture industry can use the tools below to help streamline the coming and going of staff, and build capacity for more long-term arrangements.
Below are some tools to help understand what your business needs are, what you have to offer as an employer and how to communicate your value to potential employees. This can help you plan for ongoing and successful workforce attraction.
Workforce planning
By identifying your workforce needs upfront, you are better equipped to make hiring decisions that match those needs:
- Find tools to develop and implement a workforce plan for a business of any size at Workforce Planning Connect (Jobs Queensland).
- Explore the benefits of hiring an apprentice or trainee as part of your workforce model (Australian Apprenticeships).
Brand and reputation
Develop an idea of what your business values and what it has to offer employees to help you reach the right people:
- Understand and develop your employer value proposition (DEWR).
- Learn how to write a great business profile (Workforce Australia).
- Make your business a good place to work using the employer of choice toolkit (Regional Development Australia).
Workforce development in your region
- Look into your local Regional Development Australia (RDA) committee for opportunities to connect with your community, industry and government.
- Get involved in a local business network for support and networking opportunities:
Attraction and retention for your industry
Industry organisations do a lot of important work to uplift their industries and help with workforce development. See your relevant association to explore opportunities for your business and employees:
- The National Farmers’ Federation (NFF) is the peak national body representing farmers across Australia.
- See the Department of Agriculture, Fisheries and Forestry for a list of key horticulture industry organisations.
Tailored advice
Find someone to talk to about your specific business needs, using this Advisor Finder (Business.org.au).
Here you will find tools to help you find and hire the best person for the job, so that you can meet your business needs.
Understanding and communicating what you’re looking for
Get your job descriptions and selection criteria right so you can find the best person for the job:
- Find out about job design, including inclusive recruitment practices (DEWR).
- Find out how to write a great job ad (Workforce Australia).
- See information on pay and wages, including an A-Z of awards (Fair Work Ombudsman).
Where to find applicants
Find the best place to post your job ad to reach the right people:
- Access advice for hiring someone in the horticulture industry (Fair Work Ombudsman).
- Investigate the Local Jobs program to see what workforce supports are available in your region (DEWR) or check with your local council or check with your council for local workforce development initiatives.
- Search for a local training provider to build a connection with (YourCareer).
- Learn how to organise a work experience or Structured Workplace Learning (SWL) placement at your workplace (My Future).
- See if your area qualifies for help from MAS National, an organisation that provides help connecting businesses with talent, as well as navigating apprenticeships, traineeships and government incentives.
- Spread the word through social media, local noticeboards and conversations with your networks.
Horticulture related job boards:
Hiring someone
By being strategic in your hiring practices, you make sure you’re getting the person who is the best fit for you and your business:
- For guidance on how to shortlist candidates, conduct interviews, make an offer, and your obligations as an employer, complete this free, 25 minute short course on hiring employees and access this library of templates for hiring someone (Fair Work Ombudsman).
Hiring in agriculture:
- Find hiring and management advice tailored to the reequipments of farm workers (People in Agriculture).
Inclusive hiring
By supporting equal opportunity hiring practices, you can broaden the talent pool available to you:
- See a step-by-step guide to preventing discrimination in recruitment (Australian Human Rights Commission).
- See a quick guide Australian discrimination laws (Australian Human Rights Commission).
Offer management
Providing a written offer makes sure you and your potential employee are on the same page in terms of pay, conditions and responsibilities:
- Find out how to create an employment contract (Business.gov.au).
- Use this reference checking form to make sure you’re asking the right questions (Fair Work Ombudsman).
- Use this notice to unsuccessful applicants template to respectfully decline an application (Fair Work Ombudsman).
Below are tools to help new staff settle into your business and community. Onboarding practices help you and your employee understand your shared goals, which can boost productivity and retention.
Orientation
By providing employees with information about your business up front, you can help set them up for success:
- Find out what to do after making an offer of employment with this onboarding new employees resource (Business.gov.au).
Safety
Before you bring a new employee into the workplace, it’s important to make sure everything is set up for them to safely do the job:
- See WHS considerations applicable to agriculture (Safe Work Australia).
Tools for on-farm safety:
- Support the safety of new workers using this safety induction tool (FarmSafe Australia).
- View farm safety videos you can use for inducting new staff via Fruit Growers Tasmania or Fruit Growers Victoria.
- Access On-Farm Safety Auditing (AgHealth Australia).
Here you’ll find tools to support employee growth and capability. Training and developing employees helps you get the most out of them for your business and creates value for your employee and their career as well.
Learning and training
By providing relevant learning opportunities, employers can offer value to their employees while also developing their capabilities:
- Find out about training specific skills, how to make a professional development program and where to find external training more via this resource for staff development and training (Business.gov.au).
- Search for training courses relevant to your employees (Your Career).
- Find micro credentials for your employees (MicroCred Seeker).
- For employees who require upskilling in language, literacy and numeracy, explore the Skills for Education and Employment Program (SEE) an Australian Government program that delivers free training to eligible Australians (DEWR).
- Access free formal training through fee-free TAFE (Your Career).
Horticulture related training:
- Access training videos for picking and pruning pears and apples (Fruit Growers Victoria).
- To prepare new workers for the job, see videos from the Horticulture Farm Worker Induction Program (Agriculture Victoria).
- Access information about on-farm biosecurity in a range of languages (NT Farmers).
Career development
Setting up pathways for your employees can help keep them motivated and set your business up for the future:
- Use this job crafting toolkit so your employees can help shape work that suits their abilities, interests and life (DEWR).
- See this performance and development plan template (Business Victoria).
- Consider the role you play in mentoring your employees and explore these resources for mentors and mentees (DEWR).
- For high performers, encouragement to participate in a competition like WorldSkills can provide motivation and recognition (WorldSKills).
Performance management
Regular, structured feedback and reviews help both employees and employers understand expectations and what they’re working towards:
- See this free, 25 minute managing performance course and performance review discussion plan template (Fair Work Australia).
- See these best practice guides for managing performance and this free, 25 minute course on having difficult conversations (Fair Work Ombudsman).
This section includes strategies for keeping valued employees engaged and committed, so they’re in for the long haul. Work/life balance and positive work culture can be a key consideration for employees, and these tools can help you provide those incentives, creating a more stable and productive work environment and improving your return on investment.
Positive work culture
By developing a positive organisational culture, employees will see you as a good place to work, meaning they are more likely to stick around and speak well of your business to others:
- See this guide to building workplace culture (NSW Government).
Wellbeing
Supporting the wellbeing of your employees is important for their ability to perform their role and is a key mechanism to being a seen as a good place to work:
- See the rural wellbeing toolkit developed for anyone seeking to support the wellbeing of others in their rural community (University of Southern Queensland).
- See these managing health and safety resources (Safe Work Australia).
- Complete a free and validated Australian psychosocial risk assessment survey (People at Work).
On farm wellbeing resources:
- Access tip sheets for managing on farm wellbeing (ifarmwell).
- Download the Managing Stress on the Farm book (National Centre for Farmer Health).
Flexibility
Flexible work can be a big drawcard for employees seeking work that will fit with their lifestyle, and it can also be of benefit to the employer, shaping work arrangements to fit labour needs:
- Use this best practice guide for flexible working arrangements (Fair Work Ombudsman) .
- See how workplace flexibility can support diverse and innovative workforces (DEWR).
Parental leave
Supportive approaches to parental leave can be a big drawcard, adding to the work/life balance your business offers:
- See these workplace policies for parents to help support any parents in your business (DEWR).
Inclusion
By supporting the unique needs of each employee, you can empower them to be an engaged and productive part of the workforce:
- Aboriginal and Torres Strait Islander Peoples
Understand 10 truths to centre Indigenous Australians’ voices to create workplace inclusion (Diversity Council Australia.) - Culturally and linguistically diverse people
See these resources for migrant workers and their rights in Australia (Australian Human Rights Commission). - Domestic and family violence
See this small business employer guide to family and domestic violence (Fair Work Ombudsman). - LGBTQIA+ people
Access resources for LGBTQIA+ inclusion at work (IDAHOBIT). - Mature workers
Use this multigenerational workforce guide (Australian Human Rights Commission).
Explore support for businesses employing mature workers (DEWR). - Neurodiverse people
Access tip sheets for working with Autistic people (La Trobe University). - People with disability
See these disability resources for employers (Australian Human Rights Commission).
Access videos to improve your awareness of disability in agriculture (Ability Agriculture).
Watch this Barriers to Disability Employment Webinar (FFTITC). - Women
Get help employing and supporting women (DEWR).
Here’s you’ll find strategies to respectfully manage the end of employment, so that you can minimise the disruption of an employee leaving and safeguard the future of your business.
Exit processes and compliance
Managing all your requirements as an employer is an important final step in the employee cycle:
- See the Fair Work Ombudsmen’s ending employment webpage for tools and templates on ending employment.
Exit interviews
Talking to staff who are leaving is a great way to get feedback to keep improving yourself as an employer:
- Use this exit interview template to help structure conversations with leaving employees (Business.gov.au).
Succession planning
Making a succession plan means identifying and developing future leaders to take on responsibilities when you or other senior team members no longer work for the business, supporting continuity and competitiveness:
- Find out how to develop your succession plan (Business.gov.au).
Calculate turnover
- Use the staff turnover calculator to see how attraction and retention strategies are impacting your business (Business Victoria).
Furnishing and other manufacturing
The majority of the Australian furnishing industry is made up of smaller businesses, with over 95% of businesses.
With four of the top 10 occupations in the industry currently experiencing national shortages, furnishing faces challenges with unstable labour demand, lack of public awareness of career opportunities, gender imbalance, and sourcing appropriate training.
Opportunities for the industry to shift to more sustainable practices and develop digital competencies offer an exciting prospect for future career pathways. The resources below can offer targeted guidance to support businesses that aren’t large enough for dedicated HR programs.
Below are some tools to help understand what your business needs are, what you have to offer as an employer and how to communicate your value to potential employees. This can help you plan for ongoing and successful workforce attraction.
Workforce planning
By identifying your workforce needs upfront, you are better equipped to make hiring decisions that match those needs:
- Find tools to develop and implement a workforce plan for a business of any size at Workforce Planning Connect (Jobs Queensland).
- Explore the benefits of hiring an apprentice or trainee as part of your workforce model (Australian Apprenticeships).
Brand and reputation
Develop an idea of what your business values and what it has to offer employees to help you reach the right people:
- Understand and develop your employer value proposition (DEWR).
- Learn how to write a great business profile (Workforce Australia).
- Make your business a good place to work using the employer of choice toolkit (Regional Development Australia).
Workforce development in your region
- Look into your local Regional Development Australia (RDA) committee for opportunities to connect with your community, industry and government.
- Get involved in a local business network for support and networking opportunities:
Attraction and retention for your industry
Industry organisations do a lot of important work to uplift their industries and help with workforce development. See your relevant association to explore opportunities for your business and employees:
- Australian Cabinet and Furniture Association (ACFA)
- Australasian Timber Flooring Associations (ATFA)
- Australian Furniture Association (AFA)
- Australian Glass and Window Association (AGWA)
- Floor Covering Institute of Australia Ltd (FCIA)
- FurnishingWorks (a part of ForestWorks)
- National Security Screen Association (NSSA)
- Window Shading Association of Australia (WSAA)
Tailored advice
Find someone to talk to about your specific business needs, using this Advisor Finder (Business.org.au).
Here you will find tools to help you find and hire the best person for the job, so that you can meet your business needs.
Understanding and communicating what you’re looking for
Get your job descriptions and selection criteria right so you can find the best person for the job:
- Find out about job design, including inclusive recruitment practices (DEWR).
- Find out how to write a great job ad (Workforce Australia).
- See information on pay and wages, including an A-Z of awards (Fair Work Ombudsman).
Where to find applicants
Find the best place to post your job ad to reach the right people:
- Investigate the Local Jobs program to see what workforce supports are available in your region (DEWR) or check with your council for local workforce development initiatives.
- Search for a local training provider to build a connection with (YourCareer).
- Learn how to organise a work experience or Structured Workplace Learning (SWL) placement at your workplace (My Future).
- See if your area qualifies for help from MAS National, an organisation that provides help connecting businesses with talent, as well as navigating apprenticeships, traineeships and government incentives.
- Spread the word through social media, local noticeboards and conversations with your networks.
Hiring someone
By being strategic in your hiring practices, you make sure you’re getting the person who is the best fit for you and your business:
- For guidance on how to shortlist candidates, conduct interviews, make an offer, and more, complete this free, 25 minute short course on hiring employees and access this library of templates for hiring someone (Fair Work Ombudsman).
Inclusive hiring
By supporting equal opportunity hiring practices, you can broaden the talent pool available to you:
- See a step-by-step guide to preventing discrimination in recruitment (Australian Human Rights Commission).
- See a quick guide Australian discrimination laws (Australian Human Rights Commission).
Offer management
Providing a written offer makes sure you and your potential employee are on the same page in terms of pay, conditions and responsibilities:
- Find out how to create an employment contract (Business.gov.au).
- Use this reference checking form to make sure you’re asking the right questions (Fair Work Ombudsman).
- Use this notice to unsuccessful applicants template to respectfully decline an application (Fair Work Ombudsman).
Below are tools to help new staff settle into your business and community. Onboarding practices help you and your employee understand your shared goals, which can boost productivity and retention.
Orientation
By providing employees with information about your business up front, you can help set them up for success:
- Find out what to do after making an offer of employment with this onboarding new employees resource (Business.gov.au).
Safety
Before you bring a new employee into the workplace, it’s important to make sure everything is set up for them to safely do the job:
- See WHS considerations applicable to manufacturing businesses (Safe Work Australia).
Here you’ll find tools to support employee growth and capability. Training and developing employees helps you get the most out of them for your business and creates value for your employee and their career as well.
Learning and training
By providing relevant learning opportunities, employers can offer value to their employees while also developing their capabilities:
- Find out about training specific skills, how to make a professional development program and where to find external training via this resource for staff development and training (Business.gov.au).
- Search for training courses relevant to your employees (Your Career).
- Find micro credentials for your employees (MicroCred Seeker).
- For employees who require upskilling in language, literacy and numeracy, explore the Skills for Education and Employment Program (SEE) an Australian Government program that delivers free training to eligible Australians (DEWR).
- Access free formal training through fee-free TAFE (Your Career).
Career development
Setting up pathways for your employees can help keep them motivated and set your business up for the future:
- Use this job crafting toolkit so your employees can help shape work that suits their abilities, interests and life (DEWR).
- See this performance and development plan template (Business Victoria).
- Consider the role you play in mentoring your employees and explore these resources for mentors and mentees (DEWR).
- For high performers, encouragement to participate in a competition like WorldSkills can provide motivation and recognition (WorldSKills).
Performance management
Regular, structured feedback and reviews help both employees and employers understand expectations and what they’re working towards:
- See this free, 25 minute managing performance course and performance review discussion plan template (Fair Work Australia).
- See these best practice guides for managing performance and this free, 25 minute course on having difficult conversations (Fair Work Ombudsman).
This section includes strategies for keeping valued employees engaged and committed, so they’re in for the long haul. Work/life balance and positive work culture can be a key consideration for employees, and these tools can help you provide those incentives, creating a more stable and productive work environment and improving your return on investment.
Positive work culture
By developing a positive organisational culture, employees will see you as a good place to work, meaning they are more likely to stick around and speak well of your business to others:
- See this guide to building workplace culture (NSW Government).
Wellbeing
Supporting the wellbeing of your employees is important for their ability to perform their role and is a key mechanism to being a seen as a good place to work:
- See the rural wellbeing toolkit developed for anyone seeking to support the wellbeing of others in their rural community (University of Southern Queensland).
- See these managing health and safety resources (Safe Work Australia).
- Complete a free and validated Australian psychosocial risk assessment survey (People at Work).
Flexibility
Flexible work can be a big drawcard for employees seeking work that will fit with their lifestyle, and it can also be of benefit to the employer, shaping work arrangements to fit labour needs:
- Use this best practice guide for flexible working arrangements (Fair Work Ombudsman) .
- See how workplace flexibility can support diverse and innovative workforces (DEWR).
Parental leave
Supportive approaches to parental leave can be a big drawcard, adding to the work/life balance your business offers:
- See these workplace policies for parents to help support any parents in your business (DEWR).
Inclusion
By supporting the unique needs of each employee, you can empower them to be an engaged and productive part of the workforce:
- Aboriginal and Torres Strait Islander Peoples
Understand 10 truths to centre Indigenous Australians’ voices to create workplace inclusion (Diversity Council Australia.) - Culturally and linguistically diverse people
See these resources for migrant workers and their rights in Australia (Australian Human Rights Commission). - Domestic and family violence
See this small business employer guide to family and domestic violence (Fair Work Ombudsman). - LGBTQIA+ people
Access resources for LGBTQIA+ inclusion at work (IDAHOBIT). - Mature workers
Use this multigenerational workforce guide (Australian Human Rights Commission).
Explore support for businesses employing mature workers (DEWR). - Neurodiverse people
Access tip sheets for working with Autistic people (La Trobe University). - People with disability
See these disability resources for employers (Australian Human Rights Commission).
Watch this Barriers to Disability Employment Webinar (FFTITC). - Women
Get help employing and supporting women (DEWR).
Here’s you’ll find strategies to respectfully manage the end of employment, so that you can minimise the disruption of an employee leaving and safeguard the future of your business.
Exit processes and compliance
Managing all your requirements as an employer is an important final step in the employee cycle:
- See the Fair Work Ombudsmen’s ending employment webpage for tools and templates on ending employment.
Exit interviews
Talking to staff who are leaving is a great way to get feedback to keep improving yourself as an employer:
- Use this exit interview template to help structure conversations with leaving employees (Business.gov.au).
Succession planning
Making a succession plan means identifying and developing future leaders to take on responsibilities when you or other senior team members no longer work for the business, supporting continuity and competitiveness:
- Find out how to develop your succession plan (Business.gov.au).
Calculate turnover
- Use the staff turnover calculator to see how attraction and retention strategies are impacting your business (Business Victoria).
Forest management and harvesting
Over 75 per cent of the forest management and harvesting workforce live outside of a major city. However, distribution between states and territories is uneven, with labour shortages in some regions.
Understanding workforce needs is difficult in the current environment as the industry grapples with uncertain economic conditions, government policies, and variability in other industries along the value chain.
Increased need for technological skills and ecological expertise offer new career opportunities for potential employees. Employers may find the below resources helpful for navigating relationships with employees as the needs of the business shift.
Below are some tools to help understand what your business needs are, what you have to offer as an employer and how to communicate your value to potential employees. This can help you plan for ongoing and successful workforce attraction.
Workforce planning
By identifying your workforce needs upfront, you are better equipped to make hiring decisions that match those needs:
- Find tools to develop and implement a workforce plan for a business of any size at Workforce Planning Connect (Jobs Queensland).
- Explore the benefits of hiring an apprentice or trainee as part of your workforce model (Australian Apprenticeships).
Brand and reputation
Develop an idea of what your business values and what it has to offer employees to help you reach the right people:
- Understand and develop your employer value proposition (DEWR).
- Learn how to write a great business profile (Workforce Australia).
- Make your business a good place to work using the employer of choice toolkit (Regional Development Australia).
Workforce development in your region
- Look into your local Regional Development Australia (RDA) committee for opportunities to connect with your community, industry and government.
- Get involved in a local business network for support and networking opportunities:
Attraction and retention for your industry
Industry organisations do a lot of important work to uplift their industries and help with workforce development. See your relevant association to explore opportunities for your business and employees:
- Australian Forest Contractors Association (see their ForestFit initiative)
- Australian Forest Products Association
- ForestWorks
- Regional Forestry Hubs (Department of Agriculture, Fisheries and Forestry).
Tailored advice
Find someone to talk to about your specific business needs, using this Advisor Finder (Business.org.au).
Here you will find tools to help you find and hire the best person for the job, so that you can meet your business needs.
Understanding and communicating what you’re looking for
Get your job descriptions and selection criteria right so you can find the best person for the job:
- Find out about job design, including inclusive recruitment practices (DEWR).
- Find out how to write a great job ad (Workforce Australia).
- See information on pay and wages, including an A-Z of awards (Fair Work Ombudsman).
Where to find applicants
Find the best place to post your job ad to reach the right people:
- Investigate the Local Jobs program to see what workforce supports are available in your region (DEWR) or check with your council for local workforce development initiatives.
- Search for a local training provider to build a connection with (YourCareer).
- Learn how to organise a work experience or Structured Workplace Learning (SWL) placement at your workplace (My Future).
- See if your area qualifies for help from MAS National, an organisation that provides help connecting businesses with talent, as well as navigating apprenticeships, traineeships and government incentives.
- Spread the word through social media, local noticeboards and conversations with your networks.
Hiring someone
By being strategic in your hiring practices, you make sure you’re getting the person who is the best fit for you and your business:
- For guidance on how to shortlist candidates, conduct interviews, make an offer, and more, complete this free, 25 minute short course on hiring employees and access this library of templates for hiring someone (Fair Work Ombudsman).
Inclusive hiring
By supporting equal opportunity hiring practices, you can broaden the talent pool available to you:
- See a step-by-step guide to preventing discrimination in recruitment (Australian Human Rights Commission).
- See a quick guide Australian discrimination laws (Australian Human Rights Commission).
Offer management
Providing a written offer makes sure you and your potential employee are on the same page in terms of pay, conditions and responsibilities:
- Find out how to create an employment contract (Business.gov.au).
- Use this reference checking form to make sure you’re asking the right questions (Fair Work Ombudsman).
- Use this notice to unsuccessful applicants template to respectfully decline an application (Fair Work Ombudsman).
Below are tools to help new staff settle into your business and community. Onboarding practices help you and your employee understand your shared goals, which can boost productivity and retention.
Orientation
By providing employees with information about your business up front, you can help set them up for success:
- Find out what to do after making an offer of employment with this onboarding new employees resource (Business.gov.au).
Safety
Before you bring a new employee into the workplace, it’s important to make sure everything is set up for them to safely do the job:
- See WHS considerations applicable to the forestry industry(Safe Work Australia).
Here you’ll find tools to support employee growth and capability. Training and developing employees helps you get the most out of them for your business and creates value for your employee and their career as well.
Learning and training
By providing relevant learning opportunities, employers can offer value to their employees while also developing their capabilities:
- Find out about training specific skills, how to make a professional development program and where to find external training more via this resource for staff development and training (Business.gov.au).
- Search for training courses relevant to your employees (Your Career).
- Find micro credentials for your employees (MicroCred Seeker).
- For employees who require upskilling in language, literacy and numeracy, explore the Skills for Education and Employment Program (SEE) an Australian Government program that delivers free training to eligible Australians (DEWR).
- Access free formal training through fee-free TAFE (Your Career).
Career development
Setting up pathways for your employees can help keep them motivated and set your business up for the future:
- Use this job crafting toolkit so your employees can help shape work that suits their abilities, interests and life (DEWR).
- See this performance and development plan template (Business Victoria).
- Consider the role you play in mentoring your employees and explore these resources for mentors and mentees (DEWR).
- For high performers, encouragement to participate in a competition like WorldSkills can provide motivation and recognition (WorldSKills).
Performance management
Regular, structured feedback and reviews help both employees and employers understand expectations and what they’re working towards:
- See this free, 25 minute managing performance course and performance review discussion plan template (Fair Work Australia).
- See these best practice guides for managing performance and this free, 25 minute course on having difficult conversations (Fair Work Ombudsman).
This section includes strategies for keeping valued employees engaged and committed, so they’re in for the long haul. Work/life balance and positive work culture can be a key consideration for employees, and these tools can help you provide those incentives, creating a more stable and productive work environment and improving your return on investment.
Positive work culture
By developing a positive organisational culture, employees will see you as a good place to work, meaning they are more likely to stick around and speak well of your business to others:
- See this guide to building workplace culture (NSW Government).
Wellbeing
Supporting the wellbeing of your employees is important for their ability to perform their role and is a key mechanism to being a seen as a good place to work:
- See the rural wellbeing toolkit developed for anyone seeking to support the wellbeing of others in their rural community (University of Southern Queensland).
- See these managing health and safety resources (Safe Work Australia).
- Complete a free and validated Australian psychosocial risk assessment survey (People at Work).
Wellbeing resources for the forest management and harvesting industry:
- See these videos to support forestry workers’ mental health and wellbeing (ForestWorks)
Flexibility
Flexible work can be a big drawcard for employees seeking work that will fit with their lifestyle, and it can also be of benefit to the employer, shaping work arrangements to fit labour needs:
- Use this best practice guide for flexible working arrangements (Fair Work Ombudsman) .
- See how workplace flexibility can support diverse and innovative workforces (DEWR).
Parental leave
Supportive approaches to parental leave can be a big drawcard, adding to the work/life balance your business offers:
- See these workplace policies for parents to help support any parents in your business (DEWR).
Inclusion
By supporting the unique needs of each employee, you can empower them to be an engaged and productive part of the workforce:
- Aboriginal and Torres Strait Islander Peoples
Understand 10 truths to centre Indigenous Australians’ voices to create workplace inclusion (Diversity Council Australia.) - Culturally and linguistically diverse people
See these resources for migrant workers and their rights in Australia (Australian Human Rights Commission). - Domestic and family violence
See this small business employer guide to family and domestic violence (Fair Work Ombudsman). - LGBTQIA+ people
Access resources for LGBTQIA+ inclusion at work (IDAHOBIT). - Mature workers
Use this multigenerational workforce guide (Australian Human Rights Commission).
Explore support for businesses employing mature workers (DEWR). - Neurodiverse people
Access tip sheets for working with Autistic people (La Trobe University). - People with disability
See these disability resources for employers (Australian Human Rights Commission).
Watch this Barriers to Disability Employment Webinar (FFTITC). - Women
Get help employing and supporting women (DEWR).
Here’s you’ll find strategies to respectfully manage the end of employment, so that you can minimise the disruption of an employee leaving and safeguard the future of your business.
Exit processes and compliance
Managing all your requirements as an employer is an important final step in the employee cycle:
- See the Fair Work Ombudsmen’s ending employment webpage for tools and templates on ending employment.
Exit interviews
Talking to staff who are leaving is a great way to get feedback to keep improving yourself as an employer:
- Use this exit interview template to help structure conversations with leaving employees (Business.gov.au).
Succession planning
Making a succession plan means identifying and developing future leaders to take on responsibilities when you or other senior team members no longer work for the business, supporting continuity and competitiveness:
- Find out how to develop your succession plan (Business.gov.au).
Calculate turnover
- Use the staff turnover calculator to see how attraction and retention strategies are impacting your business (Business Victoria).
Ecosystem management, conservation, landscaping and gardening
Ecosystem management, landscaping and gardening services are essential for sustaining the natural environment and green spaces around the country.
Workforce distribution broadly mirrors population patterns, however there are workforce shortages across several regions and occupations. Attraction and retention strategies will be key to addressing these gaps, as climate change and the growth of sustainable practices reshape skill needs and increase demand for specific roles.
With many roles spending time outdoors and contributing positively to our environment and communities, a career in the ecosystem management, landscaping and gardening has strong appeal. Employers can use the tools below to offer additional value, making career pathways more visible and viable, particularly for younger people.
Below are some tools to help understand what your business needs are, what you have to offer as an employer and how to communicate your value to potential employees. This can help you plan for ongoing and successful workforce attraction.
Workforce planning
By identifying your workforce needs upfront, you are better equipped to make hiring decisions that match those needs:
- Find tools to develop and implement a workforce plan for a business of any size at Workforce Planning Connect (Jobs Queensland).
- Explore the benefits of hiring an apprentice or trainee as part of your workforce model (Australian Apprenticeships).
Brand and reputation
Develop an idea of what your business values and what it has to offer employees to help you reach the right people:
- Understand and develop your employer value proposition (DEWR).
- Learn how to write a great business profile (Workforce Australia).
- Make your business a good place to work using the employer of choice toolkit (Regional Development Australia).
Workforce development in your region
- Look into your local Regional Development Australia (RDA) committee for opportunities to connect with your community, industry and government.
- Get involved in a local business network for support and networking opportunities:
Attraction and retention for your industry
Industry organisations do a lot of important work to uplift their industries and help with workforce development. See your relevant association to explore opportunities for your business and employees:
Tailored advice
Find someone to talk to about your specific business needs, using this Advisor Finder (Business.org.au).
Here you will find tools to help you find and hire the best person for the job, so that you can meet your business needs.
Understanding and communicating what you’re looking for
Get your job descriptions and selection criteria right so you can find the best person for the job:
- Find out about job design, including inclusive recruitment practices (DEWR).
- Find out how to write a great job ad (Workforce Australia).
- See information on pay and wages, including an A-Z of awards (Fair Work Ombudsman).
Where to find applicants
Find the best place to post your job ad to reach the right people:
- Investigate the Local Jobs program to see what workforce supports are available in your region (DEWR) or check with your council for local workforce development initiatives.
- Search for a local training provider to build a connection with (YourCareer).
- Learn how to organise a work experience or Structured Workplace Learning (SWL) placement at your workplace (My Future).
- See if your area qualifies for help from MAS National, an organisation that provides help connecting businesses with talent, as well as navigating apprenticeships, traineeships and government incentives.
- Spread the word through social media, local noticeboards and conversations with your networks.
Ecosystem management, conservation, landscaping and gardening job boards:
Hiring someone
By being strategic in your hiring practices, you make sure you’re getting the person who is the best fit for you and your business:
- For guidance on how to shortlist candidates, conduct interviews, make an offer, and more, complete this free, 25 minute short course on hiring employees and access this library of templates for hiring someone (Fair Work Ombudsman).
Inclusive hiring
By supporting equal opportunity hiring practices, you can broaden the talent pool available to you:
- See a step-by-step guide to preventing discrimination in recruitment (Australian Human Rights Commission).
- See a quick guide Australian discrimination laws (Australian Human Rights Commission).
Offer management
Providing a written offer makes sure you and your potential employee are on the same page in terms of pay, conditions and responsibilities:
- Find out how to create an employment contract (Business.gov.au).
- Use this reference checking form to make sure you’re asking the right questions (Fair Work Ombudsman).
- Use this notice to unsuccessful applicants template to respectfully decline an application (Fair Work Ombudsman).
Below are tools to help new staff settle into your business and community. Onboarding practices help you and your employee understand your shared goals, which can boost productivity and retention.
Orientation
By providing employees with information about your business up front, you can help set them up for success:
- Find out what to do after making an offer of employment with this onboarding new employees resource (Business.gov.au).
Safety
Before you bring a new employee into the workplace, it’s important to make sure everything is set up for them to safely do the job:
- See WHS considerations applicable to small businesses (Safe Work Australia).
Here you’ll find tools to support employee growth and capability. Training and developing employees helps you get the most out of them for your business and creates value for your employee and their career as well.
Learning and training
By providing relevant learning opportunities, employers can offer value to their employees while also developing their capabilities:
- Find out about training specific skills, how to make a professional development program and where to find external training more via this resource for staff development and training (Business.gov.au).
- Search for training courses relevant to your employees (Your Career).
- Find micro credentials for your employees (MicroCred Seeker).
- For employees who require upskilling in language, literacy and numeracy, explore the Skills for Education and Employment Program (SEE) an Australian Government program that delivers free training to eligible Australians (DEWR).
- Access free formal training through fee-free TAFE (Your Career).
Career development
Setting up pathways for your employees can help keep them motivated and set your business up for the future:
- Use this job crafting toolkit so your employees can help shape work that suits their abilities, interests and life (DEWR).
- See this performance and development plan template (Business Victoria).
- Consider the role you play in mentoring your employees and explore these resources for mentors and mentees (DEWR).
- For high performers, encouragement to participate in a competition like WorldSkills can provide motivation and recognition (WorldSKills).
Performance management
Regular, structured feedback and reviews help both employees and employers understand expectations and what they’re working towards:
- See this free, 25 minute managing performance course and performance review discussion plan template (Fair Work Australia).
- See these best practice guides for managing performance and this free, 25 minute course on having difficult conversations (Fair Work Ombudsman).
This section includes strategies for keeping valued employees engaged and committed, so they’re in for the long haul. Work/life balance and positive work culture can be a key consideration for employees, and these tools can help you provide those incentives, creating a more stable and productive work environment and improving your return on investment.
Positive work culture
By developing a positive organisational culture, employees will see you as a good place to work, meaning they are more likely to stick around and speak well of your business to others:
- See this guide to building workplace culture (NSW Government).
Wellbeing
Supporting the wellbeing of your employees is important for their ability to perform their role and is a key mechanism to being a seen as a good place to work:
- See the rural wellbeing toolkit developed for anyone seeking to support the wellbeing of others in their rural community (University of Southern Queensland).
- See these managing health and safety resources (Safe Work Australia).
- Complete a free and validated Australian psychosocial risk assessment survey (People at Work).
Flexibility
Flexible work can be a big drawcard for employees seeking work that will fit with their lifestyle, and it can also be of benefit to the employer, shaping work arrangements to fit labour needs:
- Use this best practice guide for flexible working arrangements (Fair Work Ombudsman) .
- See how workplace flexibility can support diverse and innovative workforces (DEWR).
Parental leave
Supportive approaches to parental leave can be a big drawcard, adding to the work/life balance your business offers:
- See these workplace policies for parents to help support any parents in your business (DEWR).
Inclusion
By supporting the unique needs of each employee, you can empower them to be an engaged and productive part of the workforce:
- Aboriginal and Torres Strait Islander Peoples
Understand 10 truths to centre Indigenous Australians’ voices to create workplace inclusion (Diversity Council Australia.) - Culturally and linguistically diverse people
See these resources for migrant workers and their rights in Australia (Australian Human Rights Commission). - Domestic and family violence
See this small business employer guide to family and domestic violence (Fair Work Ombudsman). - LGBTQIA+ people
Access resources for LGBTQIA+ inclusion at work (IDAHOBIT). - Mature workers
Use this multigenerational workforce guide (Australian Human Rights Commission).
Explore support for businesses employing mature workers (DEWR). - Neurodiverse people
Access tip sheets for working with Autistic people (La Trobe University). - People with disability
See these disability resources for employers (Australian Human Rights Commission).
Watch this Barriers to Disability Employment Webinar (FFTITC). - Women
Get help employing and supporting women (DEWR).
Here’s you’ll find strategies to respectfully manage the end of employment, so that you can minimise the disruption of an employee leaving and safeguard the future of your business.
Exit processes and compliance
Managing all your requirements as an employer is an important final step in the employee cycle:
- See the Fair Work Ombudsmen’s ending employment webpage for tools and templates on ending employment.
Exit interviews
Talking to staff who are leaving is a great way to get feedback to keep improving yourself as an employer:
- Use this exit interview template to help structure conversations with leaving employees (Business.gov.au).
Succession planning
Making a succession plan means identifying and developing future leaders to take on responsibilities when you or other senior team members no longer work for the business, supporting continuity and competitiveness:
- Find out how to develop your succession plan (Business.gov.au).
Calculate turnover
- Use the staff turnover calculator to see how attraction and retention strategies are impacting your business (Business Victoria).
Broadacre cropping
Australia’s broadacre cropping industry is well distributed around the country, with different climates and soil types offering conditions for a broad range of crop production.
While overall employment is strong, there are persistent regional workforce shortages, highlighting the need for targeted attraction and retention strategies. Competitive wages and year-round work in other industries add to the challenge. Greater connection to community, work/life balance and new technological career opportunities are just some of the industry benefits that can be harnessed to appeal to employees.
The resources below can help employers create competitive working conditions and development opportunities for employees who want a job that fits with their life and aspirations.
Below are some tools to help understand what your business needs are, what you have to offer as an employer and how to communicate your value to potential employees. This can help you plan for ongoing and successful workforce attraction.
Workforce planning
By identifying your workforce needs upfront, you are better equipped to make hiring decisions that match those needs:
- Find tools to develop and implement a workforce plan for a business of any size at Workforce Planning Connect (Jobs Queensland).
- Explore the benefits of hiring an apprentice or trainee as part of your workforce model (Australian Apprenticeships).
Brand and reputation
Develop an idea of what your business values and what it has to offer employees to help you reach the right people:
- Understand and develop your employer value proposition (DEWR).
- Learn how to write a great business profile (Workforce Australia).
- Make your business a good place to work using the employer of choice toolkit (Regional Development Australia).
Workforce development in your region
- Look into your local Regional Development Australia (RDA) committee for opportunities to connect with your community, industry and government.
- Get involved in a local business network for support and networking opportunities:
Attraction and retention for your industry
Industry organisations do a lot of important work to uplift their industries and help with workforce development. See your relevant association to explore opportunities for your business and employees:
- The National Farmers’ Federation (NFF) is the peak national body representing farmers and agriculture across Australia.
- See the Department of Agriculture, Fisheries and Forestry for a list of key cropping industry organisations.
- Access the SHIFT Resources, for attraction and retention resources developed specifically for the cotton industry.
Tailored advice
Find someone to talk to about your specific business needs, using this Advisor Finder (Business.org.au)
Here you will find tools to help you find and hire the best person for the job, so that you can meet your business needs.
Understanding and communicating what you’re looking for
Get your job descriptions and selection criteria right so you can find the best person for the job:
- Find out about job design, including inclusive recruitment practices (DEWR).
- Find out how to write a great job ad (Workforce Australia).
- See information on pay and wages, including an A-Z of awards (Fair Work Ombudsman).
Where to find applicants
Where you advertise a position is an important consideration for reaching the right people. Regional, rural and remote businesses may benefit from exploring option in addition to the usual job boards, such as:
- The Local Jobs program, which offers workforce supports to 51 employment regions around Australia (DEWR) or check with your council for local workforce development initiatives.
- Search for a local training provider to build a connection with (YourCareer).
- Learn how to organise a work experience or Structured Workplace Learning (SWL) placement at your workplace (My Future).
- See if your area qualifies for help from MAS National, an organisation that provides help connecting businesses with talent, as well as navigating apprenticeships, traineeships and government incentives.
- Spread the word through social media, local noticeboards and conversations with your networks.
Agriculture job boards:
Hiring someone
By being strategic in your hiring practices, you make sure you’re getting the person who is the best fit for you and your business:
- For guidance on how to shortlist candidates, conduct interviews, make an offer, and more, complete this free, 25 minute short course on hiring employees and access this library of templates for hiring someone (Fair Work Ombudsman).
Hiring in agriculture:
- Find hiring and management advice tailored to the reequipments of farm workers (People in Agriculture).
Inclusive hiring
By supporting equal opportunity hiring practices, you can broaden the talent pool available to you:
- See a step-by-step guide to preventing discrimination in recruitment (Australian Human Rights Commission).
- See a quick guide Australian discrimination laws (Australian Human Rights Commission).
Offer management
Providing a written offer makes sure you and your potential employee are on the same page in terms of pay, conditions and responsibilities:
- Find out how to create an employment contract (Business.gov.au).
- Use this reference checking form to make sure you’re asking the right questions (Fair Work Ombudsman).
- Use this notice to unsuccessful applicants template to respectfully decline an application (Fair Work Ombudsman).
Below are tools to help new staff settle into your business and community. Onboarding practices help you and your employee understand your shared goals, which can boost productivity and retention.
Orientation
By providing employees with information about your business up front, you can help set them up for success:
- Find out what to do after making an offer of employment with this onboarding new employees resource (Business.gov.au).
Safety
Before you bring a new employee into the workplace, it’s important to make sure everything is set up for them to safely do the job:
- See WHS considerations applicable to agriculture (Safe Work Australia).
Tools for on-farm safety:
- Support the safety of new workers using this safety induction tool (FarmSafe Australia).
- Access On-Farm Safety Auditing (AgHealth Australia).
Here you’ll find tools to support employee growth and capability. Training and developing employees helps you get the most out of them for your business and creates value for your employee and their career as well.
Learning and training
By providing relevant learning opportunities, employers can offer value to their employees while also developing their capabilities:
- Find out about training specific skills, how to make a professional development program and where to find external training more via this resource for staff development and training (Business.gov.au).
- Search for training courses relevant to your employees (Your Career).
- Find micro credentials for your employees (MicroCred Seeker).
- For employees who require upskilling in language, literacy and numeracy, explore the Skills for Education and Employment Program (SEE) an Australian Government program that delivers free training to eligible Australians (DEWR).
- Access free formal training through fee-free TAFE (Your Career).
Training in broadacre cropping:
- Access resources for training in the cotton industry (Cotton Australia).
- Four young people looking to develop their career in ag, see the Australian Grain Leaders Program (GrainGrowers).
- See these opportunities for Building Capacity in the Australian Rice Industry (Ricegrowers Association).
Career development
Setting up pathways for your employees can help keep them motivated and set your business up for the future:
- Use this job crafting toolkit so your employees can help shape work that suits their abilities, interests and life (DEWR).
- See this performance and development plan template (Business Victoria).
- Consider the role you play in mentoring your employees and explore these resources for mentors and mentees (DEWR).
- For high performers, encouragement to participate in a competition like WorldSkills can provide motivation and recognition (WorldSKills).
Performance management
Regular, structured feedback and reviews help both employees and employers understand expectations and what they’re working towards:
- See this free, 25 minute managing performance course and performance review discussion plan template (Fair Work Australia).
- See these best practice guides for managing performance and this free, 25 minnute course on having difficult conversations (Fair Work Ombudsman).
This section includes strategies for keeping valued employees engaged and committed, so they’re in for the long haul. Work/life balance and positive work culture can be a key consideration for employees, and these tools can help you provide those incentives, creating a more stable and productive work environment and improving your return on investment.
Positive work culture
By developing a positive organisational culture, employees will see you as a good place to work, meaning they are more likely to stick around and speak well of your business to others:
- See this guide to building workplace culture (NSW Government).
Wellbeing
Supporting the wellbeing of your employees is important for their ability to perform their role and is a key mechanism to being a seen as a good place to work:
- See the rural wellbeing toolkit developed for anyone seeking to support the wellbeing of others in their rural community (University of Southern Queensland).
- See these managing health and safety resources (Safe Work Australia).
- Complete a free and validated Australian psychosocial risk assessment survey (People at Work).
On farm wellbeing resources:
- Access tip sheets for managing on farm wellbeing (ifarmwell).
- Download the Managing Stress on the Farm book (National Centre for Farmer Health).
Flexibility
Flexible work can be a big drawcard for employees seeking work that will fit with their lifestyle, and it can also be of benefit to the employer, shaping work arrangements to fit labour needs:
- Use this best practice guide for flexible working arrangements (Fair Work Ombudsman) .
- See how workplace flexibility can support diverse and innovative workforces (DEWR).
Parental leave
Supportive approaches to parental leave can be a big drawcard, adding to the work/life balance your business offers:
- See these workplace policies for parents to help support any parents in your business (DEWR).
Inclusion
By supporting the unique needs of each employee, you can empower them to be an engaged and productive part of the workforce:
- Aboriginal and Torres Strait Islander Peoples
Understand 10 truths to centre Indigenous Australians’ voices to create workplace inclusion (Diversity Council Australia.) - Culturally and linguistically diverse people
See these resources for migrant workers and their rights in Australia (Australian Human Rights Commission). - Domestic and family violence
See this small business employer guide to family and domestic violence (Fair Work Ombudsman). - LGBTQIA+ people
Access resources for LGBTQIA+ inclusion at work (IDAHOBIT). - Mature workers
Use this multigenerational workforce guide (Australian Human Rights Commission).
Explore support for businesses employing mature workers (DEWR). - Neurodiverse people
Access tip sheets for working with Autistic people (La Trobe University). - People with disability
See these disability resources for employers (Australian Human Rights Commission).
Access videos to improve your awareness of disability in agriculture (Ability Agriculture).
Watch this Barriers to Disability Employment Webinar (FFTITC). - Women
Get help employing and supporting women (DEWR).
Here’s you’ll find strategies to respectfully manage the end of employment, so that you can minimise the disruption of an employee leaving and safeguard the future of your business.
Exit processes and compliance
Managing all your requirements as an employer is an important final step in the employee cycle:
- See the Fair Work Ombudsmen’s ending employment webpage for tools and templates on ending employment.
Exit interviews
Talking to staff who are leaving is a great way to get feedback to keep improving yourself as an employer:
- Use this exit interview template to help structure conversations with leaving employees (Business.gov.au).
Succession planning
Making a succession plan means identifying and developing future leaders to take on responsibilities when you or other senior team members no longer work for the business, supporting continuity and competitiveness:
- Find out how to develop your succession plan (Business.gov.au).
Calculate turnover
- Use the staff turnover calculator to see how attraction and retention strategies are impacting your business (Business Victoria).
Aquaculture and wild catch
Australia’s aquaculture and wild catch workforce plays a vital role in regional, rural and remote economies, with seafood businesses in almost every coastal town around the country.
The industry has some of the highest proportions of workers living in remote or very remote areas, where liveability challenges can af
fect attraction and retention. At the same time, there is great appeal in the lifestyle offered by working in picturesque coastal and regional communities around the country.
Employers could benefit from tools to harness this appeal and add value for their employees through work conditions and opportunities for professional development, as well as resources to support wellbeing.
Below are some tools to help understand what your business needs are, what you have to offer as an employer and how to communicate your value to potential employees. This can help you plan for ongoing and successful workforce attraction.
Workforce planning
By identifying your workforce needs upfront, you are better equipped to make hiring decisions that match those needs:
- See Workforce Planning Connect for tools to develop and implement a workforce plan for a business of any size (Jobs Queensland).
- Explore the benefits of hiring an apprentice or trainee as part of your workforce model (Australian Apprenticeships).
Brand and reputation
Develop an idea of what your business values and what it has to offer employees to help you reach the right people:
- Understand and develop your employer value proposition (DEWR).
- Learn how to write a great business profile (Workforce Australia).
- Make your business a good place to work using the employer of choice toolkit (Regional Development Australia).
Workforce development in your region
- Look into your local Regional Development Australia (RDA) committee for opportunities to connect with your community, industry and government.
- Get involved in a local business network for support and networking opportunities:
Attraction and retention for your industry
Industry organisations do a lot of important work to uplift their industries and help with workforce development. See your relevant association to explore opportunities for your business and employees:
- Seafood Industry Australia (SIA)
- Australian Barramundi Farmers Association
- Australian Prawn Farmers Association
- Australian Southern Bluefin Tuna Industry Association (ASBTIA)
- Australian Abalone Growers Association
- Oysters Australia
- See a list of industry association contacts (Australian Fisheries Management Authority)
- See a list of industry bodies around the country (Fish Safe Australia).
Tailored advice
Find someone to talk to about your specific business needs, using this Advisor Finder (Business.org.au).
Here you will find tools to help you find and hire the best person for the job, so that you can meet your business needs.
Understanding and communicating what you’re looking for
Get your job descriptions and selection criteria right so you can find the best person for the job:
- Find out about job design, including inclusive recruitment practices (DEWR).
- Find out how to write a great job ad (Workforce Australia).
- See information on pay and wages, including an A-Z of awards (Fair Work Ombudsman).
Where to find applicants
Find the best place to post your job ad to reach the right people:
- Investigate the Local Jobs program to see what workforce supports are available in your region (DEWR) or check with your council for local workforce development initiatives.
- Search for a local training provider to build a connection with (YourCareer).
- Learn how to organise a work experience or Structured Workplace Learning (SWL) placement at your workplace (My Future).
- See if your area qualifies for help from MAS National, an organisation that provides help connecting businesses with talent, as well as navigating apprenticeships, traineeships and government incentives.
- Spread the word through social media, local noticeboards and conversations with your networks.
Aquaculture and wild catch job boards:
Hiring someone
By being strategic in your hiring practices, you make sure you’re getting the person who is the best fit for you and your business:
- For guidance on how to shortlist candidates, conduct interviews, make an offer, and more, complete this free, 25 minute short course on hiring employees and access this library of templates for hiring someone (Fair Work Ombudsman).
Inclusive hiring
By supporting equal opportunity hiring practices, you can broaden the talent pool available to you:
- See a step-by-step guide to preventing discrimination in recruitment (Australian Human Rights Commission).
- See a quick guide Australian discrimination laws (Australian Human Rights Commission).
Offer management
Providing a written offer makes sure you and your potential employee are on the same page in terms of pay, conditions and responsibilities:
- Find out how to create an employment contract (Business.gov.au).
- Use this reference checking form to make sure you’re asking the right questions (Fair Work Ombudsman).
- Use this notice to unsuccessful applicants template to respectfully decline an application (Fair Work Ombudsman).
Below are tools to help new staff settle into your business and community. Onboarding practices help you and your employee understand your shared goals, which can boost productivity and retention.
Orientation
By providing employees with information about your business up front, you can help set them up for success:
- Find out what to do after making an offer of employment with this onboarding new employees resource (Business.gov.au).
Safety
Before you bring a new employee into the workplace, it’s important to make sure everything is set up for them to safely do the job:
- See WHS considerations applicable to small businesses (Safe Work Australia).
Aquaculture and wild catch safety resources:
- Explore national seafood industry safety project, SeaSAFE (Seafood Industry Australia).
Here you’ll find tools to support employee growth and capability. Training and developing employees helps you get the most out of them for your business and creates value for your employee and their career as well.
Learning and training
By providing relevant learning opportunities, employers can offer value to their employees while also developing their capabilities:
- Find out about training specific skills, how to make a professional development program and where to find external training more via this resource for staff development and training (Business.gov.au).
- Search for training courses relevant to your employees (Your Career).
- Find micro credentials for your employees (MicroCred Seeker).
- For employees who require upskilling in language, literacy and numeracy, explore the Skills for Education and Employment Program (SEE) an Australian Government program that delivers free training to eligible Australians (DEWR).
- Access free formal training through fee-free TAFE (Your Career).
Aquaculture and wild catch training opportunities:
- Access relevant courses and training for the industry (Seafood Careers).
Career development
Setting up pathways for your employees can help keep them motivated and set your business up for the future:
- Use this job crafting toolkit so your employees can help shape work that suits their abilities, interests and life (DEWR).
- See this performance and development plan template (Business Victoria).
- Consider the role you play in mentoring your employees and explore these resources for mentors and mentees (DEWR).
- For high performers, encouragement to participate in a competition like WorldSkills can provide motivation and recognition (WorldSKills).
Performance management
Regular, structured feedback and reviews help both employees and employers understand expectations and what they’re working towards:
- See this free, 25 minute managing performance course and performance review discussion plan template (Fair Work Australia).
- See these best practice guides for managing performance and this free, 25 minute course on having difficult conversations (Fair Work Ombudsman).
This section includes strategies for keeping valued employees engaged and committed, so they’re in for the long haul. Work/life balance and positive work culture can be a key consideration for employees, and these tools can help you provide those incentives, creating a more stable and productive work environment and improving your return on investment.
Positive work culture
By developing a positive organisational culture, employees will see you as a good place to work, meaning they are more likely to stick around and speak well of your business to others:
- See this guide to building workplace culture (NSW Government).
Wellbeing
Supporting the wellbeing of your employees is important for their ability to perform their role and is a key mechanism to being a seen as a good place to work:
- See the rural wellbeing toolkit developed for anyone seeking to support the wellbeing of others in their rural community (University of Southern Queensland).
- See these managing health and safety resources (Safe Work Australia).
- Complete a free and validated Australian psychosocial risk assessment survey (People at Work).
Aquaculture and wild catch wellbeing initiatives:
- Visit, Stay Afloat the national mental health program for the Australian seafood industry (Seafood Industry Australia).
- Listen to Back on Dry Land, a mental health podcast series (WAFIC).
Flexibility
Flexible work can be a big drawcard for employees seeking work that will fit with their lifestyle, and it can also be of benefit to the employer, shaping work arrangements to fit labour needs:
- Use this best practice guide for flexible working arrangements (Fair Work Ombudsman).
- See how workplace flexibility can support diverse and innovative workforces (DEWR).
Parental leave
Supportive approaches to parental leave can be a big drawcard, adding to the work/life balance your business offers:
- See these workplace policies for parents to help support any parents in your business (DEWR).
Inclusion
By supporting the unique needs of each employee, you can empower them to be an engaged and productive part of the workforce:
- Aboriginal and Torres Strait Islander Peoples
Understand 10 truths to centre Indigenous Australians’ voices to create workplace inclusion (Diversity Council Australia.) - Culturally and linguistically diverse people
See these resources for migrant workers and their rights in Australia (Australian Human Rights Commission). - Domestic and family violence
See this small business employer guide to family and domestic violence (Fair Work Ombudsman). - LGBTQIA+ people
Access resources for LGBTQIA+ inclusion at work (IDAHOBIT). - Mature workers
Use this multigenerational workforce guide (Australian Human Rights Commission).
Explore support for businesses employing mature workers (DEWR). - Neurodiverse people
Access tip sheets for working with Autistic people (La Trobe University). - People with disability
See these disability resources for employers (Australian Human Rights Commission).
Watch this Barriers to Disability Employment Webinar (FFTITC). - Women
Get help employing and supporting women (DEWR). Access programs to support women in your workforce through Women in Seafood Australasia.
Here’s you’ll find strategies to respectfully manage the end of employment, so that you can minimise the disruption of an employee leaving and safeguard the future of your business.
Exit processes and compliance
Managing all your requirements as an employer is an important final step in the employee cycle:
- See the Fair Work Ombudsmen’s ending employment webpage for tools and templates on ending employment.
Exit interviews
Talking to staff who are leaving is a great way to get feedback to keep improving yourself as an employer:
- Use this exit interview template to help structure conversations with leaving employees (Business.gov.au).
Succession planning
Making a succession plan means identifying and developing future leaders to take on responsibilities when you or other senior team members no longer work for the business, supporting continuity and competitiveness:
- Find out how to develop your succession plan (Business.gov.au).
Calculate turnover
- Use the staff turnover calculator to see how attraction and retention strategies are impacting your business (Business Victoria).
Animal care and management
With nearly three quarters of Australian homes owning at least one pet and the rising cultural awareness of animal welfare issues, there is strong demand for the services of the animal care and management industry around the country. However, many occupations in the industry are in shortage.
The high stakes of working with animals can contribute to challenging work conditions for employees. Gender imbalance, low median incomes and lack of skill recognition are also factors impacting the industry’s ability to attract the workforce it needs.
Despite these challenges, caring for animals offers a variety of fulfilling and engaging career pathways. Employers may benefit from the tools below to support employee wellbeing, offer incentives, and provide structures to train and develop employees.
Below are some tools to help understand what your business needs are, what you have to offer as an employer and how to communicate your value to potential employees. This can help you plan for ongoing and successful workforce attraction.
Workforce planning
By identifying your workforce needs upfront, you are better equipped to make hiring decisions that match those needs:
- Find tools to develop and implement a workforce plan for a business of any size at Workforce Planning Connect (Jobs Queensland).
- Explore the benefits of hiring an apprentice or trainee as part of your workforce model (Australian Apprenticeships).
Brand and reputation
Develop an idea of what your business values and what it has to offer employees to help you reach the right people:
- Understand and develop your employer value proposition (DEWR).
- Learn how to write a great business profile (Workforce Australia).
- Make your business a good place to work using the employer of choice toolkit (Regional Development Australia).
Workforce development in your region
- Look into your local Regional Development Australia (RDA) committee for opportunities to connect with your community, industry and government.
- Get involved in a local business network for support and networking opportunities:
Attraction and retention for your industry
Industry organisations do a lot of important work to uplift their industries and help with workforce development. See your relevant association to explore opportunities for your business and employees:
Tailored advice
Find someone to talk to about your specific business needs, using this Advisor Finder (Business.org.au).
Here you will find tools to help you find and hire the best person for the job, so that you can meet your business needs.
Understanding and communicating what you’re looking for
Get your job descriptions and selection criteria right so you can find the best person for the job:
- Find out about job design, including inclusive recruitment practices (DEWR).
- Find out how to write a great job ad (Workforce Australia).
- See information on pay and wages, including an A-Z of awards (Fair Work Ombudsman).
Where to find applicants
Find the best place to post your job ad to reach the right people:
- Investigate the Local Jobs program to see what workforce supports are available in your region (DEWR) or check with your council for local workforce development initiatives.
- Search for a local training provider to build a connection with (YourCareer).
- Learn how to organise a work experience or Structured Workplace Learning (SWL) placement at your workplace (My Future).
- See if your area qualifies for help from MAS National, an organisation that provides help connecting businesses with talent, as well as navigating apprenticeships, traineeships and government incentives.
- Spread the word through social media, local noticeboards and conversations with your networks.
Animal care and management job boards:
Hiring someone
By being strategic in your hiring practices, you make sure you’re getting the person who is the best fit for you and your business:
- For guidance on how to shortlist candidates, conduct interviews, make an offer, and more, complete this free, 25 minute short course on hiring employees and access this library of templates for hiring someone (Fair Work Ombudsman).
Inclusive hiring
By supporting equal opportunity hiring practices, you can broaden the talent pool available to you:
- See a step-by-step guide to preventing discrimination in recruitment (Australian Human Rights Commission).
- See a quick guide Australian discrimination laws (Australian Human Rights Commission).
Offer management
Providing a written offer makes sure you and your potential employee are on the same page in terms of pay, conditions and responsibilities:
- Find out how to create an employment contract (Business.gov.au).
- Use this reference checking form to make sure you’re asking the right questions (Fair Work Ombudsman).
- Use this notice to unsuccessful applicants template to respectfully decline an application (Fair Work Ombudsman).
Below are tools to help new staff settle into your business and community. Onboarding practices help you and your employee understand your shared goals, which can boost productivity and retention.
Orientation
By providing employees with information about your business up front, you can help set them up for success:
- Find out what to do after making an offer of employment with this onboarding new employees resource (Business.gov.au).
Safety
Before you bring a new employee into the workplace, it’s important to make sure everything is set up for them to safely do the job:
- See WHS considerations applicable to small businesses (Safe Work Australia).
Here you’ll find tools to support employee growth and capability. Training and developing employees helps you get the most out of them for your business and creates value for your employee and their career as well.
Learning and training
By providing relevant learning opportunities, employers can offer value to their employees while also developing their capabilities:
- Find out about training specific skills, how to make a professional development program and where to find external training more via this resource for staff development and training (Business.gov.au).
- Search for training courses relevant to your employees (Your Career).
- Find micro credentials for your employees (MicroCred Seeker).
- For employees who require upskilling in language, literacy and numeracy, explore the Skills for Education and Employment Program (SEE) an Australian Government program that delivers free training to eligible Australians (DEWR).
- Access free formal training through fee-free TAFE (Your Career).
Animal care and management training resources:
- Access standards and guidelines for best practice at boarding facilities and doggy day care centres (Pet Industry Association of Australia).
- See animal husbandry guidelines across a variety of species (Australian Society of Zookeeping).
Career development
Setting up pathways for your employees can help keep them motivated and set your business up for the future:
- Use this job crafting toolkit so your employees can help shape work that suits their abilities, interests and life (DEWR).
- See this performance and development plan template (Business Victoria).
- Consider the role you play in mentoring your employees and explore these resources for mentors and mentees (DEWR).
- For high performers, encouragement to participate in a competition like WorldSkills can provide motivation and recognition (WorldSKills).
Performance management
Regular, structured feedback and reviews help both employees and employers understand expectations and what they’re working towards:
- See this free, 25 minute managing performance course and performance review discussion plan template (Fair Work Australia).
- See these best practice guides for managing performance and this free, 25 minute course on having difficult conversations (Fair Work Ombudsman).
This section includes strategies for keeping valued employees engaged and committed, so they’re in for the long haul. Work/life balance and positive work culture can be a key consideration for employees, and these tools can help you provide those incentives, creating a more stable and productive work environment and improving your return on investment.
Positive work culture
By developing a positive organisational culture, employees will see you as a good place to work, meaning they are more likely to stick around and speak well of your business to others:
- See this guide to building workplace culture (NSW Government).
Wellbeing
Supporting the wellbeing of your employees is important for their ability to perform their role and is a key mechanism to being a seen as a good place to work:
- See the rural wellbeing toolkit developed for anyone seeking to support the wellbeing of others in their rural community (University of Southern Queensland).
- See these managing health and safety resources (Safe Work Australia).
- Complete a free and validated Australian psychosocial risk assessment survey (People at Work).
Animal care and management wellbeing initiatives:
- Access wellbeing resources to reduce stress and implement self-care strategies (Australian Animal Care Institute).
- Explore a wellness hub for vet nurses and technologists (Veterinary Nurses Council of Australia’s).
- Access support for veterinary wellness including the THRIVE framework (Australian Veterinary Association).
Flexibility
Flexible work can be a big drawcard for employees seeking work that will fit with their lifestyle, and it can also be of benefit to the employer, shaping work arrangements to fit labour needs:
- Use this best practice guide for flexible working arrangements (Fair Work Ombudsman) .
- See how workplace flexibility can support diverse and innovative workforces (DEWR).
Parental leave
Supportive approaches to parental leave can be a big drawcard, adding to the work/life balance your business offers:
- See these workplace policies for parents to help support any parents in your business (DEWR).
Inclusion
By supporting the unique needs of each employee, you can empower them to be an engaged and productive part of the workforce:
- Aboriginal and Torres Strait Islander Peoples
Understand 10 truths to centre Indigenous Australians’ voices to create workplace inclusion (Diversity Council Australia.) - Culturally and linguistically diverse people
See these resources for migrant workers and their rights in Australia (Australian Human Rights Commission). - Domestic and family violence
See this small business employer guide to family and domestic violence (Fair Work Ombudsman). - LGBTQIA+ people
Access resources for LGBTQIA+ inclusion at work (IDAHOBIT). - Mature workers
Use this multigenerational workforce guide (Australian Human Rights Commission).
Explore support for businesses employing mature workers (DEWR). - Neurodiverse people
Access tip sheets for working with Autistic people (La Trobe University). - People with disability
See these disability resources for employers (Australian Human Rights Commission).
Watch this Barriers to Disability Employment Webinar (FFTITC). - Women
Get help employing and supporting women (DEWR).
Here you’ll find strategies to respectfully manage the end of employment, so that you can minimise the disruption of an employee leaving and safeguard the future of your business.
Exit processes and compliance
Managing all your requirements as an employer is an important final step in the employee cycle:
- See the Fair Work Ombudsmen’s ending employment webpage for tools and templates on ending employment.
Exit interviews
Talking to staff who are leaving is a great way to get feedback to keep improving yourself as an employer:
- Use this exit interview template to help structure conversations with leaving employees (Business.gov.au).
Succession planning
Making a succession plan means identifying and developing future leaders to take on responsibilities when you or other senior team members no longer work for the business, supporting continuity and competitiveness:
- Find out how to develop your succession plan (Business.gov.au).
Calculate turnover
- Use the staff turnover calculator to see how attraction and retention strategies are impacting your business (Business Victoria).
Racing and breeding
The racing and breeding industry relies on a skilled workforce to support the integrity, animal welfare and social license of horse and greyhound racing activities.
With a large proportion of this workforce living in regional, rural and remote Australia, the industry experiences the attraction and retention challenges typical of businesses outside of major cities, with a variety of job roles in shortage across the industry.
The opportunity to work outdoors and/or with animals has a strong appeal to many people. Employers may benefit from the tools below to help offer work conditions and career progression to appeal to the next generation of workers.
Below are some tools to help understand what your business needs are, what you have to offer as an employer and how to communicate your value to potential employees. This can help you plan for ongoing and successful workforce attraction.
Workforce planning
By identifying your workforce needs upfront, you are better equipped to make hiring decisions that match those needs:
- Find tools to develop and implement a workforce plan for a business of any size at Workforce Planning Connect (Jobs Queensland).
- Explore the benefits of hiring an apprentice or trainee as part of your workforce model (Australian Apprenticeships).
Brand and reputation
Develop an idea of what your business values and what it has to offer employees to help you reach the right people:
- Understand and develop your employer value proposition (DEWR).
- Learn how to write a great business profile (Workforce Australia).
- Make your business a good place to work using the employer of choice toolkit (Regional Development Australia).
Workforce development in your region
- Look into your local Regional Development Australia (RDA) committee for opportunities to connect with your community, industry and government.
- Get involved in a local business network for support and networking opportunities:
Attraction and retention for your industry
Industry organisations do a lot of important work to uplift their industries and help with workforce development. See your relevant association to explore opportunities for your business and employees:
Tailored advice
Find someone to talk to about your specific business needs, using this Advisor Finder (Business.org.au).
Here you will find tools to help you find and hire the best person for the job, so that you can meet your business needs.
Understanding and communicating what you’re looking for
Get your job descriptions and selection criteria right so you can find the best person for the job:
- Find out about job design, including inclusive recruitment practices (DEWR).
- Find out how to write a great job ad (Workforce Australia).
- See information on pay and wages, including an A-Z of awards (Fair Work Ombudsman).
Where to find applicants
Find the best place to post your job ad to reach the right people:
- Investigate the Local Jobs program to see what workforce supports are available in your region (DEWR) or check with your council for local workforce development initiatives.
- Search for a local training provider to build a connection with (YourCareer).
- Learn how to organise a work experience or Structured Workplace Learning (SWL) placement at your workplace (My Future).
- See if your area qualifies for help from MAS National, an organisation that provides help connecting businesses with talent, as well as navigating apprenticeships, traineeships and government incentives.
- Spread the word through social media, local noticeboards and conversations with your networks.
Racing and breeding job boards:
Hiring someone
By being strategic in your hiring practices, you make sure you’re getting the person who is the best fit for you and your business:
- For guidance on how to shortlist candidates, conduct interviews, make an offer, and more, complete this free, 25 minute short course on hiring employees and access this library of templates for hiring someone (Fair Work Ombudsman).
Inclusive hiring
By supporting equal opportunity hiring practices, you can broaden the talent pool available to you:
- See a step-by-step guide to preventing discrimination in recruitment (Australian Human Rights Commission).
- See a quick guide Australian discrimination laws (Australian Human Rights Commission).
Offer management
Providing a written offer makes sure you and your potential employee are on the same page in terms of pay, conditions and responsibilities:
- Find out how to create an employment contract (Business.gov.au).
- Use this reference checking form to make sure you’re asking the right questions (Fair Work Ombudsman).
- Use this notice to unsuccessful applicants template to respectfully decline an application (Fair Work Ombudsman).
Below are tools to help new staff settle into your business and community. Onboarding practices help you and your employee understand your shared goals, which can boost productivity and retention.
Orientation
By providing employees with information about your business up front, you can help set them up for success:
- Find out what to do after making an offer of employment with this onboarding new employees resource (Business.gov.au).
Safety
Before you bring a new employee into the workplace, it’s important to make sure everything is set up for them to safely do the job:
- See WHS considerations applicable to small businesses (Safe Work Australia).
Racing and breeding safety resources:
- Download a guidebook to health and safety for stables and horse training facilities (WorkSafe Victoria).
- Access tools for promoting horse venue biosecurity (Farm Biosecurity).
Here you’ll find tools to support employee growth and capability. Training and developing employees helps you get the most out of them for your business and creates value for your employee and their career as well.
Learning and training
By providing relevant learning opportunities, employers can offer value to their employees while also developing their capabilities:
- Find out about training specific skills, how to make a professional development program and where to find external training more via this resource for staff development and training (Business.gov.au).
- Search for training courses relevant to your employees (Your Career).
- Find micro credentials for your employees (MicroCred Seeker).
- For employees who require upskilling in language, literacy and numeracy, explore the Skills for Education and Employment Program (SEE) an Australian Government program that delivers free training to eligible Australians (DEWR).
- Access free formal training through fee-free TAFE (Your Career).
Racing and breeding training:
- Access free courses in biosecurity, horse foundations, horse handling and horse health or explore more in depth industry training options (Thoroughbred Breeders Australia).
- Explore a manuals for the delivery of horse industry training, plus guides on pests, poisons, biosecurity and horse welfare (Australian Horse Industry Council).
- Access leadership training, internships and other training through Silverdale Academy, NSW.
Career development
Setting up pathways for your employees can help keep them motivated and set your business up for the future:
- Use this job crafting toolkit so your employees can help shape work that suits their abilities, interests and life (DEWR).
- See this performance and development plan template (Business Victoria).
- Consider the role you play in mentoring your employees and explore these resources for mentors and mentees (DEWR).
- For high performers, encouragement to participate in a competition like WorldSkills can provide motivation and recognition (WorldSKills).
Performance management
Regular, structured feedback and reviews help both employees and employers understand expectations and what they’re working towards:
- See this free, 25 minute managing performance course and performance review discussion plan template (Fair Work Australia).
- See these best practice guides for managing performance and this free, 25 minute course on having difficult conversations (Fair Work Ombudsman).
This section includes strategies for keeping valued employees engaged and committed, so they’re in for the long haul. Work/life balance and positive work culture can be a key consideration for employees when considering work options. These tools can help you provide those incentives, creating a more stable and productive work environment and improving your return on investment.
Positive work culture
By developing a positive organisational culture, employees will see you as a good place to work, meaning they are more likely to stick around and speak well of your business to others:
- See this guide to building workplace culture (NSW Government).
Wellbeing
Supporting the wellbeing of your employees is important for their ability to perform their role and is a key mechanism to being a seen as a good place to work:
- See the rural wellbeing toolkit developed for anyone seeking to support the wellbeing of others in their rural community (University of Southern Queensland).
- See these managing health and safety resources (Safe Work Australia).
- Complete a free and validated Australian psychosocial risk assessment survey (People at Work).
Flexibility
Flexible work can be a big drawcard for employees seeking work that will fit with their lifestyle, and it can also be of benefit to the employer, shaping work arrangements to fit labour needs:
- Use this best practice guide for flexible working arrangements (Fair Work Ombudsman) .
- See how workplace flexibility can support diverse and innovative workforces (DEWR).
Parental leave
Supportive approaches to parental leave can be a big drawcard, adding to the work/life balance your business offers:
- See these workplace policies for parents to help support any parents in your business (DEWR).
Inclusion
By supporting the unique needs of each employee, you can empower them to be an engaged and productive part of the workforce:
- Aboriginal and Torres Strait Islander Peoples
Understand 10 truths to centre Indigenous Australians’ voices to create workplace inclusion (Diversity Council Australia.) - Culturally and linguistically diverse people
See these resources for migrant workers and their rights in Australia (Australian Human Rights Commission). - Domestic and family violence
See this small business employer guide to family and domestic violence (Fair Work Ombudsman). - LGBTQIA+ people
Access resources for LGBTQIA+ inclusion at work (IDAHOBIT). - Mature workers
Use this multigenerational workforce guide (Australian Human Rights Commission).
Explore support for businesses employing mature workers (DEWR). - Neurodiverse people
Access tip sheets for working with Autistic people (La Trobe University). - People with disability
See these disability resources for employers (Australian Human Rights Commission).
Watch this Barriers to Disability Employment Webinar (FFTITC). - Women
Get help employing and supporting women (DEWR).
Here’s you’ll find strategies to respectfully manage the end of employment, so that you can minimise the disruption of an employee leaving and safeguard the future of your business.
Exit processes and compliance
Managing all your requirements as an employer is an important final step in the employee cycle:
- See the Fair Work Ombudsmen’s ending employment webpage for tools and templates on ending employment.
Exit interviews
Talking to staff who are leaving is a great way to get feedback to keep improving yourself as an employer:
- Use this exit interview template to help structure conversations with leaving employees (Business.gov.au).
Succession planning
Making a succession plan means identifying and developing future leaders to take on responsibilities when you or other senior team members no longer work for the business, supporting continuity and competitiveness:
- Find out how to develop your succession plan (Business.gov.au).
Calculate turnover
- Use the staff turnover calculator to see how attraction and retention strategies are impacting your business (Business Victoria).
Textiles, clothing and footwear
The textile, clothing and footwear industry is primarily made up of very small operations, with nearly 60% being non-employing sole operators and around 30% employing 1-4 workers.
This presents challenges for the industry, with an ageing workforce of business owners facing succession challenges and the risk of losing vital expertise and craftsmanship.
Consumers are willing to pay more for locally made artisanal products and technical advancements in the industry, presenting an opportunity for a fulfilling career in textiles, clothing and footwear. Employers may benefit from exploring resources to add value for potential employees, particularly around training and development, flexible work and gender balance.
Below are some tools to help understand what your business needs are, what you have to offer as an employer and how to communicate your value to potential employees. This can help you plan for ongoing and successful workforce attraction.
Workforce planning
By identifying your workforce needs upfront, you are better equipped to make hiring decisions that match those needs:
- Find tools to develop and implement a workforce plan for a business of any size at Workforce Planning Connect (Jobs Queensland).
- Explore the benefits of hiring an apprentice or trainee as part of your workforce model (Australian Apprenticeships).
Brand and reputation
Develop an idea of what your business values and what it has to offer employees to help you reach the right people:
- Understand and develop your employer value proposition (DEWR).
- Learn how to write a great business profile (Workforce Australia).
- Make your business a good place to work using the employer of choice toolkit (Regional Development Australia).
Workforce development in your region
- Look into your local Regional Development Australia (RDA) committee for opportunities to connect with your community, industry and government.
- Get involved in a local business network for support and networking opportunities:
Attraction and retention for your industry
Industry organisations do a lot of important work to uplift their industries and help with workforce development. See your relevant association to explore opportunities for your business and employees:
Tailored advice
Find someone to talk to about your specific business needs, using this Advisor Finder (Business.org.au).
Here you will find tools to help you find and hire the best person for the job, so that you can meet your business needs.
Understanding and communicating what you’re looking for
Get your job descriptions and selection criteria right so you can find the best person for the job:
- Find out about job design, including inclusive recruitment practices (DEWR).
- Find out how to write a great job ad (Workforce Australia).
- See information on pay and wages, including an A-Z of awards (Fair Work Ombudsman).
Where to find applicants
Find the best place to post your job ad to reach the right people:
- Investigate the Local Jobs program to see what workforce supports are available in your region (DEWR) or check with your council for local workforce development initiatives.
- Search for a local training provider to build a connection with (YourCareer).
- Learn how to organise a work experience or Structured Workplace Learning (SWL) placement at your workplace (My Future).
- See if your area qualifies for help from MAS National, an organisation that provides help connecting businesses with talent, as well as navigating apprenticeships, traineeships and government incentives.
- Spread the word through social media, local noticeboards and conversations with your networks.
Hiring someone
By being strategic in your hiring practices, you make sure you’re getting the person who is the best fit for you and your business:
- For guidance on how to shortlist candidates, conduct interviews, make an offer, and more, complete this free, 25 minute short course on hiring employees and access this library of templates for hiring someone (Fair Work Ombudsman).
Inclusive hiring
By supporting equal opportunity hiring practices, you can broaden the talent pool available to you:
- See a step-by-step guide to preventing discrimination in recruitment (Australian Human Rights Commission).
- See a quick guide Australian discrimination laws (Australian Human Rights Commission).
Offer management
Providing a written offer makes sure you and your potential employee are on the same page in terms of pay, conditions and responsibilities:
- Find out how to create an employment contract (Business.gov.au).
- Use this reference checking form to make sure you’re asking the right questions (Fair Work Ombudsman).
- Use this notice to unsuccessful applicants template to respectfully decline an application (Fair Work Ombudsman).
Below are tools to help new staff settle into your business and community. Onboarding practices help you and your employee understand your shared goals, which can boost productivity and retention.
Orientation
By providing employees with information about your business up front, you can help set them up for success:
- Find out what to do after making an offer of employment with this onboarding new employees resource (Business.gov.au).
Safety
Before you bring a new employee into the workplace, it’s important to make sure everything is set up for them to safely do the job:
- See WHS considerations applicable to manufacturing businesses (Safe Work Australia).
Here you’ll find tools to support employee growth and capability. Training and developing employees helps you get the most out of them for your business and creates value for your employee and their career as well.
Learning and training
By providing relevant learning opportunities, employers can offer value to their employees while also developing their capabilities:
- Find out about training specific skills, how to make a professional development program and where to find external training more via this resource for staff development and training (Business.gov.au).
- Search for training courses relevant to your employees (Your Career).
- Find micro credentials for your employees (MicroCred Seeker).
- For employees who require upskilling in language, literacy and numeracy, explore the Skills for Education and Employment Program (SEE) an Australian Government program that delivers free training to eligible Australians (DEWR).
- Access free formal training through fee-free TAFE (Your Career).
Training for the textiles industry
- See certified training courses for the textiles industry (Specialised Textiles Association)
Career development
Setting up pathways for your employees can help keep them motivated and set your business up for the future:
- Use this job crafting toolkit so your employees can help shape work that suits their abilities, interests and life (DEWR).
- See this performance and development plan template (Business Victoria).
- Consider the role you play in mentoring your employees and explore these resources for mentors and mentees (DEWR).
- For high performers, encouragement to participate in a competition like WorldSkills can provide motivation and recognition (WorldSKills).
Performance management
Regular, structured feedback and reviews help both employees and employers understand expectations and what they’re working towards:
- See this free, 25 minute managing performance course and performance review discussion plan template (Fair Work Australia).
- See these best practice guides for managing performance and this free, 25 minute course on having difficult conversations (Fair Work Ombudsman).
This section includes strategies for keeping valued employees engaged and committed, so they’re in for the long haul. Work/life balance and positive work culture can be a key consideration for employees when considering work options. These tools can help you provide those incentives, creating a more stable and productive work environment and improving your return on investment.
Positive work culture
By developing a positive organisational culture, employees will see you as a good place to work, meaning they are more likely to stick around and speak well of your business to others:
- See this guide to building workplace culture (NSW Government).
Wellbeing
Supporting the wellbeing of your employees is important for their ability to perform their role and is a key mechanism to being a seen as a good place to work:
- See the rural wellbeing toolkit developed for anyone seeking to support the wellbeing of others in their rural community (University of Southern Queensland).
- See these managing health and safety resources (Safe Work Australia).
- Complete a free and validated Australian psychosocial risk assessment survey (People at Work).
Flexibility
Flexible work can be a big drawcard for employees seeking work that will fit with their lifestyle, and it can also be of benefit to the employer, shaping work arrangements to fit labour needs:
- Use this best practice guide for flexible working arrangements (Fair Work Ombudsman) .
- See how workplace flexibility can support diverse and innovative workforces (DEWR).
Parental leave
Supportive approaches to parental leave can be a big drawcard, adding to the work/life balance your business offers:
- See these workplace policies for parents to help support any parents in your business (DEWR).
Inclusion
By supporting the unique needs of each employee, you can empower them to be an engaged and productive part of the workforce:
- Aboriginal and Torres Strait Islander Peoples
Understand 10 truths to centre Indigenous Australians’ voices to create workplace inclusion (Diversity Council Australia.) - Culturally and linguistically diverse people
See these resources for migrant workers and their rights in Australia (Australian Human Rights Commission). - Domestic and family violence
See this small business employer guide to family and domestic violence (Fair Work Ombudsman). - LGBTQIA+ people
Access resources for LGBTQIA+ inclusion at work (IDAHOBIT). - Mature workers
Use this multigenerational workforce guide (Australian Human Rights Commission).
Explore support for businesses employing mature workers (DEWR). - Neurodiverse people
Access tip sheets for working with Autistic people (La Trobe University). - People with disability
See these disability resources for employers (Australian Human Rights Commission).
Watch this Barriers to Disability Employment Webinar (FFTITC). - Women
Get help employing and supporting women (DEWR).
Here’s you’ll find strategies to respectfully manage the end of employment, so that you can minimise the disruption of an employee leaving and safeguard the future of your business.
Exit processes and compliance
Managing all your requirements as an employer is an important final step in the employee cycle:
- See the Fair Work Ombudsmen’s ending employment webpage for tools and templates on ending employment.
Exit interviews
Talking to staff who are leaving is a great way to get feedback to keep improving yourself as an employer:
- Use this exit interview template to help structure conversations with leaving employees (Business.gov.au).
Succession planning
Making a succession plan means identifying and developing future leaders to take on responsibilities when you or other senior team members no longer work for the business, supporting continuity and competitiveness:
- Find out how to develop your succession plan (Business.gov.au).
Calculate turnover
- Use the staff turnover calculator to see how attraction and retention strategies are impacting your business (Business Victoria).
Timber, wood processing and building solutions
Over 40 percent of the timber, wood processing and building solutions workforce live in regional, rural and remote Australia.
Technical roles are challenging to fill for the industry, particularly in regional areas where barriers to housing and other amenities may cause skilled workers to seek opportunities elsewhere.
Some businesses are already implementing retention strategies, offering competitive pay, flexible working arrangements, positive workplace culture initiatives, professional development opportunities, and diversity programs. Employers may benefit from resources below to help with similar strategies, as well as planning for the retirement of an ageing workforce and generating higher participation from women (who are underrepresented in the industry).
Below are some tools to help understand what your business needs are, what you have to offer as an employer and how to communicate your value to potential employees. This can help you plan for ongoing and successful workforce attraction.
Workforce planning
By identifying your workforce needs upfront, you are better equipped to make hiring decisions that match those needs:
- Find tools to develop and implement a workforce plan for a business of any size at Workforce Planning Connect (Jobs Queensland).
- Explore the benefits of hiring an apprentice or trainee as part of your workforce model (Australian Apprenticeships).
Brand and reputation
Develop an idea of what your business values and what it has to offer employees to help you reach the right people:
- Understand and develop your employer value proposition (DEWR).
- Learn how to write a great business profile (Workforce Australia).
- Make your business a good place to work using the employer of choice toolkit (Regional Development Australia).
Workforce development in your region
- Look into your local Regional Development Australia (RDA) committee for opportunities to connect with your community, industry and government.
- Get involved in a local business network for support and networking opportunities:
Attraction and retention for your industry
Industry organisations do a lot of important work to uplift their industries and help with workforce development. See your relevant association to explore opportunities for your business and employees:
Tailored advice
Find someone to talk to about your specific business needs, using this Advisor Finder (Business.org.au).
Here you will find tools to help you find and hire the best person for the job, so that you can meet your business needs.
Understanding and communicating what you’re looking for
Get your job descriptions and selection criteria right so you can find the best person for the job:
- Find out about job design, including inclusive recruitment practices (DEWR).
- Find out how to write a great job ad (Workforce Australia).
- See information on pay and wages, including an A-Z of awards (Fair Work Ombudsman).
Where to find applicants
Find the best place to post your job ad to reach the right people:
- Investigate the Local Jobs program to see what workforce supports are available in your region (DEWR) or check with your council for local workforce development initiatives.
- Search for a local training provider to build a connection with (YourCareer).
- Learn how to organise a work experience or Structured Workplace Learning (SWL) placement at your workplace (My Future).
- See if your area qualifies for help from MAS National, an organisation that provides help connecting businesses with talent, as well as navigating apprenticeships, traineeships and government incentives.
- Spread the word through social media, local noticeboards and conversations with your networks.
Timber, wood processing and building solution job boards
Hiring someone
By being strategic in your hiring practices, you make sure you’re getting the person who is the best fit for you and your business:
- For guidance on how to shortlist candidates, conduct interviews, make an offer, and more, complete this free, 25 minute short course on hiring employees and access this library of templates for hiring someone (Fair Work Ombudsman).
Inclusive hiring
By supporting equal opportunity hiring practices, you can broaden the talent pool available to you:
- See a step-by-step guide to preventing discrimination in recruitment (Australian Human Rights Commission).
- See a quick guide Australian discrimination laws (Australian Human Rights Commission).
Offer management
Providing a written offer makes sure you and your potential employee are on the same page in terms of pay, conditions and responsibilities:
- Find out how to create an employment contract (Business.gov.au).
- Use this reference checking form to make sure you’re asking the right questions (Fair Work Ombudsman).
- Use this notice to unsuccessful applicants template to respectfully decline an application (Fair Work Ombudsman).
Below are tools to help new staff settle into your business and community. Onboarding practices help you and your employee understand your shared goals, which can boost productivity and retention.
Orientation
By providing employees with information about your business up front, you can help set them up for success:
- Find out what to do after making an offer of employment with this onboarding new employees resource (Business.gov.au).
Safety
Before you bring a new employee into the workplace, it’s important to make sure everything is set up for them to safely do the job:
- See WHS considerations applicable to small businesses (Safe Work Australia).
Here you’ll find tools to support employee growth and capability. Training and developing employees helps you get the most out of them for your business and creates value for your employee and their career as well.
Learning and training
By providing relevant learning opportunities, employers can offer value to their employees while also developing their capabilities:
- Find out about training specific skills, how to make a professional development program and where to find external training more via this resource for staff development and training (Business.gov.au).
- Search for training courses relevant to your employees (Your Career).
- Find micro credentials for your employees (MicroCred Seeker).
- For employees who require upskilling in language, literacy and numeracy, explore the Skills for Education and Employment Program (SEE) an Australian Government program that delivers free training to eligible Australians (DEWR).
- Access free formal training through fee-free TAFE (Your Career).
Career development
Setting up pathways for your employees can help keep them motivated and set your business up for the future:
- Use this job crafting toolkit so your employees can help shape work that suits their abilities, interests and life (DEWR).
- See this performance and development plan template (Business Victoria).
- Consider the role you play in mentoring your employees and explore these resources for mentors and mentees (DEWR).
- For high performers, encouragement to participate in a competition like WorldSkills can provide motivation and recognition (WorldSKills).
Performance management
Regular, structured feedback and reviews help both employees and employers understand expectations and what they’re working towards:
- See this free, 25 minute managing performance course and performance review discussion plan template (Fair Work Australia).
- See these best practice guides for managing performance and this free, 25 minute course on having difficult conversations (Fair Work Ombudsman).
This section includes strategies for keeping valued employees engaged and committed, so they’re in for the long haul. Work/life balance and positive work culture can be a key consideration for employees when considering work options. These tools can help you provide those incentives, creating a more stable and productive work environment and improving your return on investment.
Positive work culture
By developing a positive organisational culture, employees will see you as a good place to work, meaning they are more likely to stick around and speak well of your business to others:
- See this guide to building workplace culture (NSW Government).
Wellbeing
Supporting the wellbeing of your employees is important for their ability to perform their role and is a key mechanism to being a seen as a good place to work:
- See the rural wellbeing toolkit developed for anyone seeking to support the wellbeing of others in their rural community (University of Southern Queensland).
- See these managing health and safety resources (Safe Work Australia).
- Complete a free and validated Australian psychosocial risk assessment survey (People at Work).
Flexibility
Flexible work can be a big drawcard for employees seeking work that will fit with their lifestyle, and it can also be of benefit to the employer, shaping work arrangements to fit labour needs:
- Use this best practice guide for flexible working arrangements (Fair Work Ombudsman) .
- See how workplace flexibility can support diverse and innovative workforces (DEWR).
Parental leave
Supportive approaches to parental leave can be a big drawcard, adding to the work/life balance your business offers:
- See these workplace policies for parents to help support any parents in your business (DEWR).
Inclusion
By supporting the unique needs of each employee, you can empower them to be an engaged and productive part of the workforce:
- Aboriginal and Torres Strait Islander Peoples
Understand 10 truths to centre Indigenous Australians’ voices to create workplace inclusion (Diversity Council Australia.) - Culturally and linguistically diverse people
See these resources for migrant workers and their rights in Australia (Australian Human Rights Commission). - Domestic and family violence
See this small business employer guide to family and domestic violence (Fair Work Ombudsman). - LGBTQIA+ people
Access resources for LGBTQIA+ inclusion at work (IDAHOBIT). - Mature workers
Use this multigenerational workforce guide (Australian Human Rights Commission).
Explore support for businesses employing mature workers (DEWR). - Neurodiverse people
Access tip sheets for working with Autistic people (La Trobe University). - People with disability
See these disability resources for employers (Australian Human Rights Commission).
Watch this Barriers to Disability Employment Webinar (FFTITC). - Women
Get help employing and supporting women (DEWR).
Here’s you’ll find strategies to respectfully manage the end of employment, so that you can minimise the disruption of an employee leaving and safeguard the future of your business.
Exit processes and compliance
Managing all your requirements as an employer is an important final step in the employee cycle:
- See the Fair Work Ombudsmen’s ending employment webpage for tools and templates on ending employment.
Exit interviews
Talking to staff who are leaving is a great way to get feedback to keep improving yourself as an employer:
- Use this exit interview template to help structure conversations with leaving employees (Business.gov.au).
Succession planning
Making a succession plan means identifying and developing future leaders to take on responsibilities when you or other senior team members no longer work for the business, supporting continuity and competitiveness:
- Find out how to develop your succession plan (Business.gov.au).
Calculate turnover
- Use the staff turnover calculator to see how attraction and retention strategies are impacting your business (Business Victoria).
Pulp, paper, packaging and hygiene products
The pulp, paper, packaging, and hygiene workforce produces essential packaging and health products used around the country every day.
With an ageing workforce, the industry is at risk of losing crucial expertise and knowledge. At the same time, competition from higher paying industries is making attraction to regional operations challenging.
Technological advancements and the transition to more sustainable production present significant opportunities for the industry, and have the potential to appeal to a new generation of workers. Employers may benefit from the resources below to help appeal to potential employees and safeguard existing knowledge.
Below are some tools to help understand what your business needs are, what you have to offer as an employer and how to communicate your value to potential employees. This can help you plan for ongoing and successful workforce attraction.
Workforce planning
By identifying your workforce needs upfront, you are better equipped to make hiring decisions that match those needs:
- Find tools to develop and implement a workforce plan for a business of any size at Workforce Planning Connect (Jobs Queensland).
- Explore the benefits of hiring an apprentice or trainee as part of your workforce model (Australian Apprenticeships).
Brand and reputation
Develop an idea of what your business values and what it has to offer employees to help you reach the right people:
- Understand and develop your employer value proposition (DEWR).
- Learn how to write a great business profile (Workforce Australia).
- Make your business a good place to work using the employer of choice toolkit (Regional Development Australia).
Workforce development in your region
- Look into your local Regional Development Australia (RDA) committee for opportunities to connect with your community, industry and government.
- Get involved in a local business network for support and networking opportunities:
Attraction and retention for your industry
Industry organisations do a lot of important work to uplift their industries and help with workforce development. See your relevant association to explore opportunities for your business and employees:
Tailored advice
Find someone to talk to about your specific business needs, using this Advisor Finder (Business.org.au).
Here you will find tools to help you find and hire the best person for the job, so that you can meet your business needs.
Understanding and communicating what you’re looking for
Get your job descriptions and selection criteria right so you can find the best person for the job:
- Find out about job design, including inclusive recruitment practices (DEWR).
- Find out how to write a great job ad (Workforce Australia).
- See information on pay and wages, including an A-Z of awards (Fair Work Ombudsman).
Where to find applicants
Find the best place to post your job ad to reach the right people:
- Investigate the Local Jobs program to see what workforce supports are available in your region (DEWR) or check with your council for local workforce development initiatives.
- Search for a local training provider to build a connection with (YourCareer).
- Learn how to organise a work experience or Structured Workplace Learning (SWL) placement at your workplace (My Future).
- See if your area qualifies for help from MAS National, an organisation that provides help connecting businesses with talent, as well as navigating apprenticeships, traineeships and government incentives.
- Spread the word through social media, local noticeboards and conversations with your networks.
Hiring someone
By being strategic in your hiring practices, you make sure you’re getting the person who is the best fit for you and your business:
- For guidance on how to shortlist candidates, conduct interviews, make an offer, and more, complete this free, 25 minute short course on hiring employees and access this library of templates for hiring someone (Fair Work Ombudsman).
Inclusive hiring
By supporting equal opportunity hiring practices, you can broaden the talent pool available to you:
- See a step-by-step guide to preventing discrimination in recruitment (Australian Human Rights Commission).
- See a quick guide Australian discrimination laws (Australian Human Rights Commission).
Offer management
Providing a written offer makes sure you and your potential employee are on the same page in terms of pay, conditions and responsibilities:
- Find out how to create an employment contract (Business.gov.au).
- Use this reference checking form to make sure you’re asking the right questions (Fair Work Ombudsman).
- Use this notice to unsuccessful applicants template to respectfully decline an application (Fair Work Ombudsman).
Below are tools to help new staff settle into your business and community. Onboarding practices help you and your employee understand your shared goals, which can boost productivity and retention.
Orientation
By providing employees with information about your business up front, you can help set them up for success:
- Find out what to do after making an offer of employment with this onboarding new employees resource (Business.gov.au).
Safety
Before you bring a new employee into the workplace, it’s important to make sure everything is set up for them to safely do the job:
- See WHS considerations applicable to manufacturing businesses (Safe Work Australia).
Here you’ll find tools to support employee growth and capability. Training and developing employees helps you get the most out of them for your business and creates value for your employee and their career as well.
Learning and training
By providing relevant learning opportunities, employers can offer value to their employees while also developing their capabilities:
- Find out about training specific skills, how to make a professional development program and where to find external training more via this resource for staff development and training (Business.gov.au).
- Search for training courses relevant to your employees (Your Career).
- Find micro credentials for your employees (MicroCred Seeker).
- For employees who require upskilling in language, literacy and numeracy, explore the Skills for Education and Employment Program (SEE) an Australian Government program that delivers free training to eligible Australians (DEWR).
- Access free formal training through fee-free TAFE (Your Career).
Career development
Setting up pathways for your employees can help keep them motivated and set your business up for the future:
- Use this job crafting toolkit so your employees can help shape work that suits their abilities, interests and life (DEWR).
- See this performance and development plan template (Business Victoria).
- Consider the role you play in mentoring your employees and explore these resources for mentors and mentees (DEWR).
- For high performers, encouragement to participate in a competition like WorldSkills can provide motivation and recognition (WorldSKills).
Performance management
Regular, structured feedback and reviews help both employees and employers understand expectations and what they’re working towards:
- See this free, 25 minute managing performance course and performance review discussion plan template (Fair Work Australia).
- See these best practice guides for managing performance and this free, 25 minute course on having difficult conversations (Fair Work Ombudsman).
This section includes strategies for keeping valued employees engaged and committed, so they’re in for the long haul. Work/life balance and positive work culture can be a key consideration for employees when considering work options. These tools can help you provide those incentives, creating a more stable and productive work environment and improving your return on investment.
Positive work culture
By developing a positive organisational culture, employees will see you as a good place to work, meaning they are more likely to stick around and speak well of your business to others:
- See this guide to building workplace culture (NSW Government).
Wellbeing
Supporting the wellbeing of your employees is important for their ability to perform their role and is a key mechanism to being a seen as a good place to work:
- See the rural wellbeing toolkit developed for anyone seeking to support the wellbeing of others in their rural community (University of Southern Queensland).
- See these managing health and safety resources (Safe Work Australia).
- Complete a free and validated Australian psychosocial risk assessment survey (People at Work).
Flexibility
Flexible work can be a big drawcard for employees seeking work that will fit with their lifestyle, and it can also be of benefit to the employer, shaping work arrangements to fit labour needs:
- Use this best practice guide for flexible working arrangements (Fair Work Ombudsman) .
- See how workplace flexibility can support diverse and innovative workforces (DEWR).
Parental leave
Supportive approaches to parental leave can be a big drawcard, adding to the work/life balance your business offers:
- See these workplace policies for parents to help support any parents in your business (DEWR).
Inclusion
By supporting the unique needs of each employee, you can empower them to be an engaged and productive part of the workforce:
- Aboriginal and Torres Strait Islander Peoples
Understand 10 truths to centre Indigenous Australians’ voices to create workplace inclusion (Diversity Council Australia.) - Culturally and linguistically diverse people
See these resources for migrant workers and their rights in Australia (Australian Human Rights Commission). - Domestic and family violence
See this small business employer guide to family and domestic violence (Fair Work Ombudsman). - LGBTQIA+ people
Access resources for LGBTQIA+ inclusion at work (IDAHOBIT). - Mature workers
Use this multigenerational workforce guide (Australian Human Rights Commission).
Explore support for businesses employing mature workers (DEWR). - Neurodiverse people
Access tip sheets for working with Autistic people (La Trobe University). - People with disability
See these disability resources for employers (Australian Human Rights Commission).
Watch this Barriers to Disability Employment Webinar (FFTITC). - Women
Get help employing and supporting women (DEWR).
Here’s you’ll find strategies to respectfully manage the end of employment, so that you can minimise the disruption of an employee leaving and safeguard the future of your business.
Exit processes and compliance
Managing all your requirements as an employer is an important final step in the employee cycle:
- See the Fair Work Ombudsmen’s ending employment webpage for tools and templates on ending employment.
Exit interviews
Talking to staff who are leaving is a great way to get feedback to keep improving yourself as an employer:
- Use this exit interview template to help structure conversations with leaving employees (Business.gov.au).
Succession planning
Making a succession plan means identifying and developing future leaders to take on responsibilities when you or other senior team members no longer work for the business, supporting continuity and competitiveness:
- Find out how to develop your succession plan (Business.gov.au).
Calculate turnover
- Use the staff turnover calculator to see how attraction and retention strategies are impacting your business (Business Victoria).
Meat, poultry and seafood processing
Eighty per cent of businesses in the Australian meat, poultry and seafood processing industry are small or non-employing businesses with nearly half of the industry’s workforce residing outside of major cities.
There have been declines in some of the industry’s key occupations over the past five years, such as meat boners, meat slicers, slaughterers, and meat, poultry and seafood process workers, with retail butchers and meat inspectors also in shortage.
The industry is already working to highlight professional development opportunities, reveal clearer career pathways and encourage improved participation from under-utilised groups. Employers can find strategies below to help provide safe, flexible and productive conditions for employees to promote better retention and improve the appeal to new entrants.
Below are some tools to help understand what your business needs are, what you have to offer as an employer and how to communicate your value to potential employees. This can help you plan for ongoing and successful workforce attraction.
Workforce planning
By identifying your workforce needs upfront, you are better equipped to make hiring decisions that match those needs:
- Find tools to develop and implement a workforce plan for a business of any size at Workforce Planning Connect (Jobs Queensland).
- Explore the benefits of hiring an apprentice or trainee as part of your workforce model (Australian Apprenticeships).
Brand and reputation
Develop an idea of what your business values and what it has to offer employees to help you reach the right people:
- Understand and develop your employer value proposition (DEWR).
- Learn how to write a great business profile (Workforce Australia).
- Make your business a good place to work using the employer of choice toolkit (Regional Development Australia).
Workforce development in your region
- Look into your local Regional Development Australia (RDA) committee for opportunities to connect with your community, industry and government.
- Get involved in a local business network for support and networking opportunities:
Attraction and retention for your industry
Industry organisations do a lot of important work to uplift their industries and help with workforce development. See your relevant association to explore opportunities for your business and employees:
- Australian Chicken Meat Federation (ACMF)
- Australian Meat Industry Council (AMIC)
- Australian Meat Processor Corporation (AMPC)
- Meat and Livestock Australia (MLA)
- Australasian Meat Industry Employees Union (AMIEU)
- MINTRAC (for advisory and training support and career pathways guidance).
Tailored advice
Find someone to talk to about your specific business needs, using this Advisor Finder (Business.org.au).
Here you will find tools to help you find and hire the best person for the job, so that you can meet your business needs.
Understanding and communicating what you’re looking for
Get your job descriptions and selection criteria right so you can find the best person for the job:
- Find out about job design, including inclusive recruitment practices (DEWR).
- Find out how to write a great job ad (Workforce Australia).
- See information on pay and wages, including an A-Z of awards (Fair Work Ombudsman).
Where to find applicants
Find the best place to post your job ad to reach the right people:
- Investigate the Local Jobs program to see what workforce supports are available in your region (DEWR) or check with your council for local workforce development initiatives.
- Search for a local training provider to build a connection with (YourCareer).
- Learn how to organise a work experience or Structured Workplace Learning (SWL) placement at your workplace (My Future).
- See if your area qualifies for help from MAS National, an organisation that provides help connecting businesses with talent, as well as navigating apprenticeships, traineeships and government incentives.
- Spread the word through social media, local noticeboards and conversations with your networks.
Industry job boards:
Hiring someone
By being strategic in your hiring practices, you make sure you’re getting the person who is the best fit for you and your business:
- For guidance on how to shortlist candidates, conduct interviews, make an offer, and more, complete this free, 25 minute short course on hiring employees and access this library of templates for hiring someone (Fair Work Ombudsman).
Inclusive hiring
By supporting equal opportunity hiring practices, you can broaden the talent pool available to you:
- See a step-by-step guide to preventing discrimination in recruitment (Australian Human Rights Commission).
- See a quick guide Australian discrimination laws (Australian Human Rights Commission).
Offer management
Providing a written offer makes sure you and your potential employee are on the same page in terms of pay, conditions and responsibilities:
- Find out how to create an employment contract (Business.gov.au).
- Use this reference checking form to make sure you’re asking the right questions (Fair Work Ombudsman).
- Use this notice to unsuccessful applicants template to respectfully decline an application (Fair Work Ombudsman).
Below are tools to help new staff settle into your business and community. Onboarding practices help you and your employee understand your shared goals, which can boost productivity and retention.
Orientation
By providing employees with information about your business up front, you can help set them up for success:
- Find out what to do after making an offer of employment with this onboarding new employees resource (Business.gov.au).
Safety
Before you bring a new employee into the workplace, it’s important to make sure everything is set up for them to safely do the job:
- See WHS considerations applicable to small businesses (Safe Work Australia).
Here you’ll find tools to support employee growth and capability. Training and developing employees helps you get the most out of them for your business and creates value for your employee and their career as well.
Learning and training
By providing relevant learning opportunities, employers can offer value to their employees while also developing their capabilities:
- Find out about training specific skills, how to make a professional development program and where to find external training more via this resource for staff development and training (Business.gov.au).
- Search for training courses relevant to your employees (Your Career).
- Find micro credentials for your employees (MicroCred Seeker).
- For employees who require upskilling in language, literacy and numeracy, explore the Skills for Education and Employment Program (SEE) an Australian Government program that delivers free training to eligible Australians (DEWR).
- Access free formal training through fee-free TAFE (Your Career).
Training for meat, poultry and seafood processing workers:
- Share these ten videos that introduce essential topics processing staff need to understand, from animal welfare to food handling and personal safety and explore more learning materials through the AMPC Knowledge Hub (AMPC)
- Access resources on a range of topics relating to meat and livestock (MLA)
- Explore free online training for the meat industry by signing up for a MyTOM account (MINTRAC)
- Access relevant courses and training for the seafood industry (Seafood Careers)
- See biosecurity resources for the poultry industry (Australian Chicken Meat Federation)
- AMIC members can access an induction program aimed at young people, long-term unemployed or those requiring extra support in the workplace (AMIC).
Career development
Setting up pathways for your employees can help keep them motivated and set your business up for the future:
- Use this job crafting toolkit so your employees can help shape work that suits their abilities, interests and life (DEWR).
- See this performance and development plan template (Business Victoria).
- Consider the role you play in mentoring your employees and explore these resources for mentors and mentees (DEWR).
- For high performers, encouragement to participate in a competition like WorldSkills can provide motivation and recognition (WorldSKills).
Performance management
Regular, structured feedback and reviews help both employees and employers understand expectations and what they’re working towards:
- See this free, 25 minute managing performance course and performance review discussion plan template (Fair Work Australia).
- See these best practice guides for managing performance and this free, 25 minute course on having difficult conversations (Fair Work Ombudsman).
This section includes strategies for keeping valued employees engaged and committed, so they’re in for the long haul. Work/life balance and positive work culture can be a key consideration for employees when considering work options. These tools can help you provide those incentives, creating a more stable and productive work environment and improving your return on investment.
Positive work culture
By developing a positive organisational culture, employees will see you as a good place to work, meaning they are more likely to stick around and speak well of your business to others:
- See this guide to building workplace culture (NSW Government).
Wellbeing
Supporting the wellbeing of your employees is important for their ability to perform their role and is a key mechanism to being a seen as a good place to work:
- See the rural wellbeing toolkit developed for anyone seeking to support the wellbeing of others in their rural community (University of Southern Queensland).
- See these managing health and safety resources (Safe Work Australia).
- Complete a free and validated Australian psychosocial risk assessment survey (People at Work).
Flexibility
Flexible work can be a big drawcard for employees seeking work that will fit with their lifestyle, and it can also be of benefit to the employer, shaping work arrangements to fit labour needs:
- Use this best practice guide for flexible working arrangements (Fair Work Ombudsman) .
- See how workplace flexibility can support diverse and innovative workforces (DEWR).
Parental leave
Supportive approaches to parental leave can be a big drawcard, adding to the work/life balance your business offers:
- See these workplace policies for parents to help support any parents in your business (DEWR).
Inclusion
By supporting the unique needs of each employee, you can empower them to be an engaged and productive part of the workforce:
- Aboriginal and Torres Strait Islander Peoples
Understand 10 truths to centre Indigenous Australians’ voices to create workplace inclusion (Diversity Council Australia.) - Culturally and linguistically diverse people
See these resources for migrant workers and their rights in Australia (Australian Human Rights Commission). - Domestic and family violence
See this small business employer guide to family and domestic violence (Fair Work Ombudsman). - LGBTQIA+ people
Access resources for LGBTQIA+ inclusion at work (IDAHOBIT). - Mature workers
Use this multigenerational workforce guide (Australian Human Rights Commission).
Explore support for businesses employing mature workers (DEWR). - Neurodiverse people
Access tip sheets for working with Autistic people (La Trobe University). - People with disability
See these disability resources for employers (Australian Human Rights Commission).
Access videos to improve your awareness of disability in agriculture (Ability Agriculture).
Watch this Barriers to Disability Employment Webinar (FFTITC). - Women
Get help employing and supporting women (DEWR).
Here’s you’ll find strategies to respectfully manage the end of employment, so that you can minimise the disruption of an employee leaving and safeguard the future of your business.
Exit processes and compliance
Managing all your requirements as an employer is an important final step in the employee cycle:
- See the Fair Work Ombudsmen’s ending employment webpage for tools and templates on ending employment.
Exit interviews
Talking to staff who are leaving is a great way to get feedback to keep improving yourself as an employer:
- Use this exit interview template to help structure conversations with leaving employees (Business.gov.au).
Succession planning
Making a succession plan means identifying and developing future leaders to take on responsibilities when you or other senior team members no longer work for the business, supporting continuity and competitiveness:
- Find out how to develop your succession plan (Business.gov.au).
Calculate turnover
- Use the staff turnover calculator to see how attraction and retention strategies are impacting your business (Business Victoria).
Livestock farming
More than 90% of the livestock industry workforce lives outside of major cities, with variations in business models and workforce structures across different regions.
As many parts of the industry face an ageing workforce, it is important that businesses work to implement succession planning.
Connection to community and the option for flexible job roles can make livestock farming an appealing option for potential employees. Developments in sustainability, biosecurity, and technology adoption are shaping future career pathways, offering exciting opportunities.
With some parts of the industry already looking to engage untapped talent and the next generation of workers, employers may benefit from resources to support employee development and foster workplace inclusion.
Below are some tools to help understand what your business needs are, what you have to offer as an employer and how to communicate your value to potential employees. This can help you plan for ongoing and successful workforce attraction.
Workforce planning
By identifying your workforce needs upfront, you are better equipped to make hiring decisions that match those needs:
- Find tools to develop and implement a workforce plan for a business of any size at Workforce Planning Connect (Jobs Queensland).
- Explore the benefits of hiring an apprentice or trainee as part of your workforce model (Australian Apprenticeships).
Brand and reputation
Develop an idea of what your business values and what it has to offer employees to help you reach the right people:
- Understand and develop your employer value proposition (DEWR).
- Learn how to write a great business profile (Workforce Australia).
- Make your business a good place to work using the employer of choice toolkit (Regional Development Australia).
Workforce development in your region
- Look into your local Regional Development Australia (RDA) committee for opportunities to connect with your community, industry and government.
- Get involved in a local business network for support and networking opportunities:
Attraction and retention for your industry
Industry organisations do a lot of important work to uplift their industries and help with workforce development. See your relevant association to explore opportunities for your business and employees:
- National Farmers’ Federation (NFF)
- Australian Chicken Growers’ Council
- Australian Dairy Farmers
- Australian Eggs
- Australian Honey Bee Industry Council
- Australian Livestock Exporters’ Council
- Australian Pork Limited
- Australian Wild Game Industry Association
- Cattle Australia
- Dairy Australia
- Sheep Producers Australia
- Meat and Livestock Australia
- Wool Producers Australia.
Tailored advice
Find someone to talk to about your specific business needs, using this Advisor Finder (Business.org.au).
Here you will find tools to help you find and hire the best person for the job, so that you can meet your business needs.
Understanding and communicating what you’re looking for
Get your job descriptions and selection criteria right so you can find the best person for the job:
- Find out about job design, including inclusive recruitment practices (DEWR).
- Find out how to write a great job ad (Workforce Australia).
- See information on pay and wages, including an A-Z of awards (Fair Work Ombudsman).
Where to find applicants
Find the best place to post your job ad to reach the right people:
- Investigate the Local Jobs program to see what workforce supports are available in your region (DEWR) or check with your council for local workforce development initiatives.
- Search for a local training provider to build a connection with (YourCareer).
- Learn how to organise a work experience or Structured Workplace Learning (SWL) placement at your workplace (My Future).
- See if your area qualifies for help from MAS National, an organisation that provides help connecting businesses with talent, as well as navigating apprenticeships, traineeships and government incentives.
- Spread the word through social media, local noticeboards and conversations with your networks.
Agriculture job boards:
Hiring someone
By being strategic in your hiring practices, you make sure you’re getting the person who is the best fit for you and your business:
- For guidance on how to shortlist candidates, conduct interviews, make an offer, and more, complete this free, a short course on hiring employees and access this library of templates for hiring someone (Fair Work Ombudsman).
Hiring in agriculture:
- Find hiring and management advice tailored to the reequipments of farm workers (People in Agriculture).
Inclusive hiring
By supporting equal opportunity hiring practices, you can broaden the talent pool available to you:
- See a step-by-step guide to preventing discrimination in recruitment (Australian Human Rights Commission).
- See a quick guide Australian discrimination laws (Australian Human Rights Commission).
Offer management
Providing a written offer makes sure you and your potential employee are on the same page in terms of pay, conditions and responsibilities:
- Find out how to create an employment contract (Business.gov.au).
- Use this reference checking form to make sure you’re asking the right questions (Fair Work Ombudsman).
- Use this notice to unsuccessful applicants template to respectfully decline an application (Fair Work Ombudsman).
Below are tools to help new staff settle into your business and community. Onboarding practices help you and your employee understand your shared goals, which can boost productivity and retention.
Orientation
By providing employees with information about your business up front, you can help set them up for success:
- Find out what to do after making an offer of employment with this onboarding new employees resource (Business.gov.au).
Safety
Before you bring a new employee into the workplace, it’s important to make sure everything is set up for them to safely do the job:
- See WHS considerations applicable to agriculture (Safe Work Australia).
Tools for on-farm safety:
- Support the safety of new workers using this safety induction tool (FarmSafe Australia).
- Access On-Farm Safety Auditing (AgHealth Australia).
- See resources for supporting safety on a dairy farm (Dairy Australia).
Here you’ll find tools to support employee growth and capability. Training and developing employees helps you get the most out of them for your business and creates value for your employee and their career as well.
Learning and training
By providing relevant learning opportunities, employers can offer value to their employees while also developing their capabilities:
- Find out about training specific skills, how to make a professional development program and where to find external training more via this resource for staff development and training (Business.gov.au).
- Search for training courses relevant to your employees (Your Career).
- Find micro credentials for your employees (MicroCred Seeker).
- For employees who require upskilling in language, literacy and numeracy, explore the Skills for Education and Employment Program (SEE) an Australian Government program that delivers free training to eligible Australians (DEWR).
- Access free formal training through fee-free TAFE (Your Career).
Training for livestock workers:
- Access resources on a range of topics relating to meat and livestock (MLA).
Career development
Setting up pathways for your employees can help keep them motivated and set your business up for the future:
- Use this job crafting toolkit so your employees can help shape work that suits their abilities, interests and life (DEWR).
- See this performance and development plan template (Business Victoria).
- Consider the role you play in mentoring your employees and explore these resources for mentors and mentees (DEWR).
- For high performers, encouragement to participate in a competition like WorldSkills can provide motivation and recognition (WorldSKills).
Performance management
Regular, structured feedback and reviews help both employees and employers understand expectations and what they’re working towards:
- See this free, 25 minute managing performance course and performance review discussion plan template (Fair Work Australia).
- See these best practice guides for managing performance and this free, 25 minute course on having difficult conversations (Fair Work Ombudsman).
This section includes strategies for keeping valued employees engaged and committed, so they’re in for the long haul. Work/life balance and positive work culture can be a key consideration for employees, and these tools can help you provide those incentives, creating a more stable and productive work environment and improving your return on investment.
Positive work culture
By developing a positive organisational culture, employees will see you as a good place to work, meaning they are more likely to stick around and speak well of your business to others:
- See this guide to building workplace culture (NSW Government).
Wellbeing
Supporting the wellbeing of your employees is important for their ability to perform their role and is a key mechanism to being a seen as a good place to work:
- See the rural wellbeing toolkit developed for anyone seeking to support the wellbeing of others in their rural community (University of Southern Queensland).
- See these managing health and safety resources (Safe Work Australia).
- Complete a free and validated Australian psychosocial risk assessment survey (People at Work).
On farm wellbeing resources:
- Access tip sheets for managing on farm wellbeing (ifarmwell).
- Download the Managing Stress on the Farm book (national Centre for Farmer Health).
Flexibility
Flexible work can be a big drawcard for employees seeking work that will fit with their lifestyle, and it can also be of benefit to the employer, shaping work arrangements to fit labour needs:
- Use this best practice guide for flexible working arrangements (Fair Work Ombudsman) .
- See how workplace flexibility can support diverse and innovative workforces (DEWR).
Parental leave
Supportive approaches to parental leave can be a big drawcard, adding to the work/life balance your business offers:
- See these workplace policies for parents to help support any parents in your business (DEWR).
Inclusion
By supporting the unique needs of each employee, you can empower them to be an engaged and productive part of the workforce:
- Aboriginal and Torres Strait Islander Peoples
Understand 10 truths to centre Indigenous Australians’ voices to create workplace inclusion (Diversity Council Australia.) - Culturally and linguistically diverse people
See these resources for migrant workers and their rights in Australia (Australian Human Rights Commission). - Domestic and family violence
See this small business employer guide to family and domestic violence (Fair Work Ombudsman). - LGBTQIA+ people
Access resources for LGBTQIA+ inclusion at work (IDAHOBIT). - Mature workers
Use this multigenerational workforce guide (Australian Human Rights Commission).
Explore support for businesses employing mature workers (DEWR). - Neurodiverse people
Access tip sheets for working with Autistic people (La Trobe University). - People with disability
See these disability resources for employers (Australian Human Rights Commission).
Access videos to improve your awareness of disability in agriculture (Ability Agriculture).
Watch this Barriers to Disability Employment Webinar (FFTITC). - Women
Get help employing and supporting women (DEWR).
Here’s you’ll find strategies to respectfully manage the end of employment, so that you can minimise the disruption of an employee leaving and safeguard the future of your business.
Exit processes and compliance
Managing all your requirements as an employer is an important final step in the employee cycle:
- See the Fair Work Ombudsmen’s ending employment webpage for tools and templates on ending employment.
Exit interviews
Talking to staff who are leaving is a great way to get feedback to keep improving yourself as an employer:
- Use this exit interview template to help structure conversations with leaving employees (Business.gov.au).
Succession planning
Making a succession plan means identifying and developing future leaders to take on responsibilities when you or other senior team members no longer work for the business, supporting continuity and competitiveness:
- Find out how to develop your succession plan (Business.gov.au).
Calculate turnover
- Use the staff turnover calculator to see how attraction and retention strategies are impacting your business (Business Victoria).
Case studies
Want to read more?
Our Workforce Plan 2025 – 2026 includes a deep dive into the factors impacting attraction and retention, as well as tailored industry scans for all the industries we work with.
The NT fish farm managing seasonal fluctuations and regional isolation through wellbeing and development strategies
- Prefer to listen? Press play below.
At Humpty Doo Barramundi, an aquaculture farm located two hours outside of Darwin, a three-person human resources team oversee people and culture, workplace health and safety, and skills and training, to build a supportive and professional structure for all staff.
By investing in a positive and safe work culture and career development for its employees, Humpty Doo Barramundi has bolstered attraction and retention within the business, helping it expand.
With a human resources manager always available on-site, staff have a reliable point of contact and wrap-around support.
Cultural supports building ongoing engagement
Humpty Doo Barramundi employs many workers through the Pacific Australia Labour Mobility (PALM) Scheme and has created a tailored onboarding process that promotes both cultural and psychological safety from day one. New workers receive one-on-one inductions, and those who do not speak English as their first language are paired with a coworker from a similar cultural background for support.
In addition, key workplace documents are translated into workers’ native languages. This commitment to clear communication makes sure all workers understand key information about the business. It also promotes cultural diversity, creating a strong foundation for inclusion and equity.
By offering paid training, maintaining strong communication, and allowing time off for PALM workers to return home, Humpty Doo creates a sense of loyalty and satisfaction among employees. For many Humpty Doo-based PALM workers, employment is an experience that supports both personal and professional development. As a result, many PALM workers return for four or more consecutive seasons, meaning the business has greater security in their workforce capacity, even with seasonal fluctuations in workforce needs.
Humpty Doo Barramundi also seeks to engage and retain Aboriginal and Torres Strait Islander employees, developing an Indigenous Engagement Strategy to guide its practices and provide a culturally sensitive work environment.
Wellbeing and liveability
Situated in a population of 8,387 people (as of the 2021 census), Humpty Doo Barramundi recognises the importance of supporting community building for its employees. The organisation hosts regular BBQs, breakfasts and wellbeing activities that promote connection, celebration and support, reinforcing the business’s positive culture and focus on staff wellbeing. Additionally, Humpty Doo Barramundi provide cool-down areas to combat the extreme heat while working on-site, a simple solution to what could be a barrier to job satisfaction.
Career development for every employee
Training and professional development are core aspects of Humpty Doo Barramundi’s long-term workforce strategy. The business has adopted a proactive, open-door approach to learning, where they ‘never say no’ to staff training and upskilling. Staff continue to be paid while on training release, and the HR team hold weekly safety toolbox sessions to promote consistent and up-to-date communication.
Staff are also supported financially to attend industry conferences, network with other businesses, and participate in knowledge-sharing opportunities. These experiences expose workers to new ideas, reinforce best practices, and promote professional development. This approach not only improves workforce capability development but also shows a commitment to investing in the growth and wellbeing of every team member, supporting staff retention.
By focusing on psychological, cultural and workplace safety and offering opportunities for career progression, Humpty Doo Barramundi is building a workforce that is capable, motivated, and engaged, driving the long-term sustainability and growth of the business.
The power of employer-RTO collaboration for promoting industry careers
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Silverdale farm in the NSW Southern Highlands is attracting a new generation of workers to the racing and breeding industry thanks to their Silverdale Academy initiative.
In partnership with TAFE NSW, the academy delivers tours and week-long programs for school students, as well as internship program and leadership program for post-high school learners. These programs provide an opportunity for participants to get a taste of the racing and breeding industry and the opportunities it has to offer.
The academy was specifically started to help alleviate skill shortages and a lack of access to racing and breeding training programs in the Southern Highlands area. The initial discussion between Silverdale owner Steve Grant and TAFE NSW Moss Vale campus was about starting a school-based careers program. Over time, discussions also led to setting up the internship program with access to VET funding for the delivery of four nationally accredited units.
Connecting with local school students
Secondary school students (from year 9 to 12) can participate in a one-day excursion to the Silverdale Farm where they learn basics about the industry, are given a tour of facilities, hear guest speakers, and meet with industry employers and employees. Students also learn about study pathways from a TAFE NSW teacher, linking them with industry career options.
A selection of students from various day tours are given the opportunity to participate in a one-week program based at Silverdale Farm to take a deeper dive into the industry. This includes visits to various industry sites like breeding farms, racing stables, and racecourses, as well as an overview of professions in the industry.
Showcasing industry possibilities
Silverdale’s Internship program is a six-week program, with five weeks online learning and one week of practical on site at a stud farm or Warwick Farm Racecourse. The practical week may involve attendance at yearling sales, attending William Inglis Riverside sales complex, professional racehorse trainers’ stables, equine specific veterinary hospitals, other breeding farms, horse education and training centres. Interns meet with leaders across many aspects of industry and are able to discuss their study and career options. The program provides for the accreditation of four units of competency, which can be used as credit transfers towards Certificate III in Horse breeding and other qualifications.
The benefits of practical learning
The Silverdale Academy programs introduce participants to career opportunities in the racing and breeding industry, demonstrating the range of career pathways available.
As part of the school and careers program, students are provided the opportunity to be selected for industry-based work experience programs. Students have gained jobs in various roles as a result of this program, which has been described as a ‘lifechanging’ experience for some. Silverdale has also employed trainees for its own farm out of the program.
Silverdale Farm is an example of how partnerships between employers and RTOs can boost attraction not just for one business, but for the broader industry. Read more about how partnerships can help with attraction and retention in the Connecting RTOs and Employers Consultation Report.
The Victorian small business owner building mutual respect for mutual benefit
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Jason Stewart is the owner of North East Tree Services, a small business in the Benalla region that he runs with his wife Gail. Over the years, Jason has developed his business through many iterations, from a sole trader to the team of nine he leads today.
The team perform a range of services in their community, from pruning and cleaning up backyards to tree assessments and climbing. Jason says completing a Diploma of Arboriculture was important for his business, as it means he can offer mentorship and training to his employees.
“From a leadership perspective, I think it’s hard to be able to expect one of your employees to do something that you either haven’t done or have limited experience in. I wanted to make sure I could teach our staff and our new team members things I already had knowledge in or had some sort of experience in.”
Structured pathways for development
When considering who to hire, Jason and his team are looking for someone who is passionate about the industry and the opportunity to learn. They use numerous channels to advertise open positions, including pamphlet drops in local businesses, as well as industry organisations, word of mouth, social media, newspapers and job sites.
Expectations are clearly set from the interview stage with job role descriptions outlining the job role, priorities and responsibilities as well as salary and incentives. When it comes to onboarding, North East Tree Services has a structured program to get people acclimatised to the organisation and their role.
“We try and get them as confident as we can within the first three months, taking them through an onboarding process month by month. That helps with safety, basic operations and maintenance of their equipment.”
After this, the business works out a 12-month training schedule for the individual, guided by their previous experience and goals.
Profit sharing that drives efficiency
All employees also benefit from a generic profit share program, which the business has recently implemented.
“We do monthly check-ins with profit and loss statements to indicate to them where we’re currently at without going into great deals of detail. And if there are questions asked, we can enlighten them in certain areas as to what was successful or why it was or wasn’t. And then we can work to improve the outcome in future.”
They are already seeing the benefits, with an increase in efficiency, improved maintenance, less breakages and damage to equipment, all of which have contributed to a rise in revenue
“They are actually being a lot more proactive. If they can see something, they say something. Not that our staff weren’t doing a good job before, but I’d say the team are more empowered now.”
Offboarding as a learning opportunity
When someone eventually moves on from a role, Jason takes time to hear about their experience and their thoughts on how the business can improve.
“If they give notice, I always ask for what their feedback is. Is there anything I can do better, or we can do better as a business to move forward to the next chapter?”
This is something North East Tree Services makes a practice of in their team meetings each month as well, building a culture of openness and transparency that allows employees to share knowledge and collaborate on improvements.
Networking and continuous growth as a leader
When it comes to what advice he’d give to other employers looking to improve attraction and retention for their business, Jason’s answer is to make connections in your local area or industry:
“Talk to your industry organisational leaders, talk to other business owners, and always think outside of the scope of where you are. Perhaps look into a business mentoring course. I’ve been doing that for about four years, and it’s given me a lot of different ideas. I think personal growth as a business owner needs to be at the forefront of your mind to be able to move forward.”
The NSW farming family keeping staff engaged for the long haul
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Kilmarnock Farm rarely needs to advertise for staff. People seek them out – and many stay for decades. Behind this success is Andrew and Heike Watson’s deliberate strategy to create a workplace where employees feel valued and engaged.
Located in the Namoi Valley in northern NSW, Kilmarnock Farm focuses primarily on cotton but also grows durum wheat, canola, chickpeas, and sorghum. In a region where mining offers competitive wages, the Watsons have built a reputation as outstanding employers by prioritising job satisfaction, wellbeing, and a sense of purpose.
Building a shared vision
The Watsons’ success in attracting and retaining skilled staff is the result of a deliberate strategy, starting with a statement of purpose that reflects the economic, environmental, and social values of the business: Kilmarnock is a profitable, ecologically sustainable and safe farming business where people want to work.
This guiding statement provides the Watsons with a vision for how to model and support behaviors that are aligned with the business. Kilmarnock’s people management structures also align employees to business goals and set clear expectations. This includes an annual performance review, regular informal feedback about job performance, and a shared strategy for implementing changes, as well as day-to-day discussion of farm activities and why they are important. Of his approach to managing the team, Andrew says:
“I have developed the philosophy with me and the staff where if they’re doing something wrong, they hear about it. But the flip side is if they do it right, they hear about that too… Informally, I guess I’m there every day talking to them and we will make a real practice of talking about things.”
Fostering collaboration
Andrew participates as an industry representative with numerous organisations, which helps him stay across developments in the industry. He will also give guidance in areas where he has expertise and encourages his team to seek input from other experienced team members or experts outside the farm:
“I also encourage a lot of conversation between them, understanding the different skill sets between them. So that when there’s a welding problem, go and get the guy who’s a good welder. Because it’ll be done right.”
Andrew’s confidence in each employee’s ability to develop skills makes them feel supported and motivated to put the effort in to continue to learn at work. Making people feel valued is not only about their work contributions but caring for their wellbeing and enabling them to meet commitments outside of work. As Andrew states:
“We encourage anytime they’ve got family issues, or they want to go and watch the kids run a marathon, or they’ve got, counselling issues, or doctor’s appointments for their kids, they just let me know and go. They help work around the problem of them not being there but we work it into the program… And that means when I need someone on a weekend, there’s no hesitation.”
Creating a safe and engaging workplace
The Watsons have worked to build a psychologically safe work environment in which employees “feel comfortable sharing concerns and mistakes without fear of embarrassment or retribution” (Edmonson, 2019). As Andrew explains:
“We’ve tried to encourage the culture of ‘That’s dangerous. Let’s not do it until we work out a way that it’s safe.”
With employees empowered to speak up, risks are more likely to be identified early. Encouraging staff to make these assessments also adds a dimension of stimulation and engagement to the job, which the Watsons encourage when encountering other issues around the farm.
“Someone comes to me and tells me this is broken, I say, well what are we going to do? I want them to think about the answers. So, they actually come and say, this is broken and this is how we’re going to fix it. Is that alright?”
By encouraging critical thinking, individuals feel engaged in their work and valued by their employer.
Why it works
The Watsons’ success comes from managing with purpose to offer stimulating and safe work, while also understanding individual needs within and outside of the workplace. By investing in people and creating a flexible and collaborative environment, they’ve built a workplace that has appeal for the long term.
This case study draws on information contained in the research report ‘Contextualising the Future of Work in the Australian Cotton Industry’ by Dr Nicole McDonald of University of Southern Queensland.
The research provider, the University of Southern Queensland, acknowledges the financial assistance of the Cotton Research and Development Corporation in order to undertake this project.
For more resources on attraction and retention in the cotton industry, explore the SHIFT Resources.