The People Powered Business Podcast

Hosted by Kristy-Lee Billett

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200

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Jun 2026

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Managing people shouldn't be the hardest part of running your business. But for most small business owners, it is. Each week, Australian small business HR expert Kristy-Lee Billett tackles the real challenges business owners face with their teams. From hiring the right people the first time, to handling difficult conversations, staying compliant, and mastering the mental game of being the boss. With 300+ episodes, this is one of Australia's longest-running small business HR podcasts. Practical, real worlds advice for business owners with teams of 3 to 40 people. If you're dealing with a people problem right now, or want to avoid the next one, this is the podcast for you.

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June 16, 202622 min

Payday Super – Everything You Need to Know with Laura Elkaslassy

Hello and welcome to episode 328 of The People Powered Business Podcast.Are you hearing about Payday Super everywhere right now and wondering what it actually means for your business?If managing payroll already feels like one more thing on a never-ending list of jobs, the thought of another compliance change might have you feeling like you're putting out fires before they've even started.I keep seeing business owners feeling overwhelmed by this change because, while we've known it was coming for some time, many people still aren't sure what practical steps they need to take. That's exactly why I invited accountant and business coach Laura Elkaslassy onto the podcast. There is a lot of noise around Payday Super, but what small business owners really need is clear, practical information about what's changing, what they need to do now, and how to avoid getting caught out.Laura Elkaslassy is a Director at Think Big Financial Group. She is also a Profit First Professional, Cash Flow Specialist, Money Strategist and SAPEPAA Certified Adviser. Laura’s mission is to ensure entrepreneurs and small business owners understand what is happening in their business for two powerful reasons. So that they can pay themselves, build a sustainable business, and make a profit. So simple, so important, and yet so often overlooked.As a Profit Pioneer, she thrives on guiding and teaching business owners to implement innovative, practical and outcome driven strategies that are at the forefront of money management and growth initiatives for business.Laura breaks down exactly how Payday Super will work, what the new payment timeframes mean, and why getting your systems sorted now is so important. We also talk about the potential impact on cashflow, the challenges for businesses that pay staff weekly or fortnightly, and the role your bookkeeper can play in helping you get prepared.One of the most valuable insights from this conversation is that while the change may feel like an added burden, it could actually create better cashflow habits and reduce the risk of large quarterly super bills catching businesses off guard. If you've been meaning to get your head around Payday Super but haven't quite found the time, this conversation will help you understand exactly what you need to focus on before the changes take effect.In this episode we cover: What Payday Super is and how it changes the way superannuation must be paid The new seven-day payment requirement and what business owners need to know Why accurate payroll systems and employee super details matter more than ever The cashflow challenges businesses may face during the transition period How bookkeepers, BAS agents and payroll experts can help you prepare To connect with Laura:Book a discovery call: https://thinkbig.as.me/discoverycallContact Them: https://www.thinkbigfg.com.au/contact/Think Big Financial Group Payday Super Blogs: https://www.thinkbigfg.com.au/blog/To connect with Kristy-Lee:DM me on Instagram @kristy.lee.billettConnect with me on LinkedIn:https://www.linkedin.com/in/kristyleebillett/Email me at hello@peoplepoweredbusiness.com.auBook a 15-minute clarity call:https://calendly.com/kristyleebillett/chat What this episode coversPayday Super is one of the biggest payroll compliance changes facing Australian small businesses, yet many business owners are still unclear about what it means in practice. This episode explains the new requirements, the impact on payroll processes and cashflow, and the steps businesses can take now to prepare for the transition with confidence.Key insight from this episodeThe biggest challenge with Payday Super is not necessarily the new payment requirement itself, but ensuring systems, processes and cashflow are set up to support it. Businesses that build super payments into their regular payroll process are likely to find compliance easier and reduce the risk of penalties and missed obligations.What you'll take awayUnderstand how the new Payday Super requirements change employer obligationsIdentify potential risks in current payroll and superannuation processesRecognise the cashflow impacts that may arise during the transition periodKnow who to speak to for practical support and implementation adviceLearn simple ways to build super payments into existing payroll workflows Mentioned in this episode:Fair Work 1 July Updates Webinar InvitationAre you across the Fair Work changes that take effect on 1 July? Discover exactly what's changing and what you need to do about it, so you don't end up in hot water with Fair Work (even if you only have 5 staff and one of them is your sister-in-law). Free live webinar for Australian small business owners Tuesday 23rd June | 12pm AEST | Online via Zoom https://www.peoplepoweredbusiness.com.au/webinar

June 9, 202614 min

What the Recent Wage Review Announcement from Fair Work Means for Your Business

Hello and welcome to Episode 327 of The People Powered Business Podcast.Have you opened the latest wage review announcement and immediately wondered what it means for your payroll, your cash flow and your compliance obligations? If you're already feeling the squeeze of rising business costs, the latest Fair Work Commission decision may have you doing some quick calculations and asking what happens next. Based on the Fair Work Commission's annual wage review decision, significant increases are coming into effect from 1 July 2026, and every employer needs to be prepared.I wanted to jump on the podcast this week with a timely compliance update because this is one of those changes that impacts a huge number of Australian businesses. Every year, the Fair Work Commission reviews the National Minimum Wage and award minimum rates of pay, taking into account economic conditions, inflation and submissions from unions and employer groups. This year's decision reflects ongoing cost of living pressures and rising inflation, making it one of the more significant wage increases we've seen in recent years.In this episode, I break down exactly what the 2026 wage review decision means, including the increase to the National Minimum Wage and the separate increase to award minimum rates. I also explain who is most affected, what employers need to do before 1 July, and the common areas where businesses can accidentally fall short of their obligations. We also look ahead at upcoming Fair Work changes, including gender undervaluation reviews and major award updates that could have a significant impact on sectors like allied health, disability services and community care. If you employ staff under modern awards, this is one update you don't want to miss.In this episode we cover: What the Fair Work Commission's 2026 National Wage Review decision means for employers The new National Minimum Wage and award wage increases taking effect from 1 July 2026 How inflation and economic conditions influenced this year's decision Why you should review annualised wage agreements, flexibility agreements and allowances now Upcoming Fair Work changes affecting healthcare, disability services and other female-dominated industriesLinks & Resources:Join People Powered HR:https://www.peoplepoweredbusiness.com.au/pphrDM me on Instagram @kristy.lee.billettConnect with me on LinkedIn:https://www.linkedin.com/in/kristyleebillett/Email me at hello@peoplepoweredbusiness.com.auBook a 15-minute clarity call:https://calendly.com/kristyleebillett/chat What this episode coversThe 2026 Fair Work Commission wage review decision brings significant increases to both the National Minimum Wage and award minimum rates of pay. For small business owners employing staff under modern awards, understanding these changes is essential to remain compliant and avoid costly underpayment issues. This episode explains what has changed, who is affected and what actions employers need to take before 1 July 2026.Key insight from this episodeWage increases are only part of the compliance picture. Businesses also need to review annualised wage arrangements, flexibility agreements and employee allowances to ensure employees remain better off overall and that payroll practices continue to meet Fair Work requirements after the new rates take effect.What you'll take away Understand the new National Minimum Wage and award wage increases effective from 1 July 2026Identify whether your workforce is likely to be affected by the updated award ratesKnow which payroll, allowance and wage agreement reviews should be completed before implementationRecognise the compliance risks associated with failing to update employee pay correctlyGain awareness of upcoming Fair Work changes affecting healthcare, disability and community service sectorsMentioned in this episode:Fair Work 1 July Updates Webinar InvitationAre you across the Fair Work changes that take effect on 1 July? Discover exactly what's changing and what you need to do about it, so you don't end up in hot water with Fair Work (even if you only have 5 staff and one of them is your sister-in-law). Free live webinar for Australian small business owners Tuesday 23rd June | 12pm AEST | Online via Zoom https://www.peoplepoweredbusiness.com.au/webinar

June 2, 202616 min

Are You Actually Protected? Four HR Documents Small Businesses Get Wrong

Hello and welcome to Episode 326 of The People Powered Business Podcast.Do you assume your HR paperwork has you covered… until something goes wrong? Maybe you’ve grabbed a few templates online, updated an old contract once upon a time, or downloaded a handbook and called it done.The problem is, when staff issues pop up, those documents are often the first thing business owners realise aren’t actually protecting them at all. And by then, the stress, cost and frustration have already kicked in.I’m talking about this topic because I keep seeing small business owners caught out by HR documentation that simply isn’t doing the job they thought it was. In just one week alone, I had six business owners reach out after discovering gaps in their paperwork that left them exposed to employee disputes, underpayment risks or performance management headaches.The reality is, HR documentation isn’t just admin. It’s one of the most important ways to protect your business, your team and your peace of mind as a business owner.In this episode, I walk through the four HR document areas that small businesses most commonly get wrong and explain exactly why they matter.We unpack why generic workplace policies can actually work against you, the huge risks sitting inside outdated employment contracts, why job descriptions are still the “king” of HR documents, and how modern awards continue to trip up even experienced business owners. I also share practical ways to check whether your business is properly protected right now, before small issues turn into expensive problems. If managing staff sometimes feels like you’re constantly putting out fires, this episode will help you tighten up the foundations and avoid unnecessary HR drama down the track.In this episode we cover: Why generic HR templates often fail to protect small businesses The hidden risks sitting inside outdated employment contracts How poor job descriptions create major performance management issues What business owners need to understand about modern awards and compliance Simple ways to review whether your HR documentation is actually protecting your business Links & Resources:Join People Powered HR:https://www.peoplepoweredbusiness.com.au/pphrDM me on Instagram @kristy.lee.billettConnect with me on LinkedIn:https://www.linkedin.com/in/kristyleebillett/Email me at hello@peoplepoweredbusiness.com.auBook a 15-minute clarity call:https://calendly.com/kristyleebillett/chat What this episode coversMany small business owners believe their HR paperwork is “sorted” because they have contracts, policies or templates sitting in a folder somewhere. But outdated, generic or incomplete documentation can leave businesses exposed to staff disputes, underpayment claims and compliance risks.This episode breaks down the four HR document areas that most often create problems for small businesses and explains what business owners should review to properly protect their business, team and operations.Key insight from this episodeHaving HR documentation isn’t the same as having protection. Generic templates, outdated contracts and vague job descriptions can create bigger risks when they don’t reflect the reality of how a business actually operates. The businesses that avoid costly HR issues are the ones that regularly review, update and tailor their documentation to match current legislation and workplace expectations.What you'll take away How to identify whether workplace policies are genuinely useful or just generic templates What to check in employment contracts to reduce compliance and underpayment risks Why strong job descriptions are critical for managing performance issues properly A clearer understanding of how modern awards apply across different employee roles Practical steps to review and strengthen the HR foundations in a growing businessMentioned in this episode:Fair Work 1 July Updates Webinar InvitationAre you across the Fair Work changes that take effect on 1 July? Discover exactly what's changing and what you need to do about it, so you don't end up in hot water with Fair Work (even if you only have 5 staff and one of them is your sister-in-law). Free live webinar for Australian small business owners Tuesday 23rd June | 12pm AEST | Online via Zoom https://www.peoplepoweredbusiness.com.au/webinar

May 26, 202626 min

Using Offshore VA’s to Support Your Business

Hello and welcome to Episode 325 of The People Powered Business Podcast.Are you stuck doing everything yourself because handing work over feels harder than just getting it done? Maybe you’ve thought about hiring a virtual assistant before, but the whole process feels confusing, risky, or like one more thing to manage when you’re already flat out putting out fires in your business.This week I’m sharing a conversation from The Australian Small Business Show, where I joined Kristy Smith from Virtual Elves to talk about what business owners really need to know about working with offshore virtual assistants. I wanted to bring this conversation to you because I keep seeing small business owners hit capacity, but assume their only option is hiring locally into a permanent role. The reality is there are far more flexible ways to get support in your business, if you approach it strategically.We unpack how the role of a “VA” has changed over the years and why businesses now have access to highly skilled global talent across administration, bookkeeping, customer service, marketing, SEO, and more. We also talk honestly about the mistakes many business owners make when hiring offshore support, including expecting one person to magically do every job in the business. One of the biggest takeaways from this conversation is that success with virtual assistants has far less to do with where someone is located, and far more to do with your systems, communication, leadership, and expectations. If you’ve ever wondered whether offshore support could help you buy back time, reduce overwhelm, and stop being the bottleneck in your business, this conversation will give you practical insights to help you decide what could work for you.In this episode we cover:How offshore virtual assistants can support growing small businessesWhy expecting one VA to “do everything” usually creates problemsThe types of specialised skills now available through global talentWhy systems, processes, and clear briefs matter more than locationThe legal and risk considerations business owners need to understand when hiring internationallyLinks & Resources:Join People Powered HR:https://www.peoplepoweredbusiness.com.au/pphrDM me on Instagram @kristy.lee.billettConnect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/Email me at hello@peoplepoweredbusiness.com.auBook a 15-minute clarity call:https://calendly.com/kristyleebillett/chatWhat this episode coversHiring support in a small business does not always mean bringing on a local employee straight away. Offshore virtual assistants can provide specialised support across administration, bookkeeping, customer service, marketing, and operations, helping business owners free up time and focus on higher value work.This episode explores how to successfully work with offshore team members, what realistic expectations look like, and why strong systems and communication are essential if you want outsourcing to actually reduce stress instead of creating more work.Key insight from this episodeThe success of an offshore virtual assistant arrangement is rarely determined by where the person lives. The businesses that get the best results are the ones with clear systems, defined responsibilities, realistic expectations, and strong leadership. Outsourcing without structure simply shifts the chaos to someone else.What you'll take awayUnderstand the different types of work that can realistically be outsourced to virtual assistantsLearn why hiring multiple specialists is often more effective than relying on one generalistIdentify the systems and processes you need before bringing on offshore supportRecognise the common mistakes business owners make when outsourcing work internationallyGain a clearer understanding of the legal and operational considerations involved in offshore hiring

May 19, 202616 min

Are You Asking the Right Interview Questions? Here Are the 3 Types of Questions You Must Ask

Hello and welcome to Episode 324 of The People Powered Business Podcast.Are your interviews actually helping you hire the right person… or are you accidentally feeding candidates the exact answers you want to hear?If you've ever walked away from an interview thinking someone was perfect, only to realise a few weeks later they were all talk and no substance, you're definitely not alone. So many small business owners feel awkward or unsure in interviews, and that often leads to hiring decisions based on gut feel alone, instead of the right information.I keep seeing business owners make the same mistakes in interviews. They spend the first five minutes explaining the role, the business and exactly what they’re looking for, which makes it incredibly easy for candidates to mirror back the “perfect” answers. The reality is, interviewing is still one of the most important hiring tools you have in your business, and learning how to ask better questions can completely change the quality of people you bring into your team.In this episode, I’m breaking down the three critical types of interview questions every small business owner should be using in their hiring process. I share why behavioural interview questions are so powerful, how to spot red flags in vague answers, and why understanding someone’s work style and values matters just as much as their experience on paper.I also talk about what to do after the interview, including the notes you should be taking immediately while your instincts and observations are still fresh. If you’ve ever struggled with recruitment, staff fit, or making confident hiring decisions, this episode will help you interview with far more clarity and confidence.In this episode we cover: The biggest mistakes business owners make in interviews Why behavioural interview questions reveal more honest answers How to identify work style mismatches before making a hire The subtle clues that show whether someone will fit your team culture What notes to take after an interview to make better hiring decisionsLinks & Resources:Join People Powered HR:https://www.peoplepoweredbusiness.com.au/pphrDM me on Instagram @kristy.lee.billettConnect with me on LinkedIn:https://www.linkedin.com/in/kristyleebillett/Email me at hello@peoplepoweredbusiness.com.auBook a 15-minute clarity call:https://calendly.com/kristyleebillett/chat What this episode coversHiring the wrong person is expensive, frustrating and exhausting for small business owners, especially when the interview felt like it went well at the time. This episode explains how to ask interview questions that uncover real behaviours, work styles and values, rather than rehearsed answers designed to impress.Small business owners will learn how to run more effective interviews, spot red flags earlier, and make hiring decisions with greater confidence. The episode also explores why relying too heavily on resumes and experience can lead to poor recruitment outcomes.Key insight from this episodeThe quality of your interview questions directly impacts the quality of your hiring decisions. When candidates are asked to explain real past experiences and practical work preferences, it becomes much harder for them to simply tell you what you want to hear, and much easier for you to assess genuine fit and capability.What you'll take away How to structure interviews so candidates reveal genuine behaviours and experiences The difference between practical, behavioural and culture-fit interview questions What vague interview answers can signal about a candidate’s experience or honesty How to identify whether someone’s preferred work style aligns with the role Why post-interview notes and gut instinct both matter in the recruitment processMentioned in this episode:Fair Work 1 July Updates Webinar InvitationAre you across the Fair Work changes that take effect on 1 July? Discover exactly what's changing and what you need to do about it, so you don't end up in hot water with Fair Work (even if you only have 5 staff and one of them is your sister-in-law). Free live webinar for Australian small business owners Tuesday 23rd June | 12pm AEST | Online via Zoom https://www.peoplepoweredbusiness.com.au/webinar

May 12, 202616 min

How to Make a Role Redundant (Without Landing in Hot Water with Fair Work)

Hello and welcome to Episode 323 of The People Powered Business Podcast.Have you reached the point where you know a role in your business no longer makes sense, but the thought of making someone redundant feels overwhelming? Maybe business has changed, technology has improved how work gets done, or you simply can’t justify carrying a salary for a role that’s no longer needed. The problem is, one wrong step in a redundancy process can land you in serious trouble with Fair Work, and that’s a risk no small business owner wants to take.I wanted to talk about this because I’m seeing so many businesses going through change right now. Some are restructuring because of economic pressure, some are evolving because of growth, and others are adapting to the impact AI is having on teams and workloads. Redundancy is often treated like a scary or taboo topic, but the reality is that restructuring your team can sometimes be the most practical and responsible thing you can do as a business owner. The key is making sure you do it properly and legally.In this episode, I break down exactly what a genuine redundancy actually is under the Fair Work Act, and more importantly, what it is not. I explain the consultation process that many employers completely overlook, why redeployment matters, and when small businesses may not have to pay redundancy pay at all. I also share the biggest mistakes that lead to unfair dismissal claims, including using redundancy to avoid performance management conversations and failing to document the process correctly. If you’ve ever worried about getting redundancy wrong, this episode will help you understand the practical steps that protect both your business and your employees. In this episode we cover:What makes a redundancy “genuine” under Fair Work The consultation process employers are legally required to follow When redeployment must be considered before ending employment Whether small businesses have to pay redundancy pay The most common redundancy mistakes that trigger unfair dismissal claims Links & Resources:Join People Powered HR: https://www.peoplepoweredbusiness.com.au/pphr DM me on Instagram @kristy.lee.billettConnect with me on LinkedIn:https://www.linkedin.com/in/kristyleebillett/Email me at hello@peoplepoweredbusiness.com.auBook a 15-minute clarity call: https://calendly.com/kristyleebillett/chatWhat this episode coversMaking a role redundant can feel incredibly stressful for small business owners, especially when there’s uncertainty around Fair Work obligations, consultation requirements and redundancy pay. This episode explains what a genuine redundancy actually means, when restructuring is appropriate, and how to avoid the costly mistakes that often lead to unfair dismissal claims.It’s particularly relevant for businesses navigating change, growth, economic pressure or the impact of AI on team structures. By the end of this episode, listeners will understand the key legal and practical steps involved in managing a redundancy process properly. Key insight from this episodeRedundancy is about the role, not the person. If a business uses redundancy to avoid performance management or skips proper consultation and redeployment considerations, the redundancy may not be considered genuine under Fair Work, leaving the business exposed to unfair dismissal claims and significant financial risk. What you'll take awayUnderstand the three conditions that make a redundancy legally genuine Know what meaningful consultation with employees actually looks like Be able to identify when redeployment options must be considered Learn when small businesses may be exempt from paying redundancy pay Recognise the common mistakes that put employers at risk with Fair WorkMentioned in this episode:Fair Work 1 July Updates Webinar InvitationAre you across the Fair Work changes that take effect on 1 July? Discover exactly what's changing and what you need to do about it, so you don't end up in hot water with Fair Work (even if you only have 5 staff and one of them is your sister-in-law). Free live webinar for Australian small business owners Tuesday 23rd June | 12pm AEST | Online via Zoom https://www.peoplepoweredbusiness.com.au/webinar

May 5, 202616 min

Why AI Can't Be Your HR Expert (And What It's Actually Good For)

Hello and welcome to Episode 322 of The People Powered Business Podcast.Are you using AI to help you manage your team… but secretly wondering if you’re getting it wrong? Maybe you’ve asked it how to handle a tricky staff issue, calculate pay, or even draft a warning, and just hoped the answer was right. The reality is, AI can feel like a lifesaver when you’re already flat out, but it can also lead you straight into a mess if you don’t know where the line is.I keep seeing more and more business owners leaning on AI for HR support, and I get it. I use it too. But recently I found myself arguing with it over legislation it got completely wrong. It sounded confident. It looked credible. And if I didn’t know better, I might have believed it. That’s exactly why I wanted to talk about this. AI isn’t the problem, but knowing when not to trust it is critical, especially when you’re making decisions that affect your people and your business.In this episode, I break down where AI is genuinely helpful and where it becomes risky. We talk about how it can save you time with things like drafting job ads, writing scripts for difficult conversations, and simplifying policies. But we also get into the danger zones, like relying on it for compliance advice, navigating awards, or making high-stakes decisions like termination. I also share a simple framework you can use to decide when AI is enough and when you need real human expertise. The biggest takeaway? AI gives you information, not advice, and definitely not context. In this episode we cover: Where AI can genuinely save you time in HR tasks The biggest risks of relying on AI for employment decisions Why Australian employment law and awards trip AI up A simple “stakes test” to decide when to trust AI How to use AI as a starting point without putting your business at risk Links & Resources:💬 DM Kristy-Lee on Instagram @kristy.lee.billettConnect with me on LinkedIn:https://www.linkedin.com/in/kristyleebillett/Email me at hello@peoplepoweredbusiness.com.auBook a 15-minute clarity call:https://calendly.com/kristyleebillett/chat What this episode coversUsing AI for HR support is becoming second nature for small business owners, but it comes with real risks. This episode explains where AI is useful in managing teams and where it can lead to costly mistakes, especially under Australian employment law. By the end, you’ll understand how to use AI safely without putting your business or your people at risk. Key insight from this episodeAI is a powerful tool for generating information and saving time, but it cannot apply context, interpret complex employment laws accurately, or assess risk in high-stakes situations. Treating AI-generated answers as final advice, rather than a starting point, is where small business owners expose themselves to serious legal and financial consequences. What you'll take away Use AI to draft and simplify HR tasks without relying on it for final decisions Recognise when AI advice may be based on the wrong country or legal system Understand why modern awards and compliance details are high-risk areas Apply a simple “what’s the worst that could happen?” test before acting Know when to seek expert HR advice to avoid costly mistakesMentioned in this episode:Fair Work 1 July Updates Webinar InvitationAre you across the Fair Work changes that take effect on 1 July? Discover exactly what's changing and what you need to do about it, so you don't end up in hot water with Fair Work (even if you only have 5 staff and one of them is your sister-in-law). Free live webinar for Australian small business owners Tuesday 23rd June | 12pm AEST | Online via Zoom https://www.peoplepoweredbusiness.com.au/webinar

April 28, 202619 min

Navigating Your Changing Role as the Boss as Your Business and Your Team Grows.

Hello and welcome to Episode 321 of The People Powered Business Podcast.Are you stuck doing everything in your business because it just feels quicker and easier than explaining it to someone else? Like you’re constantly putting out fires, jumping back into tasks, and wondering why your team isn’t stepping up? You’re not alone and this is exactly where so many business owners get stuck.I keep seeing this pattern with growing businesses. You start out because you’re great at what you do, but as your team grows, your role has to shift. The problem is, no one teaches you how to make that shift. It’s uncomfortable, it’s unfamiliar, and it can feel easier to just stay in the doing. But staying there holds your business back and, more importantly, it holds your team back too.In this episode, I unpack what it really takes to step out of the day-to-day and into leadership. I talk about why letting go feels so hard, how your expectations might be setting your team up to fail, and the subtle ways you might be undermining their confidence without even realising it. I also share a simple mindset shift that can completely change how you feel about delegation, plus the structures you need in place if you actually want your team to take ownership. One of the biggest insights? If you keep swooping in to “fix” things, you’re training your team to stop thinking for themselves.In this episode we cover: Why your role must change as your business grows and what happens if it doesn’t The real reason delegation feels frustrating and how to reset your expectations How stepping back actually builds a stronger, more capable team The impact of “swooping in” and how it quietly undermines trust and initiative The structures and support you need to lead, not just doLinks & Resources:💬 DM Kristy-Lee on Instagram @kristy.lee.billettConnect with me on LinkedIn:https://www.linkedin.com/in/kristyleebillett/Email me at hello@peoplepoweredbusiness.com.auBook a 15-minute clarity call:https://calendly.com/kristyleebillett/chatWhat this episode coversGrowing a business requires a shift from doing the work to leading the people doing the work, and that transition is where many business owners struggle. This episode breaks down why stepping out of the day-to-day feels so difficult and what’s required to build a capable, trusted team. By the end, you’ll understand how to move from reactive “doing” to intentional leadership.Key insight from this episodeIf a business owner continues to step back into tasks and “fix” things, they unintentionally train their team to stop thinking, stop taking initiative, and rely on direction instead of ownership. Sustainable growth only happens when leaders step up and stay there.What you'll take away How to reset your expectations so delegation feels less frustrating and more effective Practical ways to stop jumping back into tasks and start building team capability The importance of structure, clarity and processes in supporting your team Why your leadership style impacts team confidence, trust and performanceHow to shift your focus from ticking off tasks to driving business growthMentioned in this episode:Fair Work 1 July Updates Webinar InvitationAre you across the Fair Work changes that take effect on 1 July? Discover exactly what's changing and what you need to do about it, so you don't end up in hot water with Fair Work (even if you only have 5 staff and one of them is your sister-in-law). Free live webinar for Australian small business owners Tuesday 23rd June | 12pm AEST | Online via Zoom https://www.peoplepoweredbusiness.com.au/webinar

April 21, 202621 min

Your First 90 Days with a New Staff Member

Hello and welcome to Episode 320 of The People Powered Business Podcast.You've hired someone. Finally. After the job ads, the interviews, the back and forth, they said yes and they're starting Monday. The hard part is over, right?Wrong. Almost half of every person you hire won't make it through their first twelve months. Not because they were the wrong person. Because nobody set them up to succeed.I can't quite believe I've barely touched this topic in 320 episodes, because the first 90 days is the most important period of time in determining whether a hire works out, and most small business owners have no plan for it beyond "here's your login and good luck."We treat onboarding like a box to tick when it's actually the foundation of the entire working relationship.In this episode I'm pulling back the curtain on what actually happens in most small businesses during those first 90 days, why it quietly sets new hires up to fail, and what a proper 90-day plan looks like when you're not a corporate with an HR department. I'm also sharing the insight that stops most business owners in their tracks when I share it, because the underperformance conversations you're dreading? A lot of them trace directly back to a broken onboarding. You're fixing the wrong end of the problem.In this episode we cover:Why 46% of new hires don't make it through their first year, and what's really driving that numberThe most common onboarding mistakes small business owners make (including the "fire hose" trap)What a structured 90-day plan actually looks like across weeks, months and milestonesThe single thing that kills good onboarding even when you start with good intentionsWhat to do if someone is already in their first 90 days and things feel offIf you've got someone starting soon and you want to make sure you nail their first 90 days, book a free 15-minute clarity call with me: https://calendly.com/kristyleebillett/chatLinks & Resources:💬 DM Kristy-Lee on Instagram @kristy.lee.billett and let me know if you have questions about employees or email me at hello@peoplepoweredbusiness.com.auWhat this episode coversNearly half of all new hires don't make it through their first twelve months, and in most small businesses, poor onboarding is the reason. This episode breaks down exactly what the first 90 days should look like for a new team member, why the typical small business approach quietly sets people up to fail, and how to build a simple structure that gives your new hire the best chance of becoming a long-term, high-performing member of your team.Key insight from this episodeMost underperformance conversations small business owners are having with staff can be traced back to a broken onboarding process. The problem didn't start when performance slipped, it started in the first few weeks, when the new hire was left to figure things out alone. Fixing the onboarding fixes the pipeline, and saves business owners from the harder conversations down the track.What you'll take awayHow to build a simple 90-day onboarding plan that works for a small business without an HR departmentThe difference between a check-in conversation and a performance conversation — and why confusing them causes problemsHow to structure the first week, first month, and first three months so your new hire becomes productive without burning out or disengagingWhat to do if someone is already in their first 90 days and the onboarding has gone sidewaysHow probationary periods work and how to use them properly to protect your businessFrequently asked questionsHow long should onboarding last for a new employee in a small business? Onboarding should be treated as a minimum 90-day process, not a one-week event. The first week focuses on orientation and relationships. The first month builds role confidence through shadowing and small wins. Months two and three increase independence, establish clear expectations, and confirm whether the hire is the right long-term fit.What is the biggest onboarding mistake small business owners make? The most common mistake is what's sometimes called "dump and run", overwhelming a new hire with information in week one, then disappearing because the business owner gets busy. The new hire feels abandoned, starts to disengage, and performance suffers. The owner then blames the hire, when the problem began with the onboarding.What should a 30, 60, 90 day check-in include? A structured check-in at each milestone should cover three things: what's working well, what's still unclear or confusing, and what the new hire needs from you to do their job well. These are relationship and alignment conversations, not performance reviews.Mentioned in this episode:Fair Work 1 July Updates Webinar InvitationAre you across the Fair Work changes that take effect on 1 July? Discover exactly what's changing and what you need to do about it, so you don't end up in hot water with Fair Work (even if you only have 5 staff and one of them is your sister-in-law). Free live webinar for Australian small business owners Tuesday 23rd June | 12pm AEST | Online via Zoom https://www.peoplepoweredbusiness.com.au/webinar

April 14, 202618 min

How to Manage an Underperforming Employee (Without Making it Worse)

Hello and welcome to Episode 319 of the People Powered Business Podcast.Got someone on your team who just is not cutting it, but every time you think about dealing with it, you put it off for another day? Maybe you are hoping they will sort themselves out, maybe you are gathering more “evidence”, or maybe you are trying not to rock the boat. Either way, the issue rarely fixes itself, and the longer it drags on, the messier it gets.I keep seeing this with small business owners, and I get why. Managing underperformance is one of the hardest parts of leading a team, especially when your team is small, the person plays a big role, or there is a personal relationship involved. It is easy to avoid the conversation, overthink it, or soften things so much that nothing actually changes. But when we handle employee underperformance badly, we usually make it worse for everyone involved, including the rest of the team.In this episode, I unpack why so many business owners struggle to manage an underperforming employee and the common leadership styles that get in the way. I talk through the three real reasons performance issues happen in the first place: a skills gap, a motivation problem, or a cultural mismatch. That distinction matters more than most people realise, because the right solution depends entirely on the real cause. If you misdiagnose the problem, you will often apply the wrong fix, and that is when frustration, resentment and poor team culture start to build.I also walk you through what to do next if you have a problem employee on your team, including when to coach, when to re-engage, and when it is time to start planning an exit. This is a practical conversation for small business owners who want to handle performance management clearly, calmly and without making a hard situation even harder.In this episode we cover: Why small business owners often avoid dealing with underperformance until it becomes a bigger issue The common leadership habits that can make employee performance problems worse The three main causes of underperformance at work and how to spot the difference Why getting the diagnosis right is the key to fixing the issue properlyWhat to do next, whether the employee needs support, re-engagement or an exit planIf you want practical, no-nonsense advice on managing your team delivered straight to your inbox every week, head to https://www.peoplepoweredbusiness.com.au/join.Links & Resources:💬 DM Kristy-Lee on Instagram @kristy.lee.billett and let me know if you have questions about underperforming employees email me at hello@peoplepoweredbusiness.com.auMentioned in this episode:Fair Work 1 July Updates Webinar InvitationAre you across the Fair Work changes that take effect on 1 July? Discover exactly what's changing and what you need to do about it, so you don't end up in hot water with Fair Work (even if you only have 5 staff and one of them is your sister-in-law). Free live webinar for Australian small business owners Tuesday 23rd June | 12pm AEST | Online via Zoom https://www.peoplepoweredbusiness.com.au/webinar