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Unraveling Employee Engagement & Termination

group of employees in a meeting

Running a successful business requires a strong workforce and understanding the intricacies of managing that workforce is crucial. In this post, we’ll explore insights from our recent Business Connect Event where Yasmin Lawrence of Y People Consulting and Vicki Lawrence shared key insights on employee engagement and termination. These insights will enhance your knowledge, improve your business support strategies, and equip you with essential business advice.


Decoding the Jargon

To get us started, let’s clear up some HR lingo that’s crucial for understanding the landscape of employee engagement and termination:

Small Business: This is a business that employs fewer than 15 people.

Unfair Dismissal: A dismissal is classified as unfair if it is considered harsh, unjust, or unreasonable.

Unlawful Termination: Dismissing an employee for a reason that is prohibited by the Fair Work Act.

General Protections Dismissal: This involves dismissing an employee for a specific prohibited reason.

Minimum Employment Period: For a large business, this is six months, while in a small business, it lasts 12 months.


Understanding Types of Termination

The termination of an employee can happen under various circumstances:

Resignation: When an employee voluntarily decides to leave the role.

Probationary: Termination that happens within the probation period.

Dismissal: Due to ongoing poor performance or behaviour.

Redundancy: When the business no longer requires the job to be performed by anyone.


employees looking over an ipad and phone at work


Employee Onboarding and Induction

The onboarding and induction phase is the first chance to build a solid relationship with your employee. During this period, you can outline the expectations of the role, and introduce them to the workplace and its rules, as well as safety protocols. Good onboarding can set the tone for an engaging and productive work experience.

Enhancing Engagement and Retention

Employee engagement and retention are key drivers of business success. Several factors influence these, including:

Workplace Culture: A positive and inclusive culture fosters a sense of belonging, purpose, and pride among employees.

Employee Value Proposition: A strong value proposition can attract and retain top talent.

Diversity: A diverse workforce contributes to a richer, more creative, and productive environment.

Communication: Open and clear communication encourages trust and transparency.

Leadership: Effective leadership guides and motivates employees to perform at their best.

Learning and Development: Providing opportunities for growth not only boosts engagement but also benefits your business by raising the skill level of your workforce, leading to higher productivity.


Performance Management

Effective performance management involves setting clear expectations and encouraging regular communication and feedback. This not only aids in managing performance but also plays a significant role in boosting employee engagement.

In summary, managing employee engagement and navigating termination can be a complex process, but with the right knowledge and strategies, it is manageable. Remember, a well-engaged workforce can drive your business to greater heights. By providing adequate business support and advice, you can foster a conducive work environment where everyone can thrive. 


Want more business tips and information? Come along to an upcoming webinar. 

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