Every staff member should have a signed workplace agreement. This isn’t just a formality – it’s the starting point for clear expectations.

• A good agreement should cover:
• Work location and hours
• Salary and employment type
• Position description
• Reporting structure
• Terms and conditions (via the Staff Handbook, Job Description and applicable Award)

It’s not just about ticking boxes – it’s about protecting your business and giving your team confidence about where they stand.

 Solid job description does more than outline duties. It sets the standard for what success looks like in the role.

Every job description should include:

• A clear role summary
• Key responsibilities
• Reporting lines
• Required skills and qualifications
• Measurable KPIs (Key Performance Indicators)

Those KPIs are vital. They provide the structure for performance conversations and remove ambiguity from expectations.

Your staff handbook is more than a list of policies – it’s your business culture, in writing.

It should:

• Outline workplace policies and behavioral expectations
• Communicate your business values and culture
• Set out your vision, goals, and what the business is working towards

When done well, it becomes a reference point for new and existing staff to understand “how we do things around here” – and why.

Having all your HR information in one place is a game changer. A good HR data system will track:

• Staff details
• Contracts, reviews, and communication records
• Forms and documents
• Performance review schedules, including:
• Self-assessment
• Management feedback
• Review against KPIs
• Progress on previous goals
• Clear new goals and action plans

A structured review process builds accountability and supports real growth – for both the employee and the business.

The final (and often missing) piece is having someone responsible for making it all happen. This might be an internal HR role, an office manager, or an outsourced HR partner – but someone needs to:

• Own the HR process
• Ensure systems are used correctly
• Keep communication flowing between staff and management
• Champion your workplace culture and values
• Without this, even the best systems and documents will sit unused.
• Get These Right, and You’re Most of the Way There

When these five ingredients are in place – workplace agreements, job descriptions, staff handbooks, a good data system, and someone driving it all – you’re already well on the way to a high-performing, engaged, and well-supported workforce.