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As we head into 2021, it’s likely that some things will quickly get back to normal. Others will not. Let’s look at what we expect for workforce management in 2021, as well as how companies can handle it.

In 2018, research by the Australian Payroll Association found that 58% of businesses who had chosen to outsource their payroll would, in hindsight, not make the same decision again.

When your employees are engaged and excited about their work, efficiency, revenue and innovation all climb. Turnover and associated training costs fall, as does the likelihood of human error.

As Australia’s unemployment rate rose to 6.9% in September amidst the ongoing impacts of COVID-19, a Humanforce survey revealed that 42% of older workers said they had recently lost their job or had their hours reduced. Over half (52%) also said they had suffered financially due to the pandemic.

The right aged care workforce compliance management system can improve productivity by 20% or more, while also saving you unnecessary costs. The wrong choice, on the other hand, contributes to staff disengagement, inefficient labour costs, and an imperfect view of your overall compliance.

The COVID-19 pandemic has impacted many people and organisations in many different ways, and the staff and management of aged care organisations haven’t been spared.

Delivering aged care services in the current climate can feel like fighting the mythical Greek hydra: no matter how many problems you defeat, another is always waiting to pop up and demand your attention. 

As we continue the dance of lockdown and re-opening, businesses are starting to see that they must adapt to the pandemic which is unlikely to disappear anytime soon. Social distancing and working-from-home have become the norm for a lot of Australians, but there are many others in the hospitality, retail, education, aged-care, and child-care industries forced to navigate COVID-19 in person. Managers of these workforces need to look towards solutions for complex rostering, last-minute long-term shift-swapping, and accurate and visible time and attendance.

The Corporate Leadership Council studied the engagement level of 50,000 employees around the world to determine the direct impact of employee engagement on both performance and retention.