News

2 Sep, 2021
Australia’s gender pay gap has widened to 14.2%, with advocates calling for women not to be left behind in the long COVID-19 recovery
Business Insider
  • Australia’s gender pay gap has grown to 14.2% or $261.50 a week for full-time earners, new analysis shows.
  • Advocates warn women could fall further behind through the slow COVID-19 recovery.
  • August 31 marks Equal Pay Day, the point past the end of the financial year that women must work to earn the same annual amount as their male counterparts.

The average Australian woman’s weekly full-time pay is 14.2% or $261.50 below that of the average man, new analysis warns, amid fears the COVID-19 pandemic may put working women even further behind their male counterparts.

August 31 is Equal Pay Day, marking the point past the end of the financial year women must work to earn the same annual mount as men.

To mark the date, the Workplace Gender Equality Agency (WGEA) has highlighted its fresh analysis of Australian Bureau of Statistics figures, quantifying how the gap has changed.

The pay gap has grown 0.8% in the past six months, analysis shows.

Full-time average weekly earnings for adult males sat at $1,837 in May 2021, up 1.4% since May 2020, when Australia first did battle with the coronavirus pandemic.

But Australia’s full-time earning women accrued $1,575 a week in May 2021, up 1.1% on a year prior.

Both ABS and WGEA data shows full-time working men earn more in every industry and occupational category, but the agency states the construction industry experienced an outsized uplift in recent months.

The spike in earnings for full-time earning men “is due, in part, to the growth in earnings in the Construction industry, a male-dominated sector of employment,” the WGEA states.

The difference is even starker when considering all earners, including part-time and casual staff.

The average male employee earned $1,555.30 a week, up 1.1% on a year prior.

For women, that figure stood at $1,069.10, marking a -1.3% dip over the twelve months to May 2021.

While lockdown restrictions eased over the early months of 2021, lengthy business closures across NSW and Victoria have ravaged the retail, hospitality, and tourism industries.

Given the high proportion of women working in those fields, it is likely casual and part-time working women could see their take-home earnings slip further.

Anti-domestic violence advocacy group Our Watch states women may be further impacted by business closures and job losses in the early childhood education and care, health care, and aged care sectors.

There are tangible links between inequality and violence against women, Our Watch CEO Patty Kinnsersly said, calling on Australian employers to proactively address the gender pay gap.

“Making sure that women are not left behind in the economic recovery from COVID will benefit the whole of our community,” she said.

In the 2021-2022 federal budget, Treasurer Josh Frydenberg introduced $3.4 billion worth of measures designed to address gender inequality — which advocates said did not go far enough.

Responding to Equal Pay Day, Australian Council of Trade Unions president Michele O’Neil today said “the Morrison Government can and must do more to address all these issues.”

“It is a disgrace that women have to start each year effectively $13,500 worse off on average than men,” she added.

WGEA has provided free resources it says can help companies identify and respond to gender pay gaps.

2 Sep, 2021
CEOs hiring but frustrated by closed borders
Australian Financial Review

The chief executives of Australia’s biggest companies want to employ more people but are struggling to hire IT specialists, engineers and teachers because of locked borders and skills shortages.

Wesfarmers CEO Rob Scott said the conglomerate, which added 6000 people to its workforce last year, was employing more data and digital specialists, but was finding there was “a very tight market” for technology experts and engineers in Western Australia.

“We are starting to suffer from the lack of skilled migration in some of these areas,” Mr Scott said. “Technology and engineering development skills are two areas where Australia has really benefitted from skilled migration.”

Nearmap CEO Rob Newman said the market for technology specialists was highly competitive but argued that the aerial imagery group’s “exciting growth story” helped it attract talent.

Megaport CEO Vincent English said the network group planned to hire at least 40 people by October, including salespeople, while online outsourcing group Airtasker is looking for engineers and marketing specialists.

23 Aug, 2021
How many job interviews are too many?
SOURCE:
HRM Online
HRM Online

An applicant had gone through three interviews when he was asked to attend six more. At that point, he backed out of the race. HRM unpacks how too many job interviews could backfire on your company.

Having made it through three rounds of interviews for a director-level position, the candidate’s prospects of securing the job looked promising.

The pay matched his expectations, he loved the sound of the role, and he believed in the company’s mission.

But soon after the third interview, he says the company contacted him to schedule another six interviews.

That’s when he decided enough was enough; he wasn’t going to hang around for another six rounds with no guarantee that he’d even be selected for the job at the end of it all.

Jaded and frustrated by what he deemed to be an unnecessarily long-winded process, the candidate took to LinkedIn to air his grievances.

“It should not take nine interviews for any role. You have trial periods,” he wrote.

“Companies think they are building processes that ensure picking the right candidate. I don’t think that’s true. I think it’s due to fear of picking the wrong candidate. I think it’s fear they will not find the next unicorn. I think it’s fear of wasting time that ends up wasting more time.”

His post subsequently received hundreds of comments from fellow job-seekers, who were equally aggrieved by similarly strung out interview processes.

“I just had a very similar experience,” a LinkedIn user wrote in response to the post. “Six interviews involving six different people, IQ Test, Personality assessment – the process took over three months to complete… I can’t even count the number of times I’ve started the interview process and been ghosted after being told they would like to move forward.”

HRM has previously reported on the phenomena of companies ghosting and breadcrumbing employees, but the situations mentioned above indicate that breadcrumbing and ghosting in a professional context aren’t just confined to those who’ve already been hired.

Rebecca Houghton, Founder of BoldHR, and Jessica Bilston-Gourley, Founder and Director of Positive HR, weigh into the topic and explore how employers can conduct a comprehensive interview process that ensures candidates want to stay in the running.

How many is too many job interviews?

There’s no magic number, but Bilston-Gourley recommends aiming for 2-4 interviews.

“Interviewing does not have a one-size fits all approach,” she says. “The number of interviews should be dependent on the nature and seniority of the position. Anything above four interviews could drag out the process, creating a poor candidate experience and you’ll be guaranteed to lose great candidates.”

Houghton similarly recommends aiming for 3-4 interviews.

“One is too light – you’ve hardly got to know them. Two will validate what you thought you knew from the first interview, and the third will enable you to discover some new things you didn’t know already,” says Houghton.

The fourth interview might entail a peer interview, technical assessment, or be conducted in a more informal social setting that allows an employer to see how a candidate interacts in a more relaxed environment with the wider team.

There’s research to support Bilston-Gourley and Houghton’s recommendation to cap interviews at four.

When Google’s staffing team analysed five years worth of interview data, they concluded that four was the golden number needed to predict a candidate’s future success with an 86 per cent confidence level.

Once the number of interviews starts climbing higher than four, the company likely isn’t presenting itself in the best light, and it isn’t fair on the applicant either, especially if you don’t outline it upfront.

“You start to present to your candidates as being unplanned, and it sends them a message that you are unsure. They will read it as you being unsure of them,” says Houghton.

Because we are hardwired to protect ourselves – particularly in situations that might lead us to feel vulnerable – Houghton warns that a disorganised and long-winded interview process will likely trigger a heightened emotional response to a perceived threat.

“The candidate might start to wonder, ‘What will they be like for my promotion, for my performance review, or if I want to take parental leave?’ You are beginning to set the reputation that you can’t find your way out of a paper bag.”

The trigger might also lead a candidate to turn inwards, and hamper their confidence levels.

“They might start asking, ‘What’s wrong with me? Why can’t you make a decision about me? What do I lack?’

“They start to self-doubt and they will probably opt out of the job.”

This means your company runs the risk of losing excellent talent, or if the candidate decides to keep their hat in the ring, their confidence may have been dealt a blow and they might not perform at their best in subsequent interviews.

Best practice for interviews

While assessing a candidate’s skills and expertise for a role and their overall fit in a company, is a company’s primary reason for conducting interviews, it’s also important to create a seamless interview experience that will leave a candidate feeling motivated and inspired to nail any future interviews and secure the job.

With this in mind, here are some tips from the experts to follow:

  1. Signal your expectations. “Say at the start of the interview process that this will involve three stages, and after that we will be taking references, for example,” says Houghton.

    “That’s the least you should do because this individual needs to plan and balance their offers. You need to give them the courtesy of telling them what to expect.”

    It’s okay to stray from your plan, says Houghton, provided there’s a good reason for doing so. For example, if the candidate has made it through three rounds of interviews but one interviewer is unsure about their fit in the company, then explain to the candidate that they want to conduct another interview to ensure they’re the right cultural fit.
  2. Don’t wait for the unicorn, says Bilston-Gourley.

    “Understandably, you want to pick the most qualified person for the role, but even experienced professionals will have flaws. Don’t hold out for a flawless candidate – they do not exist. You will lose strong candidates in the meantime.”

     

  3. Prepare, and then prepare some more. Houghton has observed that interviewers often “go along blindly to interviews” by turning up to the interview and asking some open-ended, unstructured questions without having gone through a thorough planning process. This unplanned approach might mean interviewers leave an interview feeling they haven’t built the detailed understanding of a candidate that they require, and it’s more likely to mean further interviews are needed.Expanding on this point, Bilston-Gourley suggested that interviewers have an interview guide with questions or themes prepared to help make sure you ask all the necessary questions,” says Bilston-Gourley. “But also make sure you leave room for a real conversation.”

Tipping the scales

In decades gone by, an employer might have been able to conduct six or seven interviews without turning an applicant off the role.

But in a tight labour market with a shifting balance of power that’s tipping further towards employees, the “era of the 10 interview process is coming to a close”, says Houghton.

“In Australia, now that we have closed the borders, we are in a talent tight marketplace… So the concept that someone will put themselves through 10 interviews and feel lucky, engaged, motivated and inspired through that process is getting gazumped by the fact that they can get as good a job in one day because other employers have moved more quickly.”

“Recognise that the go slow movement is no longer competitive or appropriate,” says Houghton.

“It may come back in vogue but that will be a labour market shift. If you’re not on top of that, you aren’t listening to your talent base.”

23 Aug, 2021
4 pillars to ensure that our business thrives
Entrepreneur Asia Pacific

In Mexico, women still have the typically exclusive role of housework and childcare , which is why female entrepreneurship has become one of the only alternatives that women turn to in order to have an income of their own. This number of women who today have their own business has been growing and today represents 26% of the total number of employed women in the country, according to figures presented by the Mexican Institute for Competitiveness AC

However, it is a total delusion to think that female entrepreneurs have an easier or more comfortable path. It is a fallacy to think that we will have more time for ourselves or that the business will magically walk without our work and constant daily involvement. And coupled with this, continue with our social role of being "head of the family" and of maintaining a house with everything that is required. My respects to the women who do all of this, without the support of a partner or someone to team up with.

The women who are undertaking today will agree with me that, although it is a path of great personal satisfaction, it entails many more challenges than one could envision before starting. Many have jumped from the corporate world to entrepreneurship, with strong knowledge in some areas of the business, which can benefit operations, but a total ignorance of others, which they will learn along the way. In my experience, I am in this scenario. I went from managing millionaire budgets for a company, to a few thousand for my own business. This is where we truly learn the meaning of the word "prioritize" and "get the most out of it" down to the last weight.

Others have started from scratch, without knowledge and with an overwhelming sum of new responsibilities, from the purchase of inputs or raw materials for what the product or service requires, to delivery logistics. Because yes, the market demands it and to have satisfied customers, today we have to be ready to give a full service to our customers.

But how can we make life easier for ourselves, or ensure that our business thrives?

There are four pillars that I have been able to identify, and that can prepare all women who are thinking of making this quantum leap towards entrepreneurship, whether it is a woman who jumps out of the corporate world, or who starts from zero, for pleasure or necessity.

1. Training

School is not over. Training is one of the most important pillars for an entrepreneur. Updating on the issues that most concern the business will allow us to generate new ideas, reinvent the value proposition, and improve decision-making. In my experience today I could say that there are 4 axes in which we must train: Marketing or promotion of our products or services. The operations, that is, the manufacturing or elaboration process of the products or services. Finances, which will ultimately be the most objective indicator of the performance of our business and sales, because without sales, there is no income, so there is no business.

2. Community and bonding

Business is definitely not done alone. We need to surround ourselves with valuable people who contribute something to our business. For example, having a good lawyer, to register trademarks or copyrights, and a good accountant to support us with the tax return, are vital allies for any business. In my experience, I have always looked for allies in what I know I am not strong, I do not pretend to know everything, but I do know that decisions must be informed, that is why it is invaluable to have a network of allies and build community with other women who are in our situation, that they are going through a similar path, probably a few steps ahead and that they save us some mistakes

3. Visibility

How difficult this has become! It takes more and more dedication and more budget to be relevant in a sea of content, brands and products being advertised. In addition, that we compete with the greats many times, and that the vast majority of entrepreneurs do not have a website. My advice is to look for specialized sites to advertise, which make it easier to explain what I do, why I do it, where they find me, and what other clients think of me. These are the four triggering questions of any customer.

4. Financial digitization

It is no longer an option. Accepting various types of payments, from cash to electronic means, is a must. Electronic payment methods allow us to access more customers, since we give more options to close a sale, and the closing of a sale occurs only and exclusively when payment is received. Remember that credit cards are not only an electronic means of payment, they are a method of financing in the short term. Your client does not pay for your product or service at the moment, he will pay it about 40 or 50 days later, and you, if you receive the funds immediately, giving you liquidity to continue with your operations.

Women who formalize their operations obtain more than double the income than those who do not, according to figures from the Mexican Institute for Competitiveness, AC And formalization occurs precisely like this, seeking mechanisms for growth, product promotion, and portfolio recovery. I have always said "it takes us the same time to do it well than to do it badly" and by saying "badly", I mean that there is always the opportunity to learn, train and make better decisions, which will invariably take us to the place we want: To be a support for our families and to be full, independent and fulfilled women.

 

23 Aug, 2021
Men earning $260 a week more than women as gender pay gap widens
The Sydney Morning Herald

The Workplace Gender Equality Agency has estimated the new national gender pay gap at 14.2 per cent, an increase of 0.8 percentage points over the past six months, based on biannual Australian Bureau of Statistics average weekly earnings data.

The pay gap was previously 13.4 per cent.

Women working full-time earn $261.50 a week less than their male counterparts on this measure. The ABS records women’s average weekly full-time earnings at $1575.50 and men’s at $1837. The calculation does not compare like-for-like roles and instead looks at women’s collective position in the paid workforce.

The increasing gap was driven mainly by a rapid rise in men’s pay, at 1.8 per cent, while women’s increased 0.9 per cent. This was the second time since 2014 men’s earnings had rapidly outpaced women’s and the change emerged in the early months of the year when the economy was rapidly recovering before the latest lockdowns.

Workers in the arts and recreation industry had a 5.4 per cent boost in average earnings in the six months to May 2021 after suffering declines during the pandemic, while the construction industry had a 4 per cent increase on the back of significant government programs to increase activity in the building sector.

Women were hardest hit at the height of the pandemic and a range of economists, think-tanks and analysts encouraged the federal government to focus funding on female-dominated industries, such as childcare, rather than solely traditional recovery projects such as transport infrastructure and residential construction.

WGEA director Mary Wooldridge encouraged all workers to question the pay gap in their workplaces to help bridge the divide on Equal Pay Day. This has been set for August 31, based on women needing to work an extra 61 days after the end of the financial year to keep up with men’s annual pay.

“Equal Pay Day is an ideal opportunity to remind employers around the country that one of the key levers of change is through gender pay audits. These audits help employers identify and address discriminatory pay, to ensure that women are equally compensated and valued,” Ms Wooldridge said.

“Research proves that regular audits close pay gaps faster,” she said.

She said women’s average full-time wages were lower than men’s in every industry and occupation in Australia and, on current trends, the gap would take 26 years to close.

“The gender pay gap signifies that the work of women is still not treated as being of equal value to that of men,” she said.

“Start a conversation with your colleagues and friends about the gender pay gap, what it means to you and to them and how you can help to close it. We can all work together to eliminate gender pay discrimination,” she said.

 

23 Aug, 2021
Nine entrepreneurs set to forge the future of Australian business
Australian Financial Review

Australia owes much to corporate legends such as Westfield founder Frank Lowy, Brian McNamee, who built biotech company CSL, and mining magnate Lang Hancock, all of whom played a critical role in helping to shape the business landscape over the past 70 years.

We will surely owe as much to a new crop of innovators and business builders who will make their mark on the local and international scene. As part of The Australian Financial Review’s Platinum 70 Year, we have selected nine businessmen and women who look set to take the baton passed by Lowy and others as they find gaps in new markets and have the wherewithal to fill them.

They are likely to do it faster than previous generations.

A string of Australian entrepreneurs launched companies in the early 2010s that are already worth more than $1 billion.

Take Afterpay. The buy now, pay later company made its first pitch to investors in 2015. Six years later its founders, Nick Molnar and Anthony Eisen, agreed to sell the business in a deal valued at $39 billion when it was announced, making it the biggest acquisition in Australian history.

Young companies have access to venture capital like never before. They can buy critical business services, such as accounting and customer relationship management, rather than having to build the functions themselves, and there is no pressure from financial backers to be profitable.

Critically, most have software at their core, which gives them immediate access to a global marketplace and means they can acquire customers efficiently.

“These are software-driven businesses,” says Paul Bassat, co-founder of online recruiter Seek and venture capital firm Square Peg. “The great thing about a lot of these business models is that you build it once, and it’s the same product over and over and over again. And so these companies are very, very scalable.”

By contrast, notes Bassat, to increase rental income Lowy had to keep building shopping centres, which required huge amounts of capital and could not be done overnight.

With distance no longer the tyranny it was, the ability for Australian business visionaries to transform global markets has arguably never been greater.

Melanie Perkins

One of those will surely be Melanie Perkins, co-founder and “creative genius” at Canva.

“I genuinely think Canva will become the most valuable technology company we’ve ever had. There’s no reason it couldn’t be worth hundreds of billions of dollars,” says Daniel Petre, co-founder and chairman of venture capital firm AirTree.

The graphic design software giant that helps users create social media graphics, presentations, posters, documents and other visual content is thought to be worth $30 billion.

“What they’ve tapped into is quite extraordinary. It’s providing tools to let normal humans create beautiful content,” Petre says. “Suddenly, a 16-year-old in Cambodia who has access to the internet can use Canva to create beautiful designs that could be then used by others in other parts of the world. It is the democratisation of the creation of beautiful content,” he says, pointing to the scope for other services and products to be added.

As for Perkins, she had a bold vision from the get-go.

“Since day one, we’ve had a two-step plan. Step one, to build one of the world’s most valuable companies, which we’ve been making strides towards, but of course, still have a long way to go, and step two, to do the most good we can,” she says.

“Our mission has always been to enable people to easily take their ideas and turn it into a design with as little friction as possible. As the world becomes an increasingly visual place, we hope over the years to come that Canva will be able to literally empower the whole world to design,” Perkins says.

Mike Cannon-Brookes, Scott Farquhar

They are the founders of team collaboration software behemoth Atlassian. Listed on the Nasdaq in the US, the company is capitalised at $US84 billion ($114.4 billion) – and rising.

Atlassian’s portfolio of software allows companies to manage workflows, share information and collaborate, and is in the right place at the right time, given the trend towards remote work and the acceleration of technology adoption thanks to the coronavirus pandemic.

“Atlassian will continue to grow. There’s no question. It’s going to grow fast,” Petre says.

Cannon-Brookes told investors in late July: “We’ve kept our heads and made sure we’ve made smart, long-term, thoughtful decisions that are driving the pace of Atlassian’s growth.”

Outside Atlassian, Cannon-Brookes and Farquhar are individually likely to play significant roles in the business landscape.

Cannon-Brookes is passionate – and outspoken – about climate change and renewable energy. He has poured millions into renewable energy projects, including a project to build the world’s biggest solar farm in the Northern Territory and a giant battery to supply Singapore with renewable electricity via an undersea cable.

Farquhar has an interest in healthcare and medicine and has invested in medtech firms such as skin cancer detection start-up MetaOptima via Skip Capital, the venture capital firm he owns with his wife, Kim Jackson.

Didier Elzinga

Didier Elzinga founded the corporate culture analytics platform operator Culture Amp in 2009.

With companies increasingly focused on culture and looking for ways to track the morale of staff who are spending less time in the office, Culture Amp is set for a big future.

“I think the legacy that I want to leave is that we helped companies solve a problem that I care deeply about, which is creating a better world of work,” Elzinga says.

In July, Culture Amp raised $US100 million in a so-called Series F funding, valuing the business at $2 billion. Almost two-thirds of the revenue is derived from the United States, while Australia accounts for less than 20 per cent.

“There are amazing domestic businesses, but I’ve just never looked that way. I’ve always thought: ‘I’m going to build a global business’,” Elzinga says.

“I’m happy to live here and I love running it from Australia, [but] we don’t want to be a great company for Australia, we want to be a globally great company that happens to be based here.”

Jack Zhang, Lucy Liu

Bassat argues that if any young company is going to join the likes of Atlassian, Afterpay and Canva as global technology players, it is likely to be Airwallex, co-founded by Jack Zhang and Lucy Liu. Airwallex, established in Melbourne in 2015, is an online payments company aimed at digital-first companies operating globally.

“Their vision is very, very big in that context,” Bassat says.

Airwallex is one of Australia’s fastest-growing companies. Backed by Mastercard and Salesforce Ventures, it has raised more than $US500 million since inception, with a series D funding round this year valuing the company at $US2.6 billion.

Simon Griffiths

Simon Griffiths is the founder of profit-for-purpose toilet paper company Who Gives a Crap. The purpose of the business is to help solve one of the world’s biggest challenges – that 2 billion people do not have access to adequate sanitation. To that end, Who Gives a Crap donates half its profits to help build toilets in developing countries.

Griffiths’ ambitions are big. To make a “significant dent” in the sanitation problem, he reckons he will need to expand Who Gives a Crap to be the size of US personal care product manufacturer Kimberly Clark, which last year recorded revenues of $US19 billion. To get there, Griffiths plans to expand the group’s product range, which will probably require the introduction of new brands, expand its distribution channels beyond online direct-to-consumer, diversify its sales geographically and potentially raise capital from outside investors.

“The end goal for us is to be where our customer wants to buy us,” Griffiths says.

Petre says: “I think what’s interesting is that these guys have got to massive scale and they’re growing fast.

“That’s interesting because your unit costs go down, and you’re giving away more and more profits. So for [a rival] to be able to chase you down, they’re going to have to chase you down on your economics, which the big [personal care companies] can, but they can’t chase you down on donating half the profits, because their businesses are built on huge profits going to investors.”

Griffiths will not disclose Who Gives a Crap’s financial figures, but last year it donated $5.9 million after sales more than doubled in the 12 months to June 2020. The handout represented a 750 per cent increase on the year before.

Nick Hazell

In August, v2food, the plant-based “meat” company backed by the CSIRO’s venture capital arm and Rich Lister Jack Cowin, raised $72 million capital to accelerate a push into China and Europe.

V2 already has a foothold in New Zealand, Thailand, the Philippines, Japan, and Korea, along with its home market of Australia where the products are sold in Woolworths and Coles supermarkets and IGA stores.

Founder Nick Hazell told the Financial Review in early August that alternative proteins were still “at an early stage in Australia”. But with significant potential for growth here and offshore, given changing consumer preferences and concerns over climate change, v2 has been signing manufacturing deals to enable plant-based mince and burger patties to be produced at sites not owned by v2food.

The latest fundraising valued v2food at $500 million.

Bridget Loudon

Last year Bridget Loudon, founder of employment marketplace Expert360, was appointed to the board of Telstra.

At just 32 years of age, Loudon became the youngest independent director of an ASX top 200 company, demonstrating the extent to which her skills and knowledge are already in demand - and the influence in the highest circles of corporate Australia she is already having.

Back in her day job, Loudon has aims of being one of the world’s biggest jobs platforms for skilled non-permanent professionals.

Expert360 is already the biggest jobs marketplace in Australasia and has just acquired project services consultant LPS in New Zealand.

Helping companies grapple with skills shortages and employ the right expertise to transform their businesses, Loudon looks set to be a big player in the employment market.

 

23 Aug, 2021
Cashed-up Redbubble is ready to grow after lockdown boost
Australian Financial Review

E-commerce player Redbubble is cashed up and ready to grow, with $99 million sitting in the bank after a record year of T-shirt, mug and face mask sales.

The company said sales revenue jumped to $657.3 million in the year ended June 30, up from $416.3 million previously. It reported record earnings before interest, tax, depreciation and amortisation of $52.7 million, up tenfold.

Redbubble shares climbed 11.1 per cent to $3.40 by lunchtime on Thursday. It did not declare a dividend.

Chief executive Michael Ilczynski said he was most proud of the fact the company had generated more than $100 million in artist revenue for the year, a milestone that had taken the business 11 years to achieve.

Melbourne-based Mr Ilczynski joined the company in January from job ad platform Seek, and said his biggest challenge had been not being able to meet over half the team abroad because of travel restrictions.

“What’s really interesting for us, if we go back six months when I joined, one of the big questions about Redbubble and a number of other companies was once this COVID surge of consumer demand passes, what would happen?” he said.

“The exciting part for us is what we saw in quarter four is that outside of mask sales, which have obviously come off a lot and we benefited a lot from last year, we’re holding our level of sales that we had during that COVID surge.

“So, we’re coming out into that post-COVID consumer environment at a substantially higher position than we were pre-COVID.”

In a year when many companies raised venture capital in the fight for fresh consumers, Mr Ilczynski said Redbubble was in a good position because it did not need any outside investment to carry out its growth strategy, announced in April.

Go-to platform

The ASX-listed online marketplace works by connecting independent artists with consumers or businesses that want to buy bespoke products, such as T-shirts, phone cases and home decor. It makes money by taking a clip of each sale.

Redbubble’s overarching goal is to become the go-to platform for artists wanting to monetise their works, meaning that it competes in both e-commerce with Etsy and Amazon and more broadly in the “creator economy”. More than 90 per cent of the company’s revenue is generated outside of Australia and New Zealand.

Traditionally, its marketing team focused on “right place, right message, right time” digital marketing rather than splashy brand campaigns. However, the company announced plans on Thursday to bolster spending on branding. Redbubble advertises across Google Shopping and Google Search as well as all forms of social media, including Pinterest, Snapchat and TikTok.

Redbubble this year also snatched up two female executives to help finesse its site and improve the customer experience, with its chief of supply chain Stacey Wallace coming into the business after 14 years at Amazon, and chief product officer Nicole Brolan, who worked up the product ranks at Seek over seven years before a brief stint at Xero.

The company told investors it would keep a keen eye out for merger and acquisition opportunities with other e-commerce players or strategically aligned businesses.

23 Aug, 2021
Why Tim Cook thinks Australia is a perfect tech breeding ground
Australian Financial Review

When Tim Cook took over as CEO of Apple, almost exactly 10 years to this very day, it was akin to following on from Jesus Christ.

The iPhone, unveiled in 2008 by Cook’s predecessor, Steve Jobs, had been dubbed the “Jesus phone” due to the religious-like fervour it stirred up in fans. And the saviour moniker rubbed off onto the boss. Upon the release of the iPad in 2010, The Economist depicted Jobs as Christ on its cover.

The iMac had saved Apple from irrelevance; the iPod and iTunes saved the music industry from piracy; the iPad, also known as the “Jesus tablet”, was predicted to save the print media industry. (That didn’t quite come to pass, but the company is still moving $US24 billion [$32.4 billion] of them each year).

When Jobs, riddled with pancreatic cancer, resigned as CEO in 2011, he told the board he wanted Cook to succeed him. And for years after that, Apple seemed lost in an innovation wilderness, printing money with new iterations of Jobs-era products, but without any new bolts of inspiration.

A decade later, Apple is the biggest company on the planet – having eclipsed a market capitalisation of $US1 trillion in August 2018 and then $US2 trillion in August 2020. (It was valued at $350 billion when Cook took charge.) As of January, there are more than 1 billion iPhones in use around the world. Here in Australia, if you own a mobile, there is a better than even chance it’s an iPhone, and a good chance you spend an inordinate amount of your life staring into it. It is possibly the first thing you look at each morning, and the last thing you look at each night.

Tim Cook likes to begin his days early; he’s at his desk by 4am. “I do that because I can control the morning better than the evening and through the day. Things happen through the day that kind of blow you off course,” he tells The Australian Financial Review. “The morning is yours. Or should I say, the early morning is yours.”

The morning routine of the man at the helm of the world’s most valuable company? Reading emails from customers. Cook estimates he gets through hundreds a day. “I cannot read all of them, no. I’d not admit to doing that. But I read an extraordinary number of them. It keeps my hands on the pulse of what customers are feeling and thinking and doing.”

He forwards them around the company, to whichever team he thinks needs the feedback. It’s a randomised way of keeping in touch with the various corners of the Apple empire or, rather, every curve of the extraordinary, circular, Foster + Partners-designed Apple Park that houses 12,000 employees and reportedly cost $US5 billion to build. “I try to touch a lot of things in the company every week,” Cook says.

The Apple CEO keeps his finger on the pulse of his customers in other ways. The Apple Watch, launched in 2015, has steadily been upgraded with more and more features around health and fitness. One customer email to which Cook personally replied was from a 50-year-old Melbourne nurse, who was lying in bed and thought she was having a panic attack.

Her husband remembered his Apple Watch had just been updated with an ECG app, so he strapped it to his wife’s wrist. Within minutes the app had detected atrial fibrillation, a major cause of stroke, and the ambulance was called. The woman spent three days in hospital and is now on medication for the condition. She’s also since bought her own Apple Watch.

“They wrote to me, and these kinds of stories really mean something to us,” says Cook, whose Alabama accent gives a warm authenticity to everything he says, even lines he’s almost certainly uttered thousands of times over. “We’ve always felt that technology was meant to enrich people’s lives, and there’s no better example of that than saving someone’s.”

It’s a thrilling time to be at the head of a global tech company. Speaking to the Financial Review on the occasion of our 70th anniversary, his first sit-down interview with Australian media, Cook is, as you’d expect, optimistic about how technology will keep making our lives better. He’s excited about artificial intelligence, which is already “all over the current iPhone, iPad and the watch et cetera” but “we’re only at the early stages of what can be done”. AI will take away some of the mundane things we do every day, he says, and free up our time so we can do more of what we love.”

He goes on: “I’m a huge believer in augmented reality. It can enhance our conversations that we’re having, and enhance learning and really amplify the value of technology with people, without it enclosing or shutting off the real world.”

To illustrate, he circles back to an earlier part in our interview, conducted over Webex with Cook in his office in Cupertino and me in my dining room in locked-down Sydney, where we talked about the huge number of Australians who are registered with Apple to build apps using its software; Cook says there are 600,000 of us, coding away.

“I could have pulled up a graph and showed that to you,” he says, moving his hands through the air. And when Cook says “I could have”, it’s a fair bet a huge team of Apple engineers are working to make that exact thing happen, possibly quite soon.

What one does not expect from Cook is how alarmed he has become about the negative forces unleashed by his neighbours in Silicon Valley.

“Technology doesn’t want to be good. It doesn’t want to be bad, it’s neutral,” Cook says when asked about the potential downsides from tech as we move towards the middle of this century. “And so it’s in the hands of the inventor and the user as to whether it’s used for good, or not used for good. And it depends on creativity. It depends on empathy. It depends on the passion of the people behind the technology. At Apple, when we make something, we make sure that we spend an enormous amount of time thinking carefully about how it will be used.”

He makes a point of Apple’s privacy and security features. Features, he says, that derive from the company values laid down by Jobs. Specifically he mentions Screen Time, a tool which helps people monitor whether they’re spending too many hours on their device.

The risk of not doing that means that technology loses touch with the user. And in that kind of case, privacy can become collateral damage. And conspiracy theories or hate speech begins to drown everything else out. Technology will only work if it has people’s trust.”

Does he think people’s trust has been taken advantage of?

“In some cases the answer is undeniably yes. And I think it’s incumbent on all of us to rebuild that trust.”


Cook’s comments about spending too long on your iPhone may sound facile coming from the boss of the company that makes them, but they represent an important tonal shift. US tech companies, having grown to become some of the world’s most valuable businesses, are turning on each other. One field of battle is the high-stakes lawsuit brought by Epic Games against Apple over its App Store.

Epic, the maker of Fortnite, argues that Apple wields monopoly power by forcing developers to hand over 30 per cent of the price of digital goods and services, such as games and music, sold through the App Store. In Epic’s case, that’s 30 per cent of a sizable chunk of the $9 billion in revenue it earned over two years.

At issue is Apple’s so-called “walled garden”, a carefully pruned and tended system whereby hardware is tightly integrated into its software, giving Apple control over which apps are allowed on iPhones and iPads. Apple says this ensures an environment free from malware. But it also means Apple can push back against its rivals.

Microsoft (the world’s second most valuable company) has been thwarted by Apple in accessing the App Store to build subscriptions to its gaming service, xCloud. (Apple has its own competing subscription game service). A Microsoft executive has testified against Apple in the Epic lawsuit, and Apple’s lawyers told the court that “Epic is serving as a stalking horse for Microsoft”. In late June, Microsoft chief Satya Nadella launched Windows 11 with a swipe at Apple’s control over its App Store. “The world needs a more open platform,” he said. “One that allows apps to become platforms in their own right.”

In another theatre of battle, Apple is ratcheting up the privacy features on its devices in ways that mess with the advertising model that underpins the giant of social media, Facebook, and giant of search, Google. In June 2020, Apple said it would begin asking iPhone users whether they want apps like Facebook to track them when they’re using other apps. Facebook said Apple’s move “is about profit, not privacy” by seeking to drag customers away from advertising-reliant free apps from which it earns no commission.

And then on January 28, three weeks after Trump supporters stormed the United States Capitol, Cook gave an incendiary keynote address to a conference in Brussels on computers and privacy.

“An interconnected ecosystem of companies and data brokers, of purveyors of fake news and peddlers of division, of trackers and hucksters looking to make a quick buck is more present in our lives than it has ever been,” the Apple CEO said.

“At a moment of rampant disinformation and conspiracy theories juiced by algorithms, we can no longer turn a blind eye to a theory of tech that says all engagement is good engagement – the longer the better – and all with the goal of collecting as much data as possible.” Relations between Cook and Mark Zuckerberg are reportedly at rock bottom.

It is exceedingly strong language for a CEO to use about another business, albeit never named, but clearly identifiable. Why is Cook being so combative now?

“I think what’s happened is that there are many more people today that view privacy as a mainstream issue,” he tells the Financial Review. “Ten years ago, privacy was a niche issue. Today it’s one of the primary issues in people’s minds because people know that the web has become this surveillance tool in all too many cases, and that the building of detailed profiles on people has gone well beyond any kind of reasonable thing.“

Cook sees the upholding of privacy against those “hucksters” and their “juiced-up algorithms” as a human right. And taking a stand has certainly been a trait of his tenure. “We do things because they’re just and right,” he said when asked by investors at a shareholder meeting in 2014 whether Apple should avoid embracing environmental causes. “If you want me to make decisions that have a clear ROI, then you should get out of the stock.“

But even then, there is a business imperative to Cook’s campaign against tracking; it’s become a sales pitch, quite literally. Earlier this year, Apple plastered billboard ads across Australia that featured just three words: Privacy. That’s iPhone. And privacy, coupled with security, has become a shield that Apple uses to deflect allegations of anti-competitive conduct.

The European Commission, and some members of the US Congress, are looking at imposing rules on how Apple manages its own App Store. Does Cook accept that given Apple’s size, outsiders will increasingly want to tell his company how it runs its business?

“Well, I think scrutiny of large companies is fair. And I start from the premise that regulation is necessary in some areas. And so it becomes a matter of determining where it’s necessary and where the focus should be . . . In our model, the user is where the power exists because it’s the user who decides when they buy a phone, are they going to buy an iPhone. Are they going to buy any number of Android phones? And so it’s a fiercely competitive market. And then the market inside the App Store is also fiercely competitive . . . And so there’s huge competition in all areas of this.”

Is competition always a good thing?

“I can’t think of a case where competition is bad,” Cook says. “I think competition is inherently good.“

It’s at this point that anyone who’s squared off against Apple might do a double take. Australia’s major banks, as the Financial Review points out to Cook, have tried to get access to the near-field communication chip on iPhones so they can offer their own “tap and pay” apps, like they do with Android phones. Apple refused, arguing, in part, that this would compromise the security of its iPhone.

Three of the four major banks tried to get the Australian Competition and Consumer Commission to allow them to collectively bargain with Apple (a case of big banks feeling very small against big tech). In 2017 the ACCC refused, siding with Apple and cementing its beachhead in the payment system. Last month, Bloomberg reported that Apple plans to offer its buy now pay later service, taking on PayPal and Afterpay.

When asked whether Apple’s growing scale – it commands 56 per cent of the Australian mobile market – makes it harder to argue that security concerns are grounds to block competitors, like Australia’s banks, Cook says it’s “more than an argument” that he’s making. He essentially claims that major banks cannot be trusted to keep the iPhone’s components secure.

“It’s the reality. If you put back doors in a system, anybody can use a back door. And so you have to make sure the system itself is robust and durable; otherwise you can see what happens in the security world. Every day you read about a breach, or you read about a ransomware.”

But the field is shifting. In late July, after our interview with Cook, Commonwealth Bank of Australia CEO Matt Comyn urged Parliament and regulators to pay greater attention to how Apple is pushing into the market for payments. Meanwhile, the ACCC has lately been rather adventurous in tackling the power of Silicon Valley. The regulator’s 2020 digital platforms services inquiry has led the federal government to force Facebook and Google to pay Australian media companies – including the publisher of the Financial Review – for displaying links to news.

Fresh from this win, which attracted global attention, the ACCC in April began targeting Apple and Google over how they run their respective app stores. Is the ACCC on Cook’s radar? “Of course,” he replies. “Anywhere in the world that we’re being inspected is on my radar, at least that we’re aware of, and it’s incumbent on us to tell our story and to say why we do what we do.”

In the case of the controls over the App Store, they are there for security, privacy and safety, he says. “Any kind of regulation should be justified by being great for the user. [Regulation] needs to improve someone’s life. Just like an invention or a technology needs to improve someone’s life.“

Australia is a net importer of tech – we buy in more than we ship. But we’ve begun to export fresh ways to regulate the sector. France and Canada are looking at the ACCC’s inquiry into Facebook and Google; our push for new tax rules for multinationals has found favour through the OECD. Epic Games, as well as suing Apple in California, has launched a similar lawsuit here, the only other country where it’s done so.

When its chief executive, Tim Sweeney, was asked why by the Financial Review’s John Davidson, he replied: “Australia is a good climate to take on this fight.” Does Cook welcome our regulatory innovation? “The technology industry has become such a big piece of the economy, it’s natural that it would be looked at,” he responds.

Which is a tightly worded, diplomatic answer to a topic that the Apple CEO is not up for expanding upon – perhaps understandable given the tightrope he’s walking as lawmakers and regulators in Europe and the US get closer. He’s more expansive when the issue is framed positively, in terms of the opportunities the App Store provides to Australian developers. “Australia is a country that’s incredibly innovative, a country that’s incredibly resilient, a country of great creativity. We’ve seen apps come out of Australia that are mind-blowing,” he says.

He mentions Procreate, an art and design app created by a Hobart company that now employs 52 people, and JigSpace, a Melbourne company which allows users to make presentations through augmented reality. JigSpace was highlighted by Apple at its global presentation for iPhone 12 last October. Among the 600,000 Australians who have registered with Apple to develop apps using its software is Yuma Soerianto, who started to code when he was six and who now has nine apps on the App Store.

Cook likens the App Store to “an economic miracle” through which more than $600 billion of commerce was pumped last year. As such, Apple’s controls are a small hindrance to developers’ access to an extraordinary opportunity.

“As an individual, you can sit in your basement, no matter where your basement is, and you can write an app. And with the touch of a button, you can distribute your app in 175 countries in the world and become a global seller, a global company. You’re not negotiating with a lot of different retailers around the world. You’re not having to worry about converting currencies. You’re not worrying about local regulations. All of the heavy lifting of going into a country is done.“

You can bet that’s the message Apple is delivering to the ACCC, and the Australian government. And Cook has a message for anyone in Australia who wants our tech industry – the great wealth creator of the 21st century – to flourish.

“In [Silicon] Valley, in particular, we have a very sophisticated mixture of universities, like Stanford and Berkeley, venture capital and a start-up community. And a place with great weather where people want to live,” he says. “All of those together add up to an unbelievable, thriving, entrepreneurial area. And I think Australia has all of those.”


Tim Cook was born in 1960 in Mobile, Alabama. His father was a shipyard worker, his mother worked at a pharmacy. His values were shaped by his parents, certainly, but also by historic events that enveloped his childhood.

“I saw these huge movements when I was growing up, some that I didn’t know how huge they were because I was so young. Like Dr Martin Luther King and John Lewis crossing the bridge at Alabama, marching for voting rights; the riots at Stonewall, where gay and transgender people joined people of all races and really revolted against the way they were treated . . . I feel a sense of responsibility to stand on their shoulders and to try to take it even further.”

He studied industrial engineering, got an internship at IBM and spent 12 years there. He worked briefly at Compaq but was lured to join Apple by Steve Jobs and rose up the ranks to become head of operations. If Jobs was a genius of “creative innovation”, dreaming up revolutionary products and pushing his designers and engineers to make breakthroughs, Cook was the guy sourcing materials, ensuring quality control from factories, and keeping costs down and inventory in check. It was work critical to both Apple’s top and bottom lines, but far from the heady inspiration of Jobs.

On October 5, 2011, at the age of 56, Steve Jobs died. A former Apple executive who worked at head office remembers getting a push notification on his phone, and then watching everyone instinctively pour into the main garden between all the buildings. Twelve days later, on the same site, a memorial for Jobs was held featuring performances by Norah Jones and Coldplay. “All six buildings had giant projections of Steve,” the former executive says. “And I just remember Coldplay playing The Scientist. And everyone was crying.”

For Cook, his first task as CEO of Apple was to get the company through the mourning process. Then he had to get it to move onwards, and upwards. Asked about the advice from Jobs he found most useful, he tells a story that he has told once before: “When he called me over and told me he wanted me to be CEO, he said that he had watched the change between Walt Disney and the next person in line at Disney, and it did not work that well because everybody sat around and asked what Walt would have done.

“When any kind of issue or problem came up, there was a level of paralysis in the company. He told me that he did not want this for Apple and that I should never sit around and think about that. And I think that relieved a level of burden that would have been impossible to escape without that advice.

“And then he modelled different behaviours that I have great respect for, like Steve could change his mind like this,” as he snaps his fingers. “He could be so into doing something in a certain way or building a certain product; but if new information came about, he could change. He wasn’t married to his previous thoughts and his previous beliefs if something new presented itself.

“And so there was never the pride that sets in with some people when they have made a big decision and then, ultimately, it becomes clear that the decision is wrong. He could change, and he did over and over again. I think that is an incredible skill to have.”

That snap of the fingers could be deflating; the former Apple executive recalls spending years on a new product that was killed off at the eleventh hour. “Steve was like an 800-pound gorilla in every conversation and decision. He was feared and admired, greatly. Everything and anything could go up to Steve for review. Even something like marketing copy on the website. You’d never put anything up for final review that wasn’t perfect.

“I would say that some of the magic did die with Steve. Apple transitioned as a company that made awe-inspiring magical products to being one of the most consistent-at-operations companies in the world. Under Steve there was more excitement, more intrigue.”

And maybe there is less buzz about its new products or, rather, new iterations of its products: bigger cameras, slimmer screens. But if there are no longer queues outside Apple stores for a new iPhone, it’s partly because under Cook, Apple has mastered the art of production, of logistics, of economies of scale. No one needs to queue any more – there’s a new model iPhone for everyone who wants it, right away.

And after 10 years as CEO, Cook has quietened the naysayers who thought the company was too reliant on the iPhone. Take a look at Apple’s results, which are a picture of how to make the complex seem simple: you can see pretty much the entire business on just five lines. For fiscal 2020, revenue from the iPhone was $US138 billion; the Mac delivered $US29 billion; the iPad provided $US24 billion and the category that Apple calls “wearables, home and accessories” delivered $US31 billion.

The fifth line item is services, which includes iTunes and iCloud, and it was the second-biggest revenue generator overall, worth $US54 billion. And it’s growing quickly. In 2011, when Cook took over, services generated just $US9 billion. The growth in services and the existence of the wearables division is the legacy of Tim Cook.

The growth in services has not just freed Apple from criticism of being too dependent on the iPhone. It’s seen the stock re-rated upwards. Software companies have much higher margins, and attract a higher price-to-earnings ratio than hardware companies. That is the key reason why its market capitalisation doubled to $US2 trillion in just two years.

How to keep delivering this growth? On an earnings call in January, Cook revealed the milestone of 1 billion iPhones in active use, plus 600 million other Apple devices. The company is rumoured to be working on a car; Cook bats away questions from the Financial Review about it. But with 1 billion-plus users plugging in Apple devices, analysts see a clear path ahead for the company to simply sell them more services.

There’s Apple Music and AppleCare. There’s its streaming service, Apple TV+, as well as Apple Fitness+. There’s Apple Pay, to the chagrin of Australia’s banks and the potential launch of Apple Pay Later, which might explain why Afterpay is joining forces with Square. And there’s the money it’s making from the App Store, depending on the outcome of the Epic lawsuit, of course.

And there’s iCloud – those micropayments, perhaps just $1.49 a month, that Apple users make to keep their photos and phone numbers, and all sorts of things they can’t be bothered thinking about, at their fingertips and safely stored in the cloud, for as long as they keep paying. When people refer to Apple’s “walled garden”, it’s often because they’re making a point about the walls.

But there’s also a very beautiful garden of smartly designed products that just work, intuitively and seamlessly, together. Once you’re in, it’s very hard to leave. Or as Cook says, with that homely Alabama accent: “This is why we get out of bed in the morning. We’ve always felt that technology was meant to enrich people’s lives.“

Cook says his philosophy of leadership is to be a good coach. “People are not looking to be told what to do; they’re looking for inspiration, and they’re looking to be part of something larger than themselves. They’re looking for purpose.” As CEO he tries to connect the dots within the company. And to move obstacles out of the way.

When interviewed by Walter Isaacson for his 2011 biography of Jobs, Cook said he never realised how much a CEO needed to take the heat for other people, until he was himself in that role. “I thought that that was because Steve was bigger than life,” he says when asked to elaborate.

“And so I thought, actually, when I became CEO a lot of that visibility would go away. But the visibility went with the company,” he says, with a chuckle. He’s comfortable with the visibility now. Indeed, he’s turning that visibility to Apple’s advantage.

So why is he turning up the heat on privacy, on security, against those trackers and hucksters? He doesn’t make a connection with the rampant virus that’s upended so many rules, so many norms, so many ways of doing business. But he does reveal, midway through our interview, that taking over from Steve Jobs wasn’t the most difficult moment of his career. The most difficult moment was the year that’s just been.

“A huge challenge is losing total control. And so all of a sudden you know that you’re no longer in control over your destiny, that this pandemic had a strange way of shaking us all and reminding us that we are not the ones deciding.”

16 Aug, 2021
Are your employees suffering from boreout?
SOURCE:
HRM Online
HRM Online

Research shows that burnout’s lesser-known cousin ‘boreout’ can cause considerable harm to individuals and organisations.

Your eyes glaze over as you will yourself to keep reading through a dense, uninspiring report. You notice your mind wandering in a company presentation as the CEO drones on. You stare blankly at the page or screen in front of you, counting down the minutes until the day is finally over. 

We’ve all likely been bored at work at some point in time. Research from recruitment firm Robert Half shows that managers think around 87 per cent of their people spend around six hours each week feeling bored. 

Other data suggests this is a global issue. In 2016, 43 per cent of workers in the US were bored and this made them two times more likely to want to quit their jobs.

Of course, being bored at work is sometimes a necessary evil. The Robert Half report noted excessive meetings and the nature of certain tasks as being two of the major predictors of boredom at work. While you can work to reduce the amount of meetings, we still have to do ‘boring’ tasks from time to time.

It becomes a much bigger problem, however, when boredom strays into chronic territory – some experts call this ‘boreout’.

What is boreout?

When consultants Rothlin and Werder published their book on ‘boreout’ in 2007, the study of boredom in the workplace was in its infancy. 

But the term ‘boreout’ – which the duo defined as profound boredom rooted in a sense of meaninglessness – resonated with several academics. 

One such researcher, assistant professor Lotta Harju from the EM Lyon Business School in France, has devoted much of the past decade to studying boreout.

“Boreout is fundamentally unpleasant,” she says. “And it’s not the same as being relaxed at work, which is a positive experience.”

In fact, finding work meaningless, and being chronically bored as a result, can impact employees’ health in many of the same ways that the better-known burnout does.

For example, a 2021 study of government workers in Turkey found that those who were chronically bored at work also suffered from high rates of anxiety and stress. 

In the past 18 months, remote work has reportedly amplified feelings of meaninglessness for many workers, contributing to what is being called the ‘Big Quit’ or ‘The Great Resignation’.

According to Harju, boreout can weigh down an organisation, affecting productivity and overall performance just as significantly as burnout does.

“This is not a problem for employees alone to worry about,” she says. It’s a conversation that HR professionals need to put on the executive’s agenda.

We’ve made strides in addressing mental health and wellbeing at work since the onset of the pandemic, so it’s important employers continue to elevate their strategies, which includes addressing chronic boredom.

The impacts of being bored at work

Harju’s concerns about the impacts of boreout aren’t just based on a sense she has, they’re rooted in comprehensive research.

One of the largest boredom studies to date, a 2014 survey of more than 11,000 Finish workers that Harju spearheaded, found that job boredom increased stress levels and decreased participant’s self-reported indicators of good health.

It also increased employees’ turnover and early-retirement intentions. Korn Ferry data supports this finding, with its 2018 ‘Breaking Boredom’ report highlighting boredom as the top reason people looked for a new job, according to a survey of nearly 5000 employees.

“No matter if the work is busy or challenging, if it feels like it’s for nothing, people will bore out doing it.” – Lotta Harju, assistant professor, EM Lyon Business School.

Separate research suggests it leaves employees feeling disillusioned, distracted and “overworked [yet] under-employed”.

And, in 2016, Harju and her colleagues conducted a study that showed workers with boreout were less likely to go looking for new challenges at work, meaning company-wide innovation suffers.

“You can suffer from boreout and still be able to do your job to the [expected] standard,” she says. “It’s just that you’re probably not giving anymore than that. For organisations, that’s a real issue.”

Now is the time for organisations to take a good look at boreout, says Harju, as employees’ attitudes about work are shifting quite dramatically and this will only become more profound in the coming years as millennials and Gen Z employees make up the most significant portion of the workforce.

“Many workers today have the expectation that they should be fulfilled at work, in a way that previous generations maybe didn’t,” she says.

There are also substantial bottom line impacts when a large majority of your workers are bored out. Forbes magazine has suggested that boredom at work in the US costs up to $450 and $550 billion each year when you factor in turnover costs and opportunity loss.

16 Aug, 2021
8 Ways Managers Can Support Employees’ Mental Health
Harvard Business Review

Uncertainty breeds anxiety, and we are living in uncertain times. Between rising numbers of Covid-19 cases, questions about whether or not to reopen economies and businesses, the ongoing protests in the wake of George Floyd’s murder, and the economic fallout of the pandemic, we don’t know what will come next. And that’s taking a toll on our mental health, including at work.

We saw an impact early in the pandemic. At the end of March and in early April, our nonprofit organization, Mind Share Partners, conducted a study of global employees in partnership with Qualtrics and SAP. We found that the mental health of almost 42% of respondents had declined since the outbreak began. Given all that’s happened between then and now, we can only imagine that the figure has increased. Much has been said about this short-term mental health impact, and the long-term effects are likely to be even more far-reaching.

Prior to the pandemic, many companies had increased their focus on workplace mental health (often in response to pressure from employees). Those efforts are even more imperative today.

As we navigate various transitions over the coming months and years, leaders are likely to see employees struggle with anxiety, depression, burnout, trauma, and PTSD. Those mental health experiences will differ according to race, economic opportunity, citizenship status, job type, parenting and caregiving responsibilities, and many other variables. So, what can managers and leaders do to support people as they face new stressors, safety concerns, and economic upheaval? Here’s our advice.

What Can Managers Do?

Even in the most uncertain of times, the role of a manager remains the same: to support your team members. That includes supporting their mental health. The good news is that many of the tools you need to do so are the same ones that make you an effective manager.

Be vulnerable. One silver lining of the pandemic is that it is normalizing mental health challenges. Almost everyone has experienced some level of discomfort. But the universality of the experience will translate into a decrease in stigma only if people, especially people in power, share their experiences. Being honest about your mental health struggles as a leader opens the door for employees to feel comfortable talking with you about mental health challenges of their own.

Prior to the pandemic, the biotech firm Roche Genentech produced videos in which senior leaders talked about their mental health. They were shared on the company intranet as part of a campaign called #Let’sTalk. The company then empowered “mental health champions” — a network of employees trained to help build awareness for mental health — to make videos about their experiences, which were used as part of the company’s various mental health awareness campaigns. (See the editor’s note below regarding our relationships with this company and others mentioned in this article.)

Those of us working from home have had no choice but to be transparent about our lives, whether our kids have crashed our video meetings or our coworkers have gotten glimpses of our homes. When managers describe their challenges, whether mental-health-related or not, it makes them appear human, relatable, and brave. Research has shown that authentic leadership can cultivate trust and improve employee engagement and performance.

Model healthy behaviors. Don’t just say you support mental health. Model it so that your team members feel they can prioritize self-care and set boundaries. More often than not, managers are so focused on their team’s well-being and on getting the work done that they forget to take care of themselves. Share that you’re taking a walk in the middle of the day, having a therapy appointment, or prioritizing a staycation (and actually turning off email) so that you don’t burn out.

Build a culture of connection through check-ins. Intentionally checking in with each of your direct reports on a regular basis is more critical than ever. That was important but often underutilized in pre-pandemic days. Now, with so many people working from home, it can be even harder to notice the signs that someone is struggling. In our study with Qualtrics and SAP, nearly 40% of global employees said that no one at their company had asked them if they were doing OK — and those respondents were 38% more likely than others to say that their mental health had declined since the outbreak.

Go beyond a simple “How are you?” and ask specific questions about what supports would be helpful. Wait for the full answer. Really listen, and encourage questions and concerns. Of course, be careful not to be overbearing; that could signal a lack of trust or a desire to micromanage.

When someone shares that they’re struggling, you won’t always know what to say or do. What’s most important is to make space to hear how your team members are truly doing and to be compassionate. They may not want to share much detail, which is completely fine. Knowing that they can is what matters.

Offer flexibility and be inclusive. Expect that the situation, your team’s needs, and your own needs will continue to change. Check in regularly — particularly at transition points. You can help problem-solve any issues that come up only if you know what’s happening. Those conversations will also give you an opportunity to reiterate norms and practices that support mental health. Inclusive flexibility is about proactive communication and norm-setting that helps people design and preserve the boundaries they need.

Don’t make assumptions about what your direct reports need; they will most likely need different things at different times. Take a customized approach to addressing stressors, such as challenges with childcare or feeling the need to work all the time. Proactively offer flexibility. Be as generous and realistic as possible. Basecamp CEO Jason Fried recently announced that employees with any type of caretaking responsibilities could set their own schedules, even if that meant working fewer hours. Being accommodating doesn’t necessarily mean lowering your standards. Flexibility can help your team thrive amid the continued uncertainty.

Normalize and model this new flexibility by highlighting how you’ve changed your own behavior. Stacey Sprenkel, a partner at the law firm Morrison & Foerster, proactively told her teams that she was working odd hours because of her childcare responsibilities and invited them to share what they needed to work best during the pandemic.

Ask team members to be patient and understanding with one another as they adapt. Trust them and assume the best. They are relying on you and will remember how you treated them during this unprecedented time.

Communicate more than you think you need to. Our study with Qualtrics and SAP showed that employees who felt their managers were not good at communicating have been 23% more likely than others to experience mental health declines since the outbreak. Make sure you keep your team informed about any organizational changes or updates. Clarify any modified work hours and norms. Remove stress where possible by setting expectations about workloads, prioritizing what must get done, and acknowledging what can slide if necessary.

Make your team aware of available mental health resources and encourage them to use them. Almost 46% of all workers in our study said that their company had not proactively shared those. If you’ve shared them once, share them again. And be aware that shame and stigma prevent many employees from using their mental health benefits to seek treatment, so normalize the use of those services.

Although managers will be on the front lines of addressing mental health issues, it’s on the most-senior leaders in your company to take action as well.

What Else Can Organizational Leaders Do?

In our 2019 Mental Health at Work Report, issued in partnership with SAP and Qualtrics, the most commonly desired workplace mental health resources were a more open and accepting culture, clearer information about where to go or whom to ask for support, and training.

Mental health symptoms are just as common in the C-Suite as among individual contributors. Sharing your own mental health challenges and modeling healthy behavior are two of the most important steps you can take. Here are a few additional things that leaders can do to normalize and support mental health at work.

Invest in training. Now more than ever, you should prioritize proactive and preventive workplace mental health training for leaders, managers, and individual contributors. Before the pandemic, companies including Morrison & Foerster and Verizon Media were convening senior leaders to discuss their role in creating a mentally healthy culture. That positioned them well to navigate the uncertainty that has unfolded. As more and more employees struggle with mental health, it’s important to debunk common myths, reduce stigma, and build the necessary skills to have productive conversations about mental health at work. If you don’t have the budget to invest in training, mental health employee resource groups are a low-cost way to increase awareness, build community, and offer peer support.

Modify policies and practices. To reduce stress on everyone, be as generous and flexible as possible in updating policies and practices in reaction to the pandemic and civil unrest. For example, you may need to take a closer look at your rules and norms around flexible hours, paid time off, email and other communications, and paid and unpaid leave. Try to reframe performance reviews as opportunities for compassionate feedback and learning instead of evaluations against strict targets. In mid-March, Katherine Maher, the CEO of Wikimedia Foundation, sent an email to her organization outlining changes to mitigate stress, including: “If you need to dial back [work hours], that’s okay.” She also committed to paying contractors and hourly staff on the basis of their typical hours, regardless of their ability to work. When you make changes, be explicit that you are doing so to support the mental health of your employees, if that is the goal.

Measure. Ensuring accountability doesn’t have to be complicated; it can be handled in a simple pulse survey done regularly to understand how people are doing now and over time. BlackRock, the global investment management firm, is one of many organizations that have conducted pulse surveys during the pandemic to understand the primary stressors and needs of staff. This direct employee input has helped shape new programs, including remote management skill-building for managers, enhanced health and well-being support for employees, and increased work flexibility and time off.

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