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Nearly one in three Australian workers plan to leave their current employer in 2026 (Perkbox/YouGov). In agencies and consultancies specifically, 18% are actively thinking about a move right now, and 10% expect to be gone within two years (Culture Amp, 2025). Most leaders are not surprised by those numbers. What tends to surprise them is where the data points next: excessive workload has overtaken pay as the primary driver of intent to leave, at 26% versus 18% (Perkbox/YouGov

Most founders who recognise a people operating system problem do one of two things: they try to fix everything at once, or they reach for the most visible symptom. That usually means a new project management tool, a team offsite, or a clearer job description. None of these are bad ideas. But starting there almost never works, because the sequence matters as much as the fix. Why the order matters A broken structure cannot be patched from the top. If you build a project managem

"If business performance is the goal, sustainable engagement is the lever." Featured in Telum Media's Perspectives series — sharing what really drives engagement in PR agencies. I was recently invited by Telum Media to share my perspective on what moves the needle on engagement in PR and communications agencies. The piece ran as part of their Perspectives series, and the response it got reminded me that this is still one of the most misunderstood challenges in the industry.

Digital distraction in the workplace is rarely about individual focus. More often, it’s a systems issue. This article helps business leaders spot digital friction early — before it erodes productivity, execution, and wellbeing.

January is when professional services firms lose their best people. But this seasonal exodus isn't inevitable. The secret? Start your retention strategy in Q4—before employees mentally check out. Stay interviews, career conversations, and strategic flexibility can reduce turnover by up to 40%. Don't wait until resignation letters land on your desk.

Burnout keeps appearing on leadership agendas as a wellbeing problem. Most responses treat it that way — EAP access, mental health days, reminders to take breaks. These are not inherently bad. But they rarely move the dial, because they address the person rather than the conditions. The most consistent driver of burnout in knowledge-work businesses is not insufficient resilience. It is excessive workload over time, combined with a lack of meaningful control over how that work

Informal listening works well in a small team. A founder who knows everyone, picks up on shifts in mood, and checks in regularly over coffee can stay reasonably connected to what is happening across their business. Around ten people, that starts to break down. Not because the founder stops caring, but because the signal-to-noise ratio changes. There are more conversations happening, more perspectives in play, and more ways for real concerns to get absorbed into the daily nois

Adapted from an article originally published in Inside Small Business, June 2025. Most small professional services firms do not have a formal onboarding process. They have a rough first day, a login to hand over, and a manager who tries to cover the essentials between client calls. That gets the person started — but it rarely sets them up. Only 29% of new employees say they feel fully prepared and supported after their onboarding experience (Gallup). That is a lot of people b

Most workplace happiness conversations get stuck at the surface level. Team lunches, benefits packages, Friday afternoon drinks. These things are not inherently bad. But they do not address the underlying conditions that determine whether someone finds their work genuinely engaging — or whether they are just tolerating it until something better comes along. The Happiness Honeycomb Map is a seven-factor framework for evaluating and improving employee experience in professional

Employee experience refers to the full journey an employee has with a business — from the moment they apply for a role through to the day they leave. It covers every interaction and touchpoint along the way: how recruitment feels, what onboarding is like, the quality of management, the culture they work within, the development available to them, and how they are recognised and rewarded. It is less about any single moment and more about the accumulation of those moments over t