Payroll is a critical business function and now is the time for HR and Payroll managers to get ready for Single Touch Payroll (STP). STP compliance will be mandated from 1 July 2018 for “substantial businesses” (those with 20 or more employees as their headcount stands as at 1 April 2018).
The issue of unpaid invoices is one that’s familiar to every business owner. While most businesses have a few late payers to deal with, having too much of your cash flow held up can have a lasting impact on the overall health of your business for years to come.
Small businesses often have little to no reserve. For them, cash flow is an ongoing concern that needs to be managed directly. If you consider that cash flow is the lifeblood of any business, it is easy to see why it is not something you want left to chance.
Entrepreneurs have to be everything to everyone, we wear multiple hats every day and throughout the journey. As a lifelong entrepreneur, I have identified five key ingredients to launching a successful startup and staying the course.
Cashflow, balance sheets, suppliers, pricing, budgets, accountants, cloud accounting, GST, as well as debits and credits; they are a complex string of systems and it’s important to cut a clear path through the jungle.
For businesses seeking to successfully navigate 2018 and embrace digital, strengthening your HR credentials could transform both your workplace and business performance. It’s time to take your HR into the twenty-first century.
Payroll is about to go through a significant legislative change on 1 July 2018, with the introduction of Single Touch Payroll (STP). This will apply to businesses with 20 or more employees first, whilst being optional for those that have 19 or less employees until 1 July 2019.
Growing up as a business is a bit like growing up as a person. While it’s fun to play and have a giggle, there comes a point where you have to mature to become the adult you want to be.
Bootstrapping any business is crazy ride - you’re cash-strapped, resource-constrained and constantly time poor. It requires creativity, innovation and occasional serendipity to walk a tightrope without the safety net of funding.
The best aspects of small business are often the first casualties during periods of growth. A strong customer focus, nimbleness, an ‘all-hands-on-deck’ approach and a culture of innovation are easily lost when you hire more people.
Whether you decide to embark on your own PR implementation and campaigns or whether you decide to hire a PR consultant or agency depending on your budget.
Innovation and creativity are essential elements of any successful business, and a well thought out working space plays an important role in facilitating these. However, there is more to creating an innovative work space than bright colours and open spaces.
Each of my varied roles – at Ford, Virigin, Optus, AMP and OFX - has taught me valuable lessons which I draw upon each day to both mine and my team’s benefit.
When Esha Oberoi launched Afea care services at 24, I had no idea of the depth of work ahead of me, or just how rewarding this industry could actually be. She had struggled with depression in my early twenties
It might come as a surprise, but 65% of start-ups fail due to co-founder conflict. That’s actually higher than the divorce rate in Australia. A business partnership can present a variety of difficulties however, it can also deliver great benefits.
The easiest way to promote your brand is to turn employees into brand ambassadors. You just need some planning and employee training to boost the brand awareness quickly and successfully.
One of the main conclusions I’ve reached from my research is that truly successful CEOs and business leaders approach their work as an infinite journey. These leaders understand success is infinite and unlimited.
The mark of a visionary leader is someone who’s not swayed off track when thumbs up go swiftly south. Trying to remain popular can all too often stand in the way of being effective. If you want to leave a legacy, you have to be willing to take the heat.
Giving millennials everything they need is truly a challenging task. However, you get what you give. In case you’re an employer who’s looking to better stimulate his millennial employees, consider our tips with much care.
Most interestingly, the report found top reasons for voluntary resignation were factors all within organisations’ control and could be prevented. 79% of staff left to seek new challenges, 58% resigned due to limited career advancement, and 46% left over insufficient financial reward