Back at work and thinking that you could be doing more? You might be a corporate refugee.
Refugees are always a hot topic, but not all of them come from countries. The term ‘corporate refugee’ has been around since
the 1980’s, but in the ever expanding and contracting markets of today, the term has grown to cover those corporate high flyers who make the jump to run their own business on their own accord.
When the term was originally coined, corporate refugees were mid to high level corporate managers who had found themselves out of a job through no fault of their own. They had gone from highly
secure positions, with pay cheques to match, to unemployment and a job market that no longer valued their contribution. Enter the 2010’s, where the high flyers weren’t always being pushed into
the unemployment pool, but many were jumping for the freedom and power that being a ‘corporate refugee’ could provide.
The very security that was key to long term employment in corporates is now the reason why there is a growing movement to
corporate refugees by election. Take Peter McCleary for example, the Managing Director of HR Coach Australasia. Peter had spent 20+ years in the c-suites of ASX listed or public sector
organisations, only to find he was often reporting to people who had different values and beliefs, that his influence could only be pushed so far and that the long hours were for the growth of
the share price or payment of dividends. With children still at private school, a mortgage still to pay, he had to find an opportunity that met his professional needs, while meeting his financial
requirements. Peter took the plunge like so many before him and so many after him. He left his secure corporate job and started his own consulting business where he set the hours, who
he worked with and what the direction the business would take. But after a year or two, the things that he had taken for granted in his corporate roles were beginning to become glaring gaps in
his own professional consultancy business. ‘Running your own business is rewarding, but it can become extremely lonely without colleagues to talk with and being in charge of product
development, business development and the client facing work meant that the free time I was craving with my family was often taken up with building new products to go to my market with’, say
Peter. There had to be a way where the freedom of running your own consulting business was not impacted by the constant demand to build client offerings – and having peers to talk with was an
added bonus. Franchises or Licence models offer many of these freedoms but also provide the backend support often needed. In Peter’s instance, he found the HR Coach licence model and never looked
If you feel like you might be ready to take the ‘corporate refugee’ plunge, ask yourself these questions:
If you answered yes to any of these questions than you might be a corporate refugee! If you are interested in running your own business, using your own skills and expertise combined with ongoing IP development and a truly collegiate feel, click below to review the HR Coach Business Feasibility Guide and start planning for the job you own on your terms.
This Quarter business confidence is up, with the score sitting at the equal highest level since March 2010! Good news for the Sales Value also which is on the increase, after a dip last quarter.
The top 3 issues have taken a shift this quarter with business owners focus on: lack of work/sales; finding and keeping staff; and cashflow/debtor management.
For Human Resources things are positive also with growth to the expected increase of the wages bill, and following on from last quarter a steady increase to 17% in businesses expecting to increase the size of their workforce!
Key indicators for this quarter are very positive - lets hope this feeling remains.
About the HR Quarterly Index Dashboard Report
The HR Quarterly Index Dashboard Report is a HR Coach Australasia initiative that reports on the business and human resource developments of the past quarter.
The report evaluates measurements of business confidence, policy changes, market volatility and people issues and identifies the perceived impact on business performance.
To read more and get your own copy of the Quarter 1 Australian HR Quarterly Index click HERE
Often in work, teams are thrown together based on experience and knowledge but little thought is actually placed on how the team will work together(or if they can work together!). Yes they have the ability to complete their individual tasks separately but how is the dynamic of the team impacting the results?
When emotional intelligence (EQ) first appeared to the masses in 1995, it served as the missing link between personality and IQ and helped explained how people with average IQs outperformed those with the highest IQs the majority of the time. Critically, those with high levels of EQ had the ability to overcome their IQ and personality shortfalls to become star performers and set themselves above the rest of the pack.
While personality and IQ can only marginally change over your lifetime (most research shows that these factors can only change by 1% over a lifetime), EQ can be developed over time.
The first 50 people to register their details below will receive a free hard copy of “Getting out of the Dog House’ – a 70 page parable which highlights how different personalities and team members can work together to get out of the dog house!
*Limited to 1 free book per person, free postage to Australian addresses only.
Since the 1980’s, employee satisfaction has been considered the driving metric in employee performance and, ultimately, business performance. The ROI has always thought to be that happy employees lead to a more productive workforce. However if this ‘productivity’ isn’t adding value to the bottom line, what does it matter?
Research from MITsloan in 2015 identified that employee satisfaction represents only 25% of what actually contributes to business performance – and the focus needs to be on engagement and alignment. Businesses that focus solely on satisfaction are missing 75% of the puzzle – and missing the bottom line value which comes from engaged and aligned activity.
HR Coach’s ongoing research in the Australian market since 2005, shows that there is a direct link between engaged employees aligned to the strategic goal of the business and business success. Businesses without strategic alignment are busy being busy, like gerbils on a wheel, and the only thing stopping them from exiting the market is the activity of their employees. They aren’t growing, they are just holding on. Focusing solely on satisfaction is the same as the finance team focusing solely on reducing expenses and not worrying about revenue and cashflow while still expecting the business to improve. Take a wholistic (engagement and alignment) approach to your business, and you will find that the wage payments you make every fortnight can actually drive exponential growth to your bottom line.
2014 research highlighted the difference between businesses with high levels of engagement and those with low levels of engagements. Highly engaged businesses had:
If you want to stay or become a high performing business, you need to measure the right things. Employee satisfaction counts, but it is not enough. Engagement and alignment are core.
To see how your business rates on engagement and alignment, visit www.starworkplace.com.au or fill in your details below and we will be in touch: