Written by With just days remaining until the October 31st tax return deadline, a significant number of self-employed Australians are facing a last-minute rush to file their tax returns. A recent study by Hnry reveals that nearly half of self-employed individuals have yet to file, and a concerning 14% haven’t even started the process. Time constraints, stress, and perceived minimal rebates are the primary factors hindering timely tax filing. As the deadline looms, many are scrambling to complete their returns, risking potential penalties and financial burdens. Hnry’s data revealed that nearly half (45%) of self-employed Australians have not yet filed their tax returns, and 14% haven’t even started preparing, despite the October 31st tax return deadline being just days away. It shows the main factors holding them back from filing being time constraints (43%), stress (26%) and believing rebates will be minimal (17%), with the average Aussie sole trader spending over $1,000 and 15 hours preparing their tax return. Dr Christine Brown, Psychologist, 55 Melbourne VIC shared her experience: “Tax and financial admin is so complicated and time consuming, it takes a lot just to understand the basics. When I became a sole trader, managing my financial admin was not something I thought much about and I was surprised at how much I had to do. When you’re short on time you tend to focus on what you’re good at, and the tricky admin tasks end up in the “too hard” basket. Of course, this is to your own detriment because if you put your financial admin tasks off for too long, you can end up with late fees or a huge tax bill. Please don’t ask me how I know this!” The post Self-Employed Tax Crunch: Why Half Miss the Deadline appeared first on Small Business Connections.
A disturbing trend persists in Australian workplaces, with a staggering $473 million in underpayments affecting nearly 160,000 workers in the 2023-24 financial year. The Fair Work Ombudsman’s annual report has shed light on this alarming issue, revealing that big businesses are disproportionately responsible for these significant underpayments. While the FWO is working tirelessly to recover stolen wages, the question remains: Why are these systemic failures occurring within large corporations? Is it a deliberate act of exploitation or a byproduct of complex industrial relations laws? In contrast to the underpayment crisis in larger businesses, small business owners are increasingly turning to the FWO for guidance. The Employer Advisory Service (EAS) has seen a 15% surge in requests for advice, highlighting the challenges faced by smaller enterprises in navigating Australia’s intricate workplace regulations. As the FWO continues its efforts to combat underpayments and provide support to both employers and employees, it’s imperative that big businesses prioritize fair work practices and ensure compliance with labor laws. By addressing these systemic issues, we can work towards a future where all workers receive the wages they rightfully deserve. The post Big Business Blunders: The Ongoing Saga of Worker Underpayments appeared first on Small Business Connections.
10% of workers hired in 2024 have job titles that didn’t exist in 2000, according to new data from LinkedIn, the world’s largest professional network. This includes roles such as social media manager, data scientist, AI engineer and sustainability manager. LinkedIn’s inaugural Work Change Snapshot reveals just how different modern workplaces look today compared to just a few years ago, and the speed of transformation is only set to increase. In a study of more than 5,000 global business leaders, LinkedIn finds that 7 in 10 in Australia agree that the pace of change at work is speeding up. LinkedIn data also shows that the skills needed for jobs in Australia are projected to change by 66% by 2030 compared to 2016, as rapid developments in AI accelerate workplace change. Without the influence of AI, the skill shift would be 50% in Australia. Australian business leaders recognise the transformative potential of generative AI, with 8 in 10 reporting at least one way the technology could benefit their teams. Despite this, just 1 in 10 business leaders say that their organisations are leading in AI adoption, signalling a significant opportunity for companies ready to take action. Adam Gregory, Senior Director, ANZ, LinkedIn Talent and Learning Solutions, said: “Businesses are having to manage seismic shifts in the way work is done, and professionals are stepping into roles that didn’t exist a decade ago, highlighting the need for continuous learning and the development of skills. “While artificial intelligence holds huge potential to improve day-to-day work, the majority of businesses are still figuring out how to best bring that potential to life. It’s no surprise that leaders are leaning on their HR teams to help navigate these changes and make the most of the opportunities they present – but these professionals are often overstretched and overwhelmed with work. To provide the insights and support their organisations need, they must be equipped with the right tools and resources.” The post 10% of Workers Hired this Year have Job Titles that Didn’t Exist in 2000 appeared first on Small Business Connections.
As workplace dynamics shift, so too does the approach to employee recognition and promotions. Recent polls by people2people Recruitment highlight the growing concern of “dry promotions”—promotions that come with added responsibilities but no corresponding salary increase. With significant percentages of employees and their colleagues experiencing this, employers may be unknowingly exposing themselves to high risks. Key findings from the survey reveal: 23% of respondents reported seeing a colleague promoted without a salary increase in the last 12 months 16% of respondents disclosed that they had personally experienced such a promotion These figures highlight a notable trend of “dry promotions” occurring in workplaces, where individuals take on greater responsibilities without receiving corresponding financial compensation. There’s no doubt that money is important, especially during a cost of living crisis. However, as people2people recruitment Managing Director Erin Devlin highlights, providing additional flexibility or benefits in place of a significant salary increase can greatly help reduce employee dissatisfaction. “Career progression, training, and development are crucial to employees, yet many employers have been slow to acknowledge this,” Devlin explains. While employers may argue that budget constraints (13%) or the promise of future pay rises (27%) justify promotions without immediate financial reward, employees have a different perspective. 40% of those surveyed felt skill development was the primary rationale for accepting a promotion without a pay increase, while 21% saw it as recognition of new duties. Among the respondents, the main negative outcomes were: Resentment (31%) Demotivation (29%) Higher turnover risk (25%) Reduced productivity (15%) Erin Devlin’s key takeaways for employers include: 1. Offer non-monetary benefits: If a salary increase isn’t possible, consider offering additional benefits such as increased flexibility, more vacation time, or professional development opportunities. These can help ease employee dissatisfaction and demonstrate a commitment to their well-being. 2. Set clear pathways for future compensation: Communicate a transparent timeline for when a salary adjustment might occur, tied to specific performance metrics or budget improvements. This helps manage expectations and reassures employees that their efforts will eventually be rewarded. 3. Enhance recognition and support: Acknowledge the extra responsibilities with visible recognition, such as formal title changes or leadership opportunities. Providing mentorship, training, and development resources can make employees feel valued and supported, even in the absence of immediate financial rewards. The post Are ‘Dry Promotions’ the New Normal? How to Avoid Demotivating Your Workforce appeared first on Small Business Connections.
Golf Gods, the Australian brand started by two mates that has revolutionised golf fashion, is celebrating a significant milestone—10 years of groundbreaking growth and daring designs that have captivated both a new generation of golfers and seasoned players. Founded by Adelaide tradies Dale Smedley and Shaun Trevillian, Golf Gods was born from a desire to create golf apparel that embraces fun and breaks away from the sport’s serious, conservative norms. “What began as a side hustle with a $2,000 investment packing orders in a shed, has, within ten years, evolved into a leading name in the golf industry, recognised worldwide for its high-quality, unconventional apparel that has been embraced by golfers from 146 countries across the world. Looking back to those early days when we started out of my garage, we never could have imagined how much the brand would take off, but it’s testament to the growing cohort of golfers who are moving away from stiff and almost corporate wear on the golf course,” says Dale Smedley, Co-founder of Golf Gods. Key facts: Golf Gods is marking 10 Years of bold innovation in Golf Apparel, which has seen the duo turning a $2,000 investment into $27 Million This signifies a mammoth growth of 13,499x since conception, with the brand now averaging half a million in sales each month With a huge social media presence, the duo has captured a wave of Gen Z fans across the world, with a 30% increase in sales of youth-oriented apparel lines in the last two years. Starting in a shed packing orders, Golf Gods now has hundreds of thousands of loyal customers across 146 countries and a network of global distributors in North America, Europe, and Asia. One of Golf Gods’ most significant achievements has been its ability to resonate with the younger generation, particularly Gen Z. By blending contemporary fashion and popular culture trends with traditional golf apparel, Golf Gods has made the sport more appealing to younger golfers who value individuality both on and off the course. In just two years, Golf Gods has seen a 30% increase in sales of youth-oriented apparel lines —a number that continues to grow thanks to the brand’s consistent, trend-focused product releases and strong social media presence. “Our journey began with a simple idea, to shake up the golf world and bring something different to the table,” says Shaun Trevillian, Co-founder of Golf Gods. “For the past decade, Golf Gods has been fearless in pushing the boundaries of golf fashion. We’re proud to celebrate 10 years of making bold, stylish choices that other brands shy away from. One of our biggest achievements has been capturing that younger wave of golfers who are the next generation of golfers, however, we’re also proud to be loved by an older cohort of golfers who don’t take themselves too seriously and aren’t too shy to have a bit of fun”, continued Trevillian. The brand’s unconventional approach and provocative products, like the Shocker Glove, Miami Vice Summer Nights Polo and Happy Gilmore collection, have become best-selling favourites among golfers who don’t take themselves too seriously – making the pair millions in sales alone. Their success has also seen collaborations with iconic Australian brands, including West End and Hahn. The team have also successfully worked with the likes of LIV Golf, PGA Tour of Australasia winner Lachy Barker and world-ranking golfers, including No. 1 ranked World Long Driver Colton Castro and American World Long Drive athlete Bobby Ray to create a dynamic four-piece Bobby Ray golf polo collection. As Golf Gods looks to the future, the company is set on expanding its global footprint. Recent showroom openings in Thailand and the U.S. mark the beginning of a new chapter in the brand’s evolution. Golf Gods is committed to continuing its growth, with plans to explore new markets and push the boundaries of golf apparel further than ever before. With hundreds of thousands loyal customers across 146 countries and a network of global distributors, Golf Gods has established a significant presence in key regions, including North America, Europe, and Asia. The brand’s international expansion is supported by the opening of a new warehouse in Denver, and a new showroom in Bangkok. “We are just getting started. With our sights set on further growth in the U.S. and Asia, we’re committed to pushing the limits of what’s possible in golf fashion. Our commitment to innovation and creativity remains at the heart of everything we do, and we’re excited to continue redefining what it means to be a golfer in the modern world and can’t wait to see what the next ten years brings us”, continued Smedley. The post From $2k to $27M: How two Aussie Tradies Turned a Joke into a Global Business appeared first on Small Business Connections.
A staggering $473 million in underpayments has been exposed, leaving thousands of workers short-changed. This revelation raises serious questions about the intent of employers: is this a calculated scheme to exploit workers or a result of widespread confusion surrounding complex award systems? As investigations unfold, the true extent of the problem and the motives behind it will be laid bare. According to Fred van der Tang, CEO of payroll compliance technology company, PaidRight: “Small businesses in Australia often struggle with accidentally underpaying their workers due to the complexity of the country’s awards system. The system sets out minimum pay rates and conditions based on industries and job roles, but the detailed, varied, and constantly changing nature of awards can make compliance difficult. Small business owners, especially those without dedicated HR or payroll staff, may find it challenging to keep track of the specific provisions for different employees, such as base wages, penalties, overtime, and allowances. “Moreover, the system’s complexity is compounded by the fact that a single business might have employees covered by multiple awards, each with different entitlements. Misinterpreting or overlooking conditions like shift loadings, weekend rates, or specific entitlements for casual workers can lead to underpayment. The lack of clear, accessible resources tailored to small businesses also adds to the challenge. “Consequences of non-compliance, even if accidental, can be severe, including financial penalties, reputational damage, and legal action. Small businesses, which may already operate on tight margins, are particularly vulnerable. Navigating award compliance requires time, attention, and often external expertise, which many small businesses find hard to afford or access, leading to unintentional errors in worker payments.” The post $473 Million in Underpayments: Are Employers Neglectful or Confused? appeared first on Small Business Connections.
Kaseya, the leading global provider of AI-powered cybersecurity and IT management software, released today the results of its 2024 Kaseya Security Survey. IT professionals reported user behaviour as their biggest cybersecurity challenge. Another important finding relates to the widespread adoption of artificial intelligence by both threat actors and defenders. The survey found that feelings are mixed as IT professionals learn to navigate this new industry game-changer. The results of the survey are featured in the Cybersecurity Survey Report 2024: Navigating the New Frontier of Cyber Challenges. “Cybersecurity attacks are widespread and more sophisticated, and as a result, are shaping business and IT strategies,” said Daniel Garcia, VP & GM at Kaseya APAC. “IT professionals are navigating this new frontier as they try to find a balance between cybersecurity needs against hybrid workforces, dependency on cloud-based applications and services, and the role of artificial intelligence in cyberattacks.” People are the Problem An alarming 89% of respondents cited a lack of training or bad user behaviour as their main cybersecurity problem. User-related security issues cause the most distress for IT professionals with poor user practices and gullibility (45%) and lack of end-user cybersecurity training (44%) as the root causes for cybersecurity problems. When asked which cybersecurity issues have impacted their business, phishing ranked first at 58%, followed by computer viruses or malware at 44% and business email compromise at 34%. AI – All Hype? Cybercriminals are leveraging advances in AI technology to launch more sophisticated cyberattacks at a faster pace than ever before. However, its role in cybersecurity is highly debated with critics questioning its current limitations and ever-evolving cybercriminal tactics. More than half of survey participants say they believe AI will help them be more secure. But one-third of the IT professionals surveyed said they’re unsure about the impact AI may have on their company’s security. More research and clarity around the benefits and limitations of AI as a cybersecurity tool is needed. Ransomware Payouts Decline The survey found that fewer companies are paying ransomware demands – with only 11% claiming to have done so. The reason? Increased investment in backup and recovery technologies have likely minimised the impact of attacks showing the importance of these tools as part of robust backup and disaster recovery strategies. A growing awareness that paying the ransom is poor practice may be another reason. Tools to Fight Cybercrime According to the survey, the most widely adopted cybersecurity frameworks are NIST (40%) and Zero Trust (36%). There is a trend in rising security maturity in response to increasingly sophisticated threats. Respondents have rigorously implemented an array of security solutions with antivirus software (87%), email/spam protection (79%), and file backup (70%) topping the list. Three out of five respondents have an incident response (IR) plan in place – but follow-through is needed. Only 37% of those surveyed reported that they confirm the efficacy of their plan with periodic drills, down from 46% last year. Another weapon in the fight against cybercrime is pentesting. More than two-thirds of respondents test at least twice per year, and more than one-third test at least three times each year. The major challenges around pentest adoption are cost and lack of budget (58%), resource limitations (18%) and IT staffing issues (12%). As cyberattacks have risen, so has the adoption of cyber insurance with coverage now at 61% compared to 27% in 2023, with more organisations planning to invest in cyber insurance in the next 12 months. Investments in Cybersecurity IT budgets are stable. Over 80% of respondents said that they believe their IT security budget will remain the same, or even grow, in the next year. Aside from cyber insurance, IT professionals anticipate investing in cybersecurity, specifically cloud security (33%), automated pentesting (27%), network security (26%), security awareness training (26%) and vulnerability assessment (26%). Endpoint detection and response (EDR) and managed SOC/MDR also were on the list. The IT professionals surveyed had headquarters in North America (87%), UK & EU (9%) and APAC/NZ (3%). Most of their company’s annual revenue ranged from $1M to $10M, and had 101-to 500 employees. The post Survey Finds Human Error is Cybersecurity’s Weakest Link appeared first on Small Business Connections.
In the dynamic landscape of professional services, technical skills are often the first thing that comes to mind. However, it’s the softer skills—the interpersonal abilities and emotional intelligence—that can truly set individuals and organisations apart. These skills are becoming increasingly sought-after by employers, particularly in 2024 and beyond. Key Soft Skills in Demand Adaptability and Resilience: Spotting it: Candidates who can quickly adjust to change, learn new skills, and bounce back from setbacks. Fostering it: Encourage a culture of continuous learning, embrace change as an opportunity, and provide support during challenging times. Effective Communication: Spotting it: Candidates who can articulate ideas clearly, actively listen, and build rapport with diverse audiences. Fostering it: Offer communication training, encourage open dialogue, and provide feedback on communication styles. Critical Thinking and Problem-Solving: Spotting it: Candidates who can analyse complex problems, identify root causes, and develop innovative solutions. Fostering it: Encourage a culture of inquiry, challenge assumptions, and provide opportunities for problem-solving. Emotional Intelligence: Spotting it: Candidates who can understand and manage their own emotions, as well as empathise with others. Fostering it: Encourage self-awareness, provide emotional intelligence training, and promote a positive work culture. Collaboration and Teamwork: Spotting it: Candidates who can work effectively with others, build strong relationships, and contribute to team goals. Fostering it: Create opportunities for cross-functional collaboration, encourage teamwork, and recognise and reward collaborative efforts. Why Soft Skills Matter Soft skills are essential for several reasons: Client Relationships: Strong interpersonal skills can help build trust, rapport, and long-lasting client relationships. Team Morale: Positive and empathetic leaders can foster a supportive and motivated team. Innovation: Creative problem-solving and adaptability are crucial for staying ahead of the curve. Risk Management: Emotional intelligence can help identify and mitigate potential risks. The Overlooked Soft Skill: Digital Literacy While often associated with technical skills, digital literacy is increasingly important in a technology-driven world. It involves the ability to use digital tools effectively, critically evaluate information, and adapt to emerging technologies. To foster digital literacy, consider: Digital Training: Provide training on relevant software and digital tools. Encouraging Digital Experimentation: Create a safe space for employees to explore new technologies. Promoting Digital Wellness: Address issues like digital fatigue and information overload. By recognising and cultivating these soft skills, professional services firms can build stronger teams, improve client relationships, and drive innovation. The post Are Soft Skills Overlooked in 2024? The Hidden Gems in Professional Services appeared first on Small Business Connections.
Burnout, a state of emotional, physical, and mental exhaustion, is a growing concern in workplaces of all sizes. For small businesses, where lean teams often shoulder heavy workloads, recognising and addressing burnout is crucial. Not only does it impact individual productivity, but it can also negatively affect team morale and overall business performance. Recognising the Signs While burnout can manifest differently in each individual, there are common signs to watch for: Decreased Productivity: A once-reliable employee may start missing deadlines, making more errors, or struggling to concentrate. Changes in Behaviour: Irritability, cynicism, or a general lack of enthusiasm can be indicative of burnout. Physical Symptoms: Headaches, fatigue, and difficulty sleeping are common physical manifestations of stress and burnout. Withdrawal: Employees may start avoiding social interactions, both at work and outside of it. How to Prevent Burnout Encourage Work-Life Balance: Flexible Work Arrangements: Consider offering flexible hours or remote work options to help employees manage their time effectively. Time Off: Ensure employees take their allotted vacation time and encourage them to use it. Digital Detox: Encourage employees to disconnect from work during off-hours. Effective Communication: Open-Door Policy: Create a culture where employees feel comfortable discussing their workload and stress levels. Regular Check-ins: Schedule one-on-one meetings to monitor employee well-being and address any concerns. Active Listening: Pay attention to what your employees are saying, both verbally and non-verbally. Manage Workload: Prioritise Tasks: Help employees identify and prioritise tasks to avoid feeling overwhelmed. Set Realistic Deadlines: Avoid setting unrealistic deadlines that can lead to stress and anxiety. Delegate Tasks: Distribute workload evenly among team members to prevent burnout. Foster a Positive Work Environment: Positive Reinforcement: Acknowledge and reward employees’ hard work and achievements. Team-Building Activities: Organise team-building events to boost morale and improve relationships. Conflict Resolution: Address workplace conflicts promptly and fairly. Promote Self-Care: Encourage Mindfulness: Teach employees mindfulness techniques to reduce stress and improve focus. Healthy Lifestyle: Encourage healthy habits like regular exercise, a balanced diet, and sufficient sleep. Professional Development: Offer opportunities for professional growth to keep employees engaged and motivated. By taking proactive steps to prevent and address burnout, small business owners can create a happier, healthier, and more productive workplace. Remember, investing in your employees’ well-being is an investment in your business’s future. The post Spotting Burnout Before it Spreads: A Guide for Business Owners appeared first on Small Business Connections.
The Australian Computer Society (ACS) has today released the tenth edition of the ACS Digital Pulse report, presenting crucial insights into the evolving technology landscape and its workforce in Australia. Launched by Deputy Prime Minister, the Hon. Richard Marles MHR, at ACS’ Sydney Hub today. This year’s report marks a decade of tracking key trends and challenges, providing a comprehensive forecast of the sector’s future and underscores urgent action points for addressing the nation’s tech skills shortage. This year’s Digital Pulse reveals Australia’s technology workforce passed the one million mark in 2024, growing by 60% since 2014. However, this growth is set against the backdrop of increasing demand, with the report forecasting 1.3 million tech workers will be needed by 2030 to meet industry needs. Minister Marles said on launching the report: “like many other sectors right now, IT and tech is needing an uplift in the workforce to support the demands required of it.” Key findings also emphasise Australia’s lagging pace in artificial intelligence (AI) adoption, the persistent cybersecurity skills gap, and the critical need to improve diversity and inclusion in the workforce. The Digital Pulse 2024 report’s key finding includes: 1.3 million technology workers needed by 2030 to meet industry demand, but we are not on track to meet this need. There are 1.1 million workers who have similar skills and tasks to tech roles who could support tech workforce growth. 60% growth in Australia’s tech workforce over the past decade. The IT sector contributed $124 billion to the Australian economy in FY23 through its operations. The adoption of artificial intelligence in Australia is falling behind international competitors. Critical shortages in cybersecurity skills loom as demand is set to double by 2030. ACS Chief Executive Officer, Josh Griggs stressed the importance of acting on the report’s recommendations: “Australia has long faced a chronic tech skills shortage, but this report makes clear that in the face of a rapidly evolving cybersecurity landscape and strong adoption of AI into the workplace, we need to be ensuring the nation has the skills needed by industry and the community.” “Technology is touching every part of society, particularly businesses, and for Australia to be competitive globally, we need to ensure the nation has the skillsets required to make the most from these emerging platforms. “We should also keep in mind that technology jobs are well paid, and tech companies are among the fastest growing businesses on the planet. If we have the right skills, we can ensure more Australians are part of this dynamic sector. “However, despite a surge in domestic students choosing IT studies during the pandemic, enrolments have now dropped, with a 10% decline in 2022. While 70% of all parents would encourage their children to pursue a career in technology, only half of parents outside of technology roles or professional services would recommend tech as a career. “Boys remain over four times more likely than girls to show interest in tech careers. This shows the importance of not only encouraging more students into technology careers, but also encouraging career changers from other sectors and attracting skilled migrants to Australia. “In this year’s Digital Pulse, ACS has outlined twelve measures we believe could help Australia address its digital workforce needs. We’re looking forward to working with government, industry and the community on doing more to ensure Australia maintains its place as a great place to live and work.” The report sets out 12 key actions across four areas to drive the growth of the Australian technology workforce, including reskilling workers, increasing diversity, engaging the next generation of tech talent, and supporting the responsible use of AI. These recommendations include offering a ‘earn while you learn’ wage subsidy for those looking to reskill into technology careers during their career and parents information campaign to help parents understand opportunities in tech and what skills their children should learn to unlock that future. John O’Mahony, Deloitte Partner and author of the ACS Australia’s Digital Pulse noted the need to promote digital skills and tech careers to all, saying: “Over the past decade, Digital Pulse has shown that people reskilling or upskilling mid-career has been of our biggest source of tech talent. This year, Digital Pulse has identified 1.1 million workers with similar skills or experience to technology roles. One of our key challenges for the rest of the decade will be to encourage more people in this group to join the tech workforce.” ACS President Helen McHugh emphasised the importance of the report’s ten-year milestone for the tech community, saying: “The tenth edition of the Digital Pulse is a testament to how far we have come as a tech community, but it also serves as a wake-up call for the challenges we must address head-on. “This report is more than a reflection of past achievements – it’s a roadmap for the future. For Australia to remain competitive in the global digital economy, we need to ensure our workforce is equipped to handle the rapid advancements in AI and cybersecurity. “ACS remains committed to advocating for policies and initiatives that support a strong, diverse, and future-ready tech workforce.” The post Why Australia Needs to Boost AI, Tech and Cyber Skills Before it’s Too Late appeared first on Small Business Connections.