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  • Navigating Your Changing Role as the Boss as Your Business and Your Team Grows.

    Navigating Your Changing Role as the Boss as Your Business and Your Team Grows.
    2026/04/28

    Hello and welcome to Episode 321 of The People Powered Business Podcast.

    Are you stuck doing everything in your business because it just feels quicker and easier than explaining it to someone else? Like you’re constantly putting out fires, jumping back into tasks, and wondering why your team isn’t stepping up? You’re not alone and this is exactly where so many business owners get stuck.

    I keep seeing this pattern with growing businesses. You start out because you’re great at what you do, but as your team grows, your role has to shift. The problem is, no one teaches you how to make that shift. It’s uncomfortable, it’s unfamiliar, and it can feel easier to just stay in the doing. But staying there holds your business back and, more importantly, it holds your team back too.

    In this episode, I unpack what it really takes to step out of the day-to-day and into leadership. I talk about why letting go feels so hard, how your expectations might be setting your team up to fail, and the subtle ways you might be undermining their confidence without even realising it. I also share a simple mindset shift that can completely change how you feel about delegation, plus the structures you need in place if you actually want your team to take ownership. One of the biggest insights? If you keep swooping in to “fix” things, you’re training your team to stop thinking for themselves.

    In this episode we cover:

    • Why your role must change as your business grows and what happens if it doesn’t
    • The real reason delegation feels frustrating and how to reset your expectations
    • How stepping back actually builds a stronger, more capable team
    • The impact of “swooping in” and how it quietly undermines trust and initiative
    • The structures and support you need to lead, not just do

    Links & Resources:

    💬 DM Kristy-Lee on Instagram @kristy.lee.billett

    Connect with me on LinkedIn:

    https://www.linkedin.com/in/kristyleebillett/

    Email me at hello@peoplepoweredbusiness.com.au

    Book a 15-minute clarity call:

    https://calendly.com/kristyleebillett/chat

    What this episode covers

    Growing a business requires a shift from doing the work to leading the people doing the work, and that transition is where many business owners struggle. This episode breaks down why stepping out of the day-to-day feels so difficult and what’s required to build a capable, trusted team. By the end, you’ll understand how to move from reactive “doing” to intentional leadership.

    Key insight from this episode

    If a business owner continues to step back into tasks and “fix” things, they unintentionally train their team to stop thinking, stop taking initiative, and rely on direction instead of ownership. Sustainable growth only happens when leaders step up and stay there.

    What you'll take away

    • How to reset your expectations so delegation feels less frustrating and more effective
    • Practical ways to stop jumping back into tasks and start building team capability
    • The importance of structure, clarity and processes in supporting your team
    • Why your leadership style impacts team confidence, trust and performance

    How to shift your focus from ticking off tasks to driving business growth
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    18 分
  • Your First 90 Days with a New Staff Member

    Your First 90 Days with a New Staff Member
    2026/04/21
    Hello and welcome to Episode 320 of The People Powered Business Podcast.You've hired someone. Finally. After the job ads, the interviews, the back and forth, they said yes and they're starting Monday. The hard part is over, right?Wrong. Almost half of every person you hire won't make it through their first twelve months. Not because they were the wrong person. Because nobody set them up to succeed.I can't quite believe I've barely touched this topic in 320 episodes, because the first 90 days is the most important period of time in determining whether a hire works out, and most small business owners have no plan for it beyond "here's your login and good luck."We treat onboarding like a box to tick when it's actually the foundation of the entire working relationship.In this episode I'm pulling back the curtain on what actually happens in most small businesses during those first 90 days, why it quietly sets new hires up to fail, and what a proper 90-day plan looks like when you're not a corporate with an HR department. I'm also sharing the insight that stops most business owners in their tracks when I share it, because the underperformance conversations you're dreading? A lot of them trace directly back to a broken onboarding. You're fixing the wrong end of the problem.In this episode we cover:Why 46% of new hires don't make it through their first year, and what's really driving that numberThe most common onboarding mistakes small business owners make (including the "fire hose" trap)What a structured 90-day plan actually looks like across weeks, months and milestonesThe single thing that kills good onboarding even when you start with good intentionsWhat to do if someone is already in their first 90 days and things feel offIf you've got someone starting soon and you want to make sure you nail their first 90 days, book a free 15-minute clarity call with me: https://calendly.com/kristyleebillett/chatLinks & Resources:💬 DM Kristy-Lee on Instagram @kristy.lee.billett and let me know if you have questions about employees or email me at hello@peoplepoweredbusiness.com.auWhat this episode coversNearly half of all new hires don't make it through their first twelve months, and in most small businesses, poor onboarding is the reason. This episode breaks down exactly what the first 90 days should look like for a new team member, why the typical small business approach quietly sets people up to fail, and how to build a simple structure that gives your new hire the best chance of becoming a long-term, high-performing member of your team.Key insight from this episodeMost underperformance conversations small business owners are having with staff can be traced back to a broken onboarding process. The problem didn't start when performance slipped, it started in the first few weeks, when the new hire was left to figure things out alone. Fixing the onboarding fixes the pipeline, and saves business owners from the harder conversations down the track.What you'll take awayHow to build a simple 90-day onboarding plan that works for a small business without an HR departmentThe difference between a check-in conversation and a performance conversation — and why confusing them causes problemsHow to structure the first week, first month, and first three months so your new hire becomes productive without burning out or disengagingWhat to do if someone is already in their first 90 days and the onboarding has gone sidewaysHow probationary periods work and how to use them properly to protect your businessFrequently asked questionsHow long should onboarding last for a new employee in a small business? Onboarding should be treated as a minimum 90-day process, not a one-week event. The first week focuses on orientation and relationships. The first month builds role confidence through shadowing and small wins. Months two and three increase independence, establish clear expectations, and confirm whether the hire is the right long-term fit.What is the biggest onboarding mistake small business owners make? The most common mistake is what's sometimes called "dump and run", overwhelming a new hire with information in week one, then disappearing because the business owner gets busy. The new hire feels abandoned, starts to disengage, and performance suffers. The owner then blames the hire, when the problem began with the onboarding.What should a 30, 60, 90 day check-in include? A structured check-in at each milestone should cover three things: what's working well, what's still unclear or confusing, and what the new hire needs from you to do their job well. These are relationship and alignment conversations, not performance reviews.
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    20 分
  • How to Manage an Underperforming Employee (Without Making it Worse)

    How to Manage an Underperforming Employee (Without Making it Worse)
    2026/04/14

    Hello and welcome to Episode 319 of the People Powered Business Podcast.

    Got someone on your team who just is not cutting it, but every time you think about dealing with it, you put it off for another day? Maybe you are hoping they will sort themselves out, maybe you are gathering more “evidence”, or maybe you are trying not to rock the boat. Either way, the issue rarely fixes itself, and the longer it drags on, the messier it gets.

    I keep seeing this with small business owners, and I get why. Managing underperformance is one of the hardest parts of leading a team, especially when your team is small, the person plays a big role, or there is a personal relationship involved. It is easy to avoid the conversation, overthink it, or soften things so much that nothing actually changes. But when we handle employee underperformance badly, we usually make it worse for everyone involved, including the rest of the team.

    In this episode, I unpack why so many business owners struggle to manage an underperforming employee and the common leadership styles that get in the way. I talk through the three real reasons performance issues happen in the first place: a skills gap, a motivation problem, or a cultural mismatch. That distinction matters more than most people realise, because the right solution depends entirely on the real cause. If you misdiagnose the problem, you will often apply the wrong fix, and that is when frustration, resentment and poor team culture start to build.

    I also walk you through what to do next if you have a problem employee on your team, including when to coach, when to re-engage, and when it is time to start planning an exit. This is a practical conversation for small business owners who want to handle performance management clearly, calmly and without making a hard situation even harder.

    In this episode we cover:

    • Why small business owners often avoid dealing with underperformance until it becomes a bigger issue
    • The common leadership habits that can make employee performance problems worse
    • The three main causes of underperformance at work and how to spot the difference
    • Why getting the diagnosis right is the key to fixing the issue properly

    What to do next, whether the employee needs support, re-engagement or an exit plan

    If you want practical, no-nonsense advice on managing your team delivered straight to your inbox every week, head to https://www.peoplepoweredbusiness.com.au/join.

    Links & Resources:

    💬 DM Kristy-Lee on Instagram @kristy.lee.billett and let me know if you have questions about underperforming employees email me at hello@peoplepoweredbusiness.com.au
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    17 分
  • How Holding Onto the Wrong Person is Quietly Killing Your Team's Morale

    How Holding Onto the Wrong Person is Quietly Killing Your Team's Morale
    2026/04/07

    Hello and welcome to Episode 318 of the People Powered Business Podcast.

    Do you have someone on your team right now where something just feels... off? Maybe you knew when you hired them, maybe it crept up on you slowly — but either way, you're still holding on. And if that's you, this episode is going to hit close to home.

    This is one of my most listened-to episodes and I'm bringing it back because I keep seeing this play out in businesses every single week. The hiring market has shifted since I first recorded this, but the problem hasn't changed one bit. Business owners are still holding onto the wrong people for too long — and it's the rest of the team that quietly pays the price.

    In this episode I walk you through exactly what a wrong hire looks like in the early stages (because when you're in the weeds it can be surprisingly hard to see), the real reasons we keep people around even when we know we shouldn't, and the three ways holding onto the wrong person erodes your team's morale and motivation from the inside out. The third one in particular — the trust piece — is the one most business owners don't see coming until the damage is already done.

    If you've been avoiding a difficult decision about someone on your team, this episode will give you the clarity and the push you need to take action.

    In this episode we cover:

    • The five red flags that signal you've made a wrong hire
    • Why we talk ourselves into keeping people we know aren't right
    • The three ways a wrong hire silently destroys team morale
    • Why your team will forgive the mistake — but not the inaction

    Ready to take action? If you're dealing with a wrong hire right now and need support book a clarity call to find out how I can help:

    If you’d like to book a 15 minute clarity call with me, do that here: https://calendly.com/kristyleebillett/chat

    Links & Resources:

    💬 DM Kristy-Lee on Instagram @kristy.lee.billett

    Connect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/

    Or email me at hello@peoplepoweredbusiness.com.au

    An Invitation:

    If you’d like to connect with other businesses who are also juggling the challenges of teams, I’d love you to join us inside our free Facebook Group, The People Powered Community, so I can learn more about what’s working for you and any challenges you might be having.

    Join Here.

    https://www.facebook.com/groups/hrsupportaustralia
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    21 分
  • Are They An Employee or Contractor with Lawyer Jeanette Jifkins

    Are They An Employee or Contractor with Lawyer Jeanette Jifkins
    2026/03/31

    Hello and welcome to Episode 317 of The People Powered Business Podcast.

    In this episode, we are tackling one of the most confusing and high-risk areas for business owners right now, the difference between employees and contractors.

    I’m joined by Jeanette Jifkins from Onyx Legal, and together we unpack why this isn’t as simple as choosing what you want to call someone. We explore how recent Fair Work changes, alongside ATO requirements, have made this space more complex than ever, and why getting it wrong can have serious financial and legal consequences for your business.

    We dive into the legal perspective on what truly separates an employee from a contractor, including the critical role of control, the “whole of relationship” test, and what courts actually look for when making a determination.

    Throughout the conversation, we share practical examples, common mistakes business owners make, and how contractor relationships can easily drift into employment without you even realising. If you’re currently engaging contractors or considering it, this episode will help you understand your risks and what you need to do to protect your business.

    Key Takeaways:

    • You can’t simply choose whether someone is a contractor or employee, the law determines it
    • The level of control you have is a major factor in defining the relationship
    • The “whole of relationship” test looks beyond contracts to how the working relationship actually functions
    • Contractor arrangements can evolve over time and increase your risk if not managed properly
    • Documentation, clear agreements, and ongoing management are essential to protecting your business

    Links & Resources:

    💬 DM Kristy-Lee on Instagram @kristy.lee.billett

    Connect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/

    Or email me at hello@peoplepoweredbusiness.com.au

    An Invitation:

    If you’d like to connect with other businesses who are also juggling the challenges of teams, I’d love you to join us inside our free Facebook Group, The People Powered Community, so I can learn more about what’s working for you and any challenges you might be having.

    Join Here.

    https://www.facebook.com/groups/hrsupportaustralia

    An Invitation:

    If you’d like to book a 15 minute clarity call with me, do that here: https://calendly.com/kristyleebillett/chat

    To Connect with Jeanette:

    https://onyx.legal/

    https://www.instagram.com/onyxlegal_bris/
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    32 分
  • How to Write a Script for Any Tricky Team Conversation

    How to Write a Script for Any Tricky Team Conversation
    2026/03/24

    Hello and welcome to Episode 316 of The People Powered Business Podcast.

    In this episode, we are diving into how to write a script for any tricky team conversation, whether it’s performance-related, awkward, or just something that’s been sitting on your to-do list for far too long. I walk through why these conversations are often avoided and how that avoidance is actually costing your business more than you might realise, from disengaged employees through to missed performance opportunities. I also unpack why this isn’t a “them” problem, it’s an “us” problem, and how our hesitation as leaders is often the very thing holding our teams back.

    I also take you through a practical, step-by-step framework to help you confidently prepare for and navigate these conversations. From getting crystal clear on the real issue, to preparing for objections, to structuring your conversation in a way that leads to clarity and action, this episode gives you a repeatable approach you can use anytime. If you’ve ever found yourself overthinking, avoiding, or second-guessing a tough conversation, this is the structure you’ve been looking for.

    Key Takeaways:

    1. Avoiding difficult conversations leads to bigger performance and engagement issues over time
    2. Clarity is the foundation of any effective team conversation
    3. Preparing for objections reduces fear and builds confidence
    4. A structured conversation framework creates better outcomes and accountability
    5. Following up and documenting conversations is critical for long-term success

    Links & Resources:

    💬 DM Kristy-Lee on Instagram @kristy.lee.billett

    Connect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/

    Or email me at hello@peoplepoweredbusiness.com.au

    An Invitation:

    If you’d like to connect with other businesses who are also juggling the challenges of teams, I’d love you to join us inside our free Facebook Group, The People Powered Community, so I can learn more about what’s working for you and any challenges you might be having.

    Join Here: https://www.facebook.com/groups/hrsupportaustralia


    An Invitation: If you’d like to book a 15 minute clarity call with me, do that here: https://calendly.com/kristyleebillett/chat

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    15 分
  • Being a Nice Boss Isn’t the Same as Being a Good Boss

    Being a Nice Boss Isn’t the Same as Being a Good Boss
    2026/03/17

    Hello and welcome to Episode 315 of The People Powered Business Podcast.

    In this episode I’m tackling a leadership trap I see all the time in small and growing businesses: confusing being a nice boss with being a good boss. With recent research showing that four in five Australian employees are disengaged at work, and a significant percentage actively looking for a new role, it’s worth asking an uncomfortable question.

    How much of that comes down to leadership? The reality is that managers influence the majority of employee engagement outcomes, which means the way we show up as leaders has a direct impact on retention, performance and ultimately profitability.

    I explore the difference between leading with kindness and prioritising being liked. When we focus too heavily on being nice, we often avoid the conversations that actually help our teams grow. We soften feedback, let issues slide and delay addressing underperformance because we don’t want to upset anyone. But strong leadership isn’t about being harsh. It’s about being clear. A good boss cares enough about their team to set expectations, hold boundaries and have honest conversations even when they feel uncomfortable. As the saying goes, clear is kind, and unclear is unkind.

    I also share practical ways you can shift from being simply a nice boss to being an effective one without changing who you are. This includes setting clear expectations early, addressing issues while they’re still small, giving honest but respectful feedback and creating regular check-ins so difficult conversations become easier over time. Your warmth and care are strengths as a leader. The key is making sure they support clarity and accountability rather than replacing them.

    Links & Resources:

    💬 DM Kristy-Lee on Instagram @kristy.lee.billett

    Connect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/

    Or email me at hello@peoplepoweredbusiness.com.au

    An Invitation:

    If you’d like to connect with other businesses who are also juggling the challenges of teams, I’d love you to join us inside our free Facebook Group, The People Powered Community, so I can learn more about what’s working for you and any challenges you might be having.

    Join Here.

    https://www.facebook.com/groups/hrsupportaustralia


    An Invitation:

    If you’d like to book a 15 minute clarity call with me, do that here: https://calendly.com/kristyleebillett/chat


    Articles Mentioned:

    https://www.ibtimes.com.au/employee-disengagement-australia-leads-au223-billion-loss-42-actively-job-hunting-poll-1858187


    https://www.ahri.com.au/articles/cost-of-employee-disengagement
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    19 分
  • What Is Avoidance Costing You?

    What Is Avoidance Costing You?
    2026/03/10

    Hello and welcome to Episode 314 of The People Powered Business Podcast.

    In this episode I’m talking about something most business owners know they need to do but often avoid: difficult conversations. We’ve been exploring why these conversations feel so uncomfortable and how to approach them, but today I’m focusing on something different – the real cost of not having them.

    Whether it’s the high performer who knows they’re indispensable, the team members who simply can’t work together, or the employee whose attitude has quietly shifted, avoiding the conversation might feel easier in the moment but it comes with a price.

    I unpack the three hidden costs that show up when we delay these conversations: the time and mental bandwidth it takes up, the opportunity cost of what your team and business could achieve if the issue was resolved, and the very real material costs that can appear through mistakes, disengagement, lost customers or team turnover. When you start adding those up, many business owners are effectively paying somewhere between $50 and $100 every single day just to avoid a conversation that would likely take 30 minutes to have.

    If you’ve ever put off a tough conversation because you care about the relationship or you’re worried about making things worse, you’re not alone. Avoidance isn’t laziness, it’s often a sign that you care deeply about your team and the outcome. But understanding the true cost of avoiding the conversation is the first step toward addressing it.

    In the next episode, I’ll be sharing the three reasons these conversations often don’t go the way we expect, even when we finally decide to have them.

    Links & Resources:

    💬 DM Kristy-Lee on Instagram @kristy.lee.billett

    Connect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/

    Or email me at hello@peoplepoweredbusiness.com.au

    An Invitation:

    If you’d like to connect with other businesses who are also juggling the challenges of teams, I’d love you to join us inside our free Facebook Group, The People Powered Community, so I can learn more about what’s working for you and any challenges you might be having.

    Join Here.

    https://www.facebook.com/groups/hrsupportaustralia


    An Invitation:

    If you’d like to book a 15 minute clarity call with me, do that here: https://calendly.com/kristyleebillett/chat

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    16 分