Hello and welcome to Episode 327 of The People Powered Business Podcast.

Have you opened the latest wage review announcement and immediately wondered what it means for your payroll, your cash flow and your compliance obligations? If you're already feeling the squeeze of rising business costs, the latest Fair Work Commission decision may have you doing some quick calculations and asking what happens next. Based on the Fair Work Commission's annual wage review decision, significant increases are coming into effect from 1 July 2026, and every employer needs to be prepared.

I wanted to jump on the podcast this week with a timely compliance update because this is one of those changes that impacts a huge number of Australian businesses. Every year, the Fair Work Commission reviews the National Minimum Wage and award minimum rates of pay, taking into account economic conditions, inflation and submissions from unions and employer groups. This year's decision reflects ongoing cost of living pressures and rising inflation, making it one of the more significant wage increases we've seen in recent years.

In this episode, I break down exactly what the 2026 wage review decision means, including the increase to the National Minimum Wage and the separate increase to award minimum rates. I also explain who is most affected, what employers need to do before 1 July, and the common areas where businesses can accidentally fall short of their obligations. We also look ahead at upcoming Fair Work changes, including gender undervaluation reviews and major award updates that could have a significant impact on sectors like allied health, disability services and community care. If you employ staff under modern awards, this is one update you don't want to miss.

In this episode we cover:

• What the Fair Work Commission's 2026 National Wage Review decision means for employers
• The new National Minimum Wage and award wage increases taking effect from 1 July 2026
• How inflation and economic conditions influenced this year's decision
• Why you should review annualised wage agreements, flexibility agreements and allowances now
• Upcoming Fair Work changes affecting healthcare, disability services and other female-dominated industries

Links & Resources:

Join People Powered HR:

https://www.peoplepoweredbusiness.com.au/pphr

DM me 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

The 2026 Fair Work Commission wage review decision brings significant increases to both the National Minimum Wage and award minimum rates of pay. For small business owners employing staff under modern awards, understanding these changes is essential to remain compliant and avoid costly underpayment issues. This episode explains what has changed, who is affected and what actions employers need to take before 1 July 2026.

Key insight from this episode

Wage increases are only part of the compliance picture. Businesses also need to review annualised wage arrangements, flexibility agreements and employee allowances to ensure employees remain better off overall and that payroll practices continue to meet Fair Work requirements after the new rates take effect.

What you'll take away

• Understand the new National Minimum Wage and award wage increases effective from 1 July 2026
• Identify whether your workforce is likely to be affected by the updated award rates
• Know which payroll, allowance and wage agreement reviews should be completed before implementation
• Recognise the compliance risks associated with failing to update employee pay correctly
• Gain awareness of upcoming Fair Work changes affecting healthcare, disability and community service sectors

Hello and welcome to Episode 326 of The People Powered Business Podcast.

Do you assume your HR paperwork has you covered… until something goes wrong? Maybe you’ve grabbed a few templates online, updated an old contract once upon a time, or downloaded a handbook and called it done.

The problem is, when staff issues pop up, those documents are often the first thing business owners realise aren’t actually protecting them at all. And by then, the stress, cost and frustration have already kicked in.

I’m talking about this topic because I keep seeing small business owners caught out by HR documentation that simply isn’t doing the job they thought it was. In just one week alone, I had six business owners reach out after discovering gaps in their paperwork that left them exposed to employee disputes, underpayment risks or performance management headaches.

The reality is, HR documentation isn’t just admin. It’s one of the most important ways to protect your business, your team and your peace of mind as a business owner.

In this episode, I walk through the four HR document areas that small businesses most commonly get wrong and explain exactly why they matter.

We unpack why generic workplace policies can actually work against you, the huge risks sitting inside outdated employment contracts, why job descriptions are still the “king” of HR documents, and how modern awards continue to trip up even experienced business owners. I also share practical ways to check whether your business is properly protected right now, before small issues turn into expensive problems. If managing staff sometimes feels like you’re constantly putting out fires, this episode will help you tighten up the foundations and avoid unnecessary HR drama down the track.

In this episode we cover:

• Why generic HR templates often fail to protect small businesses
• The hidden risks sitting inside outdated employment contracts
• How poor job descriptions create major performance management issues
• What business owners need to understand about modern awards and compliance
• Simple ways to review whether your HR documentation is actually protecting your business

Links & Resources:

Join People Powered HR:

https://www.peoplepoweredbusiness.com.au/pphr

DM me 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

Many small business owners believe their HR paperwork is “sorted” because they have contracts, policies or templates sitting in a folder somewhere. But outdated, generic or incomplete documentation can leave businesses exposed to staff disputes, underpayment claims and compliance risks.

This episode breaks down the four HR document areas that most often create problems for small businesses and explains what business owners should review to properly protect their business, team and operations.

Key insight from this episode

Having HR documentation isn’t the same as having protection. Generic templates, outdated contracts and vague job descriptions can create bigger risks when they don’t reflect the reality of how a business actually operates. The businesses that avoid costly HR issues are the ones that regularly review, update and tailor their documentation to match current legislation and workplace expectations.

What you'll take away

• How to identify whether workplace policies are genuinely useful or just generic templates
• What to check in employment contracts to reduce compliance and underpayment risks
• Why strong job descriptions are critical for managing performance issues properly
• A clearer understanding of how modern awards apply across different employee roles
• Practical steps to review and strengthen the HR foundations in a growing business

Hello and welcome to Episode 324 of The People Powered Business Podcast.

Are your interviews actually helping you hire the right person… or are you accidentally feeding candidates the exact answers you want to hear?

If you've ever walked away from an interview thinking someone was perfect, only to realise a few weeks later they were all talk and no substance, you're definitely not alone. So many small business owners feel awkward or unsure in interviews, and that often leads to hiring decisions based on gut feel alone, instead of the right information.

I keep seeing business owners make the same mistakes in interviews. They spend the first five minutes explaining the role, the business and exactly what they’re looking for, which makes it incredibly easy for candidates to mirror back the “perfect” answers. The reality is, interviewing is still one of the most important hiring tools you have in your business, and learning how to ask better questions can completely change the quality of people you bring into your team.

In this episode, I’m breaking down the three critical types of interview questions every small business owner should be using in their hiring process. I share why behavioural interview questions are so powerful, how to spot red flags in vague answers, and why understanding someone’s work style and values matters just as much as their experience on paper.

I also talk about what to do after the interview, including the notes you should be taking immediately while your instincts and observations are still fresh. If you’ve ever struggled with recruitment, staff fit, or making confident hiring decisions, this episode will help you interview with far more clarity and confidence.

In this episode we cover:

• The biggest mistakes business owners make in interviews
• Why behavioural interview questions reveal more honest answers
• How to identify work style mismatches before making a hire
• The subtle clues that show whether someone will fit your team culture
• What notes to take after an interview to make better hiring decisions

Links & Resources:

Join People Powered HR:

https://www.peoplepoweredbusiness.com.au/pphr

DM me 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

Hiring the wrong person is expensive, frustrating and exhausting for small business owners, especially when the interview felt like it went well at the time. This episode explains how to ask interview questions that uncover real behaviours, work styles and values, rather than rehearsed answers designed to impress.

Small business owners will learn how to run more effective interviews, spot red flags earlier, and make hiring decisions with greater confidence. The episode also explores why relying too heavily on resumes and experience can lead to poor recruitment outcomes.

Key insight from this episode

The quality of your interview questions directly impacts the quality of your hiring decisions. When candidates are asked to explain real past experiences and practical work preferences, it becomes much harder for them to simply tell you what you want to hear, and much easier for you to assess genuine fit and capability.

What you'll take away

• How to structure interviews so candidates reveal genuine behaviours and experiences
• The difference between practical, behavioural and culture-fit interview questions
• What vague interview answers can signal about a candidate’s experience or honesty
• How to identify whether someone’s preferred work style aligns with the role
• Why post-interview notes and gut instinct both matter in the recruitment process

Hello and welcome to Episode 325 of The People Powered Business Podcast.

Are you stuck doing everything yourself because handing work over feels harder than just getting it done? Maybe you’ve thought about hiring a virtual assistant before, but the whole process feels confusing, risky, or like one more thing to manage when you’re already flat out putting out fires in your business.

This week I’m sharing a conversation from The Australian Small Business Show, where I joined Kristy Smith from Virtual Elves to talk about what business owners really need to know about working with offshore virtual assistants. I wanted to bring this conversation to you because I keep seeing small business owners hit capacity, but assume their only option is hiring locally into a permanent role. The reality is there are far more flexible ways to get support in your business, if you approach it strategically.

We unpack how the role of a “VA” has changed over the years and why businesses now have access to highly skilled global talent across administration, bookkeeping, customer service, marketing, SEO, and more. We also talk honestly about the mistakes many business owners make when hiring offshore support, including expecting one person to magically do every job in the business. One of the biggest takeaways from this conversation is that success with virtual assistants has far less to do with where someone is located, and far more to do with your systems, communication, leadership, and expectations. If you’ve ever wondered whether offshore support could help you buy back time, reduce overwhelm, and stop being the bottleneck in your business, this conversation will give you practical insights to help you decide what could work for you.

In this episode we cover:

• How offshore virtual assistants can support growing small businesses
• Why expecting one VA to “do everything” usually creates problems
• The types of specialised skills now available through global talent
• Why systems, processes, and clear briefs matter more than location
• The legal and risk considerations business owners need to understand when hiring internationally

Links & Resources:

Join People Powered HR:

https://www.peoplepoweredbusiness.com.au/pphr

DM me 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

Hiring support in a small business does not always mean bringing on a local employee straight away. Offshore virtual assistants can provide specialised support across administration, bookkeeping, customer service, marketing, and operations, helping business owners free up time and focus on higher value work.

This episode explores how to successfully work with offshore team members, what realistic expectations look like, and why strong systems and communication are essential if you want outsourcing to actually reduce stress instead of creating more work.

Key insight from this episode

The success of an offshore virtual assistant arrangement is rarely determined by where the person lives. The businesses that get the best results are the ones with clear systems, defined responsibilities, realistic expectations, and strong leadership. Outsourcing without structure simply shifts the chaos to someone else.

What you'll take away

• Understand the different types of work that can realistically be outsourced to virtual assistants
• Learn why hiring multiple specialists is often more effective than relying on one generalist
• Identify the systems and processes you need before bringing on offshore support
• Recognise the common mistakes business owners make when outsourcing work internationally
• Gain a clearer understanding of the legal and operational considerations involved in offshore hiring

Hello and welcome to Episode 323 of The People Powered Business Podcast.

Have you reached the point where you know a role in your business no longer makes sense, but the thought of making someone redundant feels overwhelming? Maybe business has changed, technology has improved how work gets done, or you simply can’t justify carrying a salary for a role that’s no longer needed.

The problem is, one wrong step in a redundancy process can land you in serious trouble with Fair Work, and that’s a risk no small business owner wants to take.

I wanted to talk about this because I’m seeing so many businesses going through change right now. Some are restructuring because of economic pressure, some are evolving because of growth, and others are adapting to the impact AI is having on teams and workloads.

Redundancy is often treated like a scary or taboo topic, but the reality is that restructuring your team can sometimes be the most practical and responsible thing you can do as a business owner. The key is making sure you do it properly and legally.

In this episode, I break down exactly what a genuine redundancy actually is under the Fair Work Act, and more importantly, what it is not. I explain the consultation process that many employers completely overlook, why redeployment matters, and when small businesses may not have to pay redundancy pay at all. I also share the biggest mistakes that lead to unfair dismissal claims, including using redundancy to avoid performance management conversations and failing to document the process correctly. If you’ve ever worried about getting redundancy wrong, this episode will help you understand the practical steps that protect both your business and your employees.

In this episode we cover:

• What makes a redundancy “genuine” under Fair Work
• The consultation process employers are legally required to follow
• When redeployment must be considered before ending employment
• Whether small businesses have to pay redundancy pay
• The most common redundancy mistakes that trigger unfair dismissal claims

Links & Resources:

Join People Powered HR: https://www.peoplepoweredbusiness.com.au/pphr

DM me 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

Making a role redundant can feel incredibly stressful for small business owners, especially when there’s uncertainty around Fair Work obligations, consultation requirements and redundancy pay. This episode explains what a genuine redundancy actually means, when restructuring is appropriate, and how to avoid the costly mistakes that often lead to unfair dismissal claims.

It’s particularly relevant for businesses navigating change, growth, economic pressure or the impact of AI on team structures. By the end of this episode, listeners will understand the key legal and practical steps involved in managing a redundancy process properly.

Key insight from this episode

Redundancy is about the role, not the person. If a business uses redundancy to avoid performance management or skips proper consultation and redeployment considerations, the redundancy may not be considered genuine under Fair Work, leaving the business exposed to unfair dismissal claims and significant financial risk.

What you'll take away

• Understand the three conditions that make a redundancy legally genuine
• Know what meaningful consultation with employees actually looks like
• Be able to identify when redeployment options must be considered
• Learn when small businesses may be exempt from paying redundancy pay
• Recognise the common mistakes that put employers at risk with Fair Work

Hello and welcome to Episode 322 of The People Powered Business Podcast.

Are you using AI to help you manage your team… but secretly wondering if you’re getting it wrong? Maybe you’ve asked it how to handle a tricky staff issue, calculate pay, or even draft a warning, and just hoped the answer was right. The reality is, AI can feel like a lifesaver when you’re already flat out, but it can also lead you straight into a mess if you don’t know where the line is.

I keep seeing more and more business owners leaning on AI for HR support, and I get it. I use it too. But recently I found myself arguing with it over legislation it got completely wrong. It sounded confident. It looked credible. And if I didn’t know better, I might have believed it. That’s exactly why I wanted to talk about this. AI isn’t the problem, but knowing when not to trust it is critical, especially when you’re making decisions that affect your people and your business.

In this episode, I break down where AI is genuinely helpful and where it becomes risky. We talk about how it can save you time with things like drafting job ads, writing scripts for difficult conversations, and simplifying policies. But we also get into the danger zones, like relying on it for compliance advice, navigating awards, or making high-stakes decisions like termination. I also share a simple framework you can use to decide when AI is enough and when you need real human expertise. The biggest takeaway? AI gives you information, not advice, and definitely not context.

In this episode we cover:

• Where AI can genuinely save you time in HR tasks
• The biggest risks of relying on AI for employment decisions
• Why Australian employment law and awards trip AI up
• A simple “stakes test” to decide when to trust AI
• How to use AI as a starting point without putting your business at risk

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

Using AI for HR support is becoming second nature for small business owners, but it comes with real risks. This episode explains where AI is useful in managing teams and where it can lead to costly mistakes, especially under Australian employment law. By the end, you’ll understand how to use AI safely without putting your business or your people at risk.

Key insight from this episode

AI is a powerful tool for generating information and saving time, but it cannot apply context, interpret complex employment laws accurately, or assess risk in high-stakes situations. Treating AI-generated answers as final advice, rather than a starting point, is where small business owners expose themselves to serious legal and financial consequences.

What you'll take away

• Use AI to draft and simplify HR tasks without relying on it for final decisions
• Recognise when AI advice may be based on the wrong country or legal system
• Understand why modern awards and compliance details are high-risk areas
• Apply a simple “what’s the worst that could happen?” test before acting
• Know when to seek expert HR advice to avoid costly mistakes

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