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We have recently created a brand new Mission Statement to reflect our commitment to ushering in a transformative era of work.
In today's dynamic landscape, characterised by rapid technological advancements and evolving workplace dynamics, we recognise the paramount importance of prioritising people. With the firm belief that organisations thrive when they place their people at the forefront, we aim to be the catalyst for this paradigm shift.
By fostering environments where individuals are valued, supported, and empowered to reach their full potential both inside and outside of the workplace. We envisions a future where businesses not only succeed but also contribute positively to society. Our new Mission Statement reaffirms our dedication to driving meaningful change and shaping a workplace culture that places human well-being and growth above all else.
Our client is a large, diversified ASX-listed business with an inimitable reputation across Australia. With a strong footprint in the Asia Pacific region, they have market-leading brand channels both in Australia and in key export countries. Putting aside their immense success on the market, they have been a clear front-runner for fostering and facilitating a progressive, high-performing culture. As a result, they are able to attract and retain the best candidates and offer unparalleled career opportunities. Reporting to the Commercial Finance Manager you will be an integral member of the finance function partnering closely with the key leaders within each business to provide timely and accurate information to support commercial decision-making. More specifically, your key responsibilities will include: Undertake complex cost modelling to support equipment and site optimisation (plant of best fit) analysis Lead the calculation and analysis of cost-related benefits to support proposals for major capital expenditure projects Coaching of Manufacturing Finance Analyst to drive capability across the team Collate business inputs to prepare cost budgets and forecasts, collaborating closely with key business stakeholders, the FP&A and the Finance Business Partners Identify cost risks and opportunities Perform regular review of site P&Ls and Balance Sheets with regards to key items such as stocks, price movements, fixed assets transactions etc Perform key month-end checks and analysis of unusual or unexpected items. Align with Finance Business Partners and Business Stakeholders for judgement based decisions and accounting treatments Providing operational leadership support to the Manufacturing Finance analysts Working cross-functionally with key stakeholders across different functional areas and reporting lines Holding stakeholders accountable for owning cost for their site/division while partnering to deliver the results Knowledge & Expertise: 10+ years experience in a management accounting or cost accounting role in a manufacturing environmentDeeping understanding and experience with manufacturing standard costing practices such as cost allocation methods and cost sensitivity analysis in an SAP environmentExperience partnering with cross-functional stakeholders to identify opportunities, draw insights, develop solutions and deliver resultsUnderstand the implications business and accounting decisions have on one anotherStrong supervisory and leadership skillsHigh level of analytical and problem-solving skills, leveraging the analytical capability to influence business stakeholders to more effectively manage costs, risks, revenues and profitsThorough financial understanding of P&L, accounting systems and financial metricsAdditional benefits Career progression Training & development Fun and dynamic company culture Excellent mentorship from senior management How to applyTo apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Will Nichols at wnichols@sharpandcarter.com.au
The CompanyThis global manufacturing giant based in Western Sydney who are renown for innovation with new technology and products to support those most vulnerable in our community. It is an outstanding opportunity to be part of a very purposeful organisation with a strong reputation in its industry. The ResponsibilitiesReporting to the Finance Manager, your responsibilities will include (but are not limited to):• Support with closure of month end (routine business transactions / Journals)• Assist in the preparation of balance sheet reconciliation• Performing variance analysis across both statements• Maintain FAR, and support tax calculations• Inventory month end journals• Assist with External AuditorsSkills and Experience• Strong attention to detail and accounting knowledge• CA/CPA Qualified or closed to completion• Excellent communication and interpersonal skills• Prior experience with accounting for inventory (viewed favourably)Additional Benefits• Free parking on-site• 1-2 days WFH• Great team cultureHow to applyTo apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Peter Deng at pdeng@sharpandcarter.com.au, quoting PD260424.
Client:Join a thriving accounting firm in Camberwell, Victoria, committed to delivering exceptional financial services to its clients. Our client is currently seeking a highly skilled and motivated Senior Accountant to join their dynamic team and contribute to the continued success of the firm.Responsibilities include: Is autonomous in role, pre-empts team and business requirements before known Collaborate with clients, offering strategic financial advice to support their business objectives. Identify opportunities for process improvement and efficiency within the accounting department. Provides training and mentoring to junior staff members Liaises with various statutory authorities on behalf of clients including the ATO and ASIC Ability to update, maintain and reconcile fixed asset register including new assets, processing depreciation, disposals, trade-ins Understands business & corporate structures and their implications Ability to complete balance sheet account reconciliations Can prepared income tax reconciliation expense & tax provision Can prepare and finalise financial statements for companies, trusts and partnerships and associated workpapers Can prepare and finalise income tax returns for companies, trusts, partnerships and individuals Can prepare and finalise SMSF financial statements & income tax returns and associated workpapers (if applicable) Can prepare budgets and cash flows (incl forecasts) Can prepare management accounts and analyse results Qualifications: Bachelor's degree in Accounting or Finance. CPA or CA qualification is highly desirable. Proven experience as a Senior Accountant in an accounting firm setting. In-depth knowledge of accounting principles, taxation, and financial regulations. Strong analytical and problem-solving skills. Excellent communication and interpersonal skills. Ability to manage multiple tasks and meet deadlines. Proficient in accounting software and Microsoft Office Suite. If interested please apply or send CV to wnichols@sharpandcarter.com.au
The Company We have partnered exclusively with a private business who have doubled revenue for the past two years. Due to exponential growth they are adding a Financial Controller to their existing finance team of 15. The team consists of well tenured individuals which is testament to the great business culture they uphold. Reporting directly to the CFO with clear career progression on offer this is an excellent opportunity for somebody who enjoys a fast paced role and has the ability to build internal rapport with the existing team, and also have a seat at the table with key decision makers in the organisation, offering financial expertise and guidance. The RoleAs a Financial Controller reporting to the CFO, you play a critical role in ensuring the financial health and integrity of the organization while supporting strategic objectives and driving operational excellence. Prepare and oversee the timely and accurate preparation of financial statements in compliance with Australian accounting standards. Collaborate with department heads to develop annual budgets and rolling forecasts. Monitor performance against budget, analyze variances, and provide insights to senior management to support strategic planning and resource allocation. Manage cash flow and liquidity by forecasting cash needs, optimizing working capital, and monitoring banking activities. Implement cash management strategies to maximize returns and minimize risk. Conduct financial analysis to identify trends, opportunities, and risks. Provide insights on key performance indicators (KPIs), profitability, and cost drivers to support strategic decision-making and business growth initiatives. Prepare management reports and presentations for the CFO and executive team, highlighting financial performance, key metrics, and actionable insights. Participate in leadership meetings to provide financial expertise and guidance. Lead and mentor the finance team, fostering a culture of accountability, professionalism, and continuous improvement. Provide coaching and development opportunities to build a high-performing and engaged team. Your Profile CA/CPA Qualified Held a similar position for minimum 3 years Able to work in a fast paced environment, with flexibility to have the occasional meeting outside of hours due to global office locations Exceptional analytical and problem-solving abilities, with a keen eye for detail How to Apply If this role is of interest to you please apply via the link below. Alternatively to find out more and have a confidential discussion please email Chantel Skene on cskene@sharpandcarter.com.au
About the Organisation Our client is an icon of Victorian tourism and confectionary manufacturer, synonymous with providing unique and memorable experiences for kids and adult alike. This is coupled with their production and retailing of a vast array of artisan, innovative and delicious confectionary products for all to enjoy! The journey and success of the business over the last 12 years is impressive. They currently welcome over 1.5 million visitors a year across 3 sites with a 4 site currently under development. Unpinning this amazing success is a highly engaged and passionate group of 220 employees that live and breathe the values around providing unique and memorable customer experiences and producing incredible product. About the Position As CEO, you will have overall responsibility for driving the continued growth, success, profitability, and sustainability of the group. Specifically, this will include developing and executing business improvement strategies, leading, coaching and inspiring a hard-working group senior leadership team of 5, whilst building and maintaining strong relationships with key stakeholders, including suppliers, industry partners and the board. With a focus on driving service excellence and optimal efficiency, the ability to align complex service delivery environments, across multiple sites and multiple departments is key. (Retail, Restaurant, Production, Procurement, Operations, Admin, Marketing, Finance & Facilities Management). The broader workforce is a mix of full time and casual staff, operating 7 days a week in a fast paced environment, dealing with very large volumes of customers. An environment where no two days will be the same. You will take the lead in developing and driving business improvement, change management and channel/service expansion strategies, as the business transitions from a management regime lead by its current entrepreneurial owners to a more systemised way of operating. You must be a champion of customer service excellence, food safety, quality assurance, and sustainable sourcing practices as core pillars of the organisation. Your focus is to continue to build a strong, deep and skilled team, drive ever growing sales revenues from each venue and support brand-building initiatives to enhance the group's market positioning and customer loyalty. About the Person You will have proven experience as a General Manager/CEO within the hospitality and/or retail sectors with an entrepreneurial flair and passion for service excellence. Exposure/knowledge around manufacturing will be seen as beneficial but not essential. You must be comfortable working from board level down to the shop and production floor, a strategic thinker by nature and a natural problem-solver. Tried and tested experience in developing dedicated high performing managers into senior leaders is a big focus and so a substantial track record here will be highly regarded. Strong business acumen and commercial experience with a focus on financial management and stewardship. Experience in driving revenue growth, achieving financial targets and improving business operations is essential. Working across 4 geographically spread sites, this will be a busy role that will not be a standard Monday-Friday 9-5. Energy, dedication, passion and commitment will be key! Please feel free to reach out to Felix Wood - Partner via Linkedin for a confidential discussion or apply directly on the below link.
Organisation: Our client completely dominates its sector and has done so for an extensive period of time. With a strong presence in the Australian market, the company is known for its high-quality products and commitment to innovation in food processing. It operates several production facilities across the country and has established itself as a trusted name in the food industry.Role: Support enterprise planning and reporting with a focus on budgeting, forecasting and management reporting. This role will be responsible for the successful functioning, optimisation and administration of the Enterprise Performance Management (EPM) and related processes to support business-critical planning and reporting. Provide analysis of financial data and performance reporting to support effective management and decision-making across the organisation. Actively involved in continuous improvement initiatives to support the delivery of the organisation's strategy. Key finance support for FP&A strategic projects providing financial analysis and modelling as required. The successful candidate will have: Minimum 5 years experience post-university qualification in a similar role within Corporate Finance or Financial Planning and Analysis functions CA / CPA qualified (or studying towards) Analytical mindset with the ability to interpret data and draw meaningful insights Excellent presentation and visualisation skills (storytelling) Strong Communication and Interpersonal skills Ability to collaborate and influence across multiple stakeholders Experience with budgeting, forecasting and management reporting Advanced Microsoft Office suite skills (especially in Excel and PowerPoint) How to Apply: If you would like to discuss more information on the role please apply or send me a direct email at wnichols@sharpandcarter.com.au
What is workplace diversity? Diversity in the workplace is about hiring employees who bring diverse identities to an organisation, reflecting an intersection of ethnicities, religions, physical abilities, races, sexual orientations, educations, life experiences and more. Workplace diversity isn’t merely a trendy term or optional feature within your organisation; it is an essential priority that influences the way your business operates, the community it fosters, and what your brand image looks like. Why is it important? Having a diverse workplace should be a core value ingrained in your organisation, as it allows employees to feel comfortable to share ideas, collaborate and feel respected at work. There are many benefits that result from workplace diversity: Enhanced creativity:By hiring diverse employees, you will gain fresh perspectives and unique ideas that set you apart from other organisations. Better customer understanding: A diverse workplace can more effectively engage with and understand a varied customer base, boosting customer satisfaction. Improved brand reputation:Being recognised as an employer that prioritises diversity will enhance your brand reputation and foster an inclusive reputation. Expanded talent pool: Hiring staff from differing cultures and backgrounds will naturally create a larger talent pool and extend attraction to a diverse range of talent. How to improve diversity in your workplaceThere is no quick fix that will single handedly elevate your diversity and inclusion efforts, but taking stock of your current staff demographics and prioritising a broad range of employees is a great start. Ensure that you connect your employees with personalised opportunities to increase job satisfaction and promote a diverse range of development options.Focus on creating a diverse leadership team to ensure that you lead from the top, and make sure to celebrate differences within your organisation. This will increase employee retention and promote an inclusive and comfortable workplace environment.
To attract top-tier talent for your company, a thoughtfully crafted job advertisement is essential. 90% of employers struggle to identify qualified candidates (Flynn 2023), which unfortunately stems from weak ads deterring strong applicants. It is important to understand why a job ad might not be grabbing the attention of strong candidates. Here are some reasons for the problem: Vagueness in job descriptions and necessary skills Creating an intimidating prospect by overemphasising job requirementsNeglecting career growth opportunities Lack of visual appeal To combat these issues, it is essential to know how to craft an ad that will appeal to your target candidates. Here are some strategies: 1. Create a compelling job titleTo capture a candidate's attention, avoid using generic titles and instead use descriptive words that highlight the unique selling points of the job. 2. Write an engaging job descriptionNot only must the title be captivating, but so must the introduction for the role. Start by highlighting the main aspects of the position and follow with the benefits and opportunities available. This will set an optimistic precedent for the candidate, indicating that the job is not just a tick-box role, but rather a developmental position. 3. Use key words effectivelyEnsure that you strategically include words that are industry specific, and intertwine these within the title, description, and qualifications sections.4. Showcase company values and culture In today’s landscape, candidates not only look for the perfect job, but also an aligning culture. Devote a section to highlight the company’s mission and values to help candidates understand the organisations culture and whether it is the right fit for them. 5. Format for visual appeal Ensure that you lay out the content in digestible sections, using bullet points, subheadings, and bolded words. This will draw attention to key details and visually entice candidates.6. Enhance with visualsIt can be overwhelming to look at a job ad that is purely word-based, so be sure to include relevant images that represent the role and company to increase visual appeal.Dedicating time and energy in crafting engaging job ads with these tips will make the advertised role stand out and and ensure recruitment success. Reference:Flynn, J. (2023) 20+ essential hiring statistics [2023]: Everything you need to know about hiring, Zippia. Available at: https://www.zippia.com/advice/hiring-statistics/#:~:text=90%25%20of%20employers%20struggle%20to%20find%20skilled%20candidates (Accessed: 04 March 2024).
Our recent 15-year milestone served as a celebration of our people and the business we have built together. Everyone has played a crucial part in creating this special organisation - from our Partners, Consultants and Graduates to our ESAs, Marketing Team, Finance Team, IT Support, and Commercial and Wellbeing Teams. We have all contributed to living and championing our culture and values, leading us to where we are today. Our CEO and Managing Partner, Stephen Carter, believes that “we are a group of people who are doing things differently. We are proving that care, trust, generosity, humility, and excellence lead to an incredibly successful place” as evidenced by our annual growth of 40%. To acknowledge this commitment and our purpose, we feel it is important to encapsulate our organisation's ‘Why?’ into a new Mission Statement. A statement that answers the questions, ‘Why do we exist?’ and ‘What do we hope to add to the world beyond the traditional foundations of recruitment?’.After much consideration and refinement, we present Sharp & Carter’s new Mission Statement: ‘To be a catalyst for a new era of work – where organisations unlock potential through prioritising people above all else.’We aim to set an example for the world by demonstrating that a culture of uncommon care is the key to unlocking the potential of both organisations and people. Not only are we passionate about our own team, but also about everyone that is involved with our company, making us an organisation that brings humanity and understanding to recruitment. We are immensely proud of our people for their efforts in creating this catalyst for a new era of work and recruitment.
Get ready to celebrate International Women’s Day (IWD) on March 8th! It’s that time of the year when we come together to honour the incredible achievements of women within S&C and reaffirm our commitment to diversity, equity, and inclusion within our business.This year’s theme is ‘Inspiring Inclusion’. Inclusion is how well and easily people can fully connect and engage with people across all types of differences. Practically, it is how businesses, leaders, and individuals provide ways that allow everyone across multiple types of differences, to participate, contribute, have a voice, and feel that they are connected and belong, all without losing individual uniqueness or having to give up valuable identities or aspects of themselves.Inspiring action is not just a statement—it's a call to action that aligns with our values. It reminds us that gender equality is a journey, not a destination, and each one of us plays a vital role in creating a more inclusive workplace. Let’s use this day to amplify the voices of women, challenge stereotypes, and advocate for equal opportunities in every sphere of life. We want YOU to be a part of the action. Here’s how:Make sure you attend your in office IWD celebration. By coming together, you not only show your support for gender equality but also acknowledge the unique talents, perspectives, and leadership that women bring to S&C. This sends a powerful message of appreciation and encouragement to the women who inspire us all. It is an opportunity to talk about their experience of workplace equality, breaking down barriers, and the importance of male allies.Making commitments to ‘inspiring inclusion’ is just the beginning; it's our actions that truly make a difference. We are asking teams to think of one practical action they can take to foster a more inclusive environment. Whether it is being aware of and managing our unconscious biases, ensuring all voices are heard when making critical decisions, or organising a community outreach event, every effort counts! You may want to on the commitments made during IWS 2023.We want someone passionate within teams to lead and keep the focus on this throughout the year. That person maybe a partner, director, manager or consultant – we all have a part to play. Email your team’s goals to HR by March 18th, 2024. Let’s make this International Women’s Day one to remember!We will share a resource to help you to create those commitments and action on our journey towards greater inclusivity and equality.How aware are you of your own unconscious bias?Unconscious bias refers to attitudes or stereotypes that influence our understanding, actions, and decisions in an unconscious manner. Being aware of it is crucial because it helps us reduce its impact on our decisions and behaviours. By acknowledging our biases, we can make more fair and objective judgments, leading to better outcomes in areas such as hiring, promotion, and overall interactions with others. Check out the Ted Talk of Gail Tolstoi Miller, an American recruiter and career coach with over 20 years industry experience and over 15,000 job placements. She shares her own personal story of unconscious bias in her recruitment decisions and how she now practically challenges. Cheers to the incredible women, at work, home and in our community who inspire us every day!
When presented with this question, the interviewer is seeking insights into your professional goals, and envisioning your future, dreams, and ambitions. They are interested in understanding whether your career aspirations align with the company's vision and structure. Ensure that your answers are meaningful, sincere, concise, and both aspirational and realistic. Demonstrate how your professional goals are interconnected with the value you can contribute to the company. The importance of career aspirations:Companies value your aspirations and motivations. Clearly expressing your career goals and commitment to improvement showcases your enthusiasm and direction in your professional journey. This not only strengthens your candidacy but also underscores your readiness to work diligently and enhance your skills—a quality highly prized by employers. Identifying your career aspirations:Discovering your true career aspirations involves a journey of self-reflection and growth, requiring an understanding of your interests, strengths, and values.Here are 3 tips on how to discover and pursue your career aspirations:Self-Reflection: Identify and acknowledge where your strengths, skills, and talents lie to align your aspirations with areas in which you excel.Exploration and Research: Explore various industries, job roles, and professions through resources like career websites and informational interviews.Goal Setting and Guidance: Establish short and long-term career goals, outlining the skills and experiences needed to fulfil these. So… the most important stage; how you answer the question, "What are your career aspirations?" When asked about your career aspirations in an interview: 1. Express Enthusiasm: Begin with enthusiasm and gratitude for the opportunity.Short-Term and Long-Term Goals: Share immediate career goals aligned with the position and briefly discuss long-term vision.Align with Company:Connect your aspirations to the company's goals and values.Emphasise Learning: Express eagerness to learn and grow professionally.Commitment: Conclude by highlighting your commitment to contributing meaningfully. Remember to keep your responses concise and tailored to the specific job and company. Personalising your answer demonstrates your genuine interest in the job.
As Sharp & Carter celebrates its 15-year anniversary this month, founder Stephen Carter shares 15 insights that have been instrumental in shaping the company's success. From the foundational importance of culture to the transformative power of trust, Stephen delves into the core principles that have guided Sharp & Carter's journey. Through anecdotes, reflections, and wisdom gleaned from years of experience, he offers a compelling narrative on topics ranging from leadership and employee engagement to the deeper purpose of business in today's world. Join Stephen as he explores 15 things he has learnt in 15 years that have contributed to Sharp & Carter’s success. 1. It all starts and ends with culture.The success we have enjoyed at Sharp & Carter has been primarily due to our culture of: Trust; Care; Generosity; Humility and Excellence. We have all heard the expression “Culture eats strategy for breakfast” and this has been very true for us. Over the past 15 years our culture has been a starting point in how we interact with our most important asset – our people, and it provides guidance when it comes to making decisions within the business. 2. What is and isn’t commercial?One of my favourite interview questions for C-level staff is “Tell me what the word commercial means to you?”. 99% of people talk about profitability, most talk about cost management, the better ones talk about value, but it always surprises me how few of them talk about sustainability. Over the past 15 years, we have found that the more decisions you can make that benefit the long-term sustainability of the business even if there is a short-term cost or downside, the commercially better off you are. 3. How do you ensure that your customer experience is excellent?Most senior executives are not front-line staff in dealing with customers. So how do you ensure that the people who are dealing with your customers are providing an outstanding experience? I like what Simon Senik and Richard Branson say on this and their approach has been the reason why we have won industry awards for our customer experience: “Customers do not come first. Employees come first. If you take care of your employees, they will take care of your customers”. Like it or not, no matter how much training you do, your customer experience is directly linked to your employee experience. 4. The importance of trust.In trying to run and control your business you will need to decide whether you prioritise policies and procedures or whether you prioritise trusting your people. At Sharp & Carter, we have policies and procedures, but we prioritise trust. We have found it a much more effective way to control the business and whilst it has similar downsides to policies and procedures it has delivered way more upside. 5. I am not the Oracle. "Psychological safety is the shared belief that it is safe to speak up in the workplace and take risks without fear of being blamed or criticised. Employees who feel psychologically safe are more likely to test the status quo, admit mistakes, view failure as a growth opportunity, and be their authentic selves". Your business will be so much more successful if you as a CEO or leader are not the sole source of ideas. More often than not the best ideas are going to come from your people and for them to share those ideas you need an environment where people feel valued, trusted, and secure. 6. Generosity.Lots of owners, entrepreneurs and leaders often criticise staff for being takers. “They just come in, do as little as possible and take their paycheck – their attitude is unbelievable!!” In fact, in most cases these people are “matchers” – they just match the generosity that they have received from the employer. If you want your people to “give” – “give extra effort”, “give extra time”, “give extra care” then it starts with the leaders and the business to be generous and be “givers” first. Lots of companies proudly proclaim that they need their people to do more with less. It is hardly surprising when this proves to be either unsustainable or a mirage. 7. You are leadership.As a leader, it is really helpful if you live your life in a way that other people are comfortable emulating. If you work 100 hours a week, and never see your children or your partner, then for lots of people that is not a price for leadership they will be willing to pay. Consequently, people will leave you because they don’t want that future. Additionally, if you are rude to the waiter, and talk about people behind their backs, then people won't respect what you do outside of work and will leave you because they don’t respect you. Who you are is a huge part of the effectiveness of your leadership. 8. Employee cost.Almost every organisation in the world says a version of “Our people are our most important asset”. But 95% of these organisations will also analyse their employee costs. Which is it? A cost or an asset/investment? Many fail to understand that when they reduce their employee costs they are reducing the investment in the most important part of their business. Any reduction in investment should be done very very carefully. 9. Talent acquisition.Your ability to attract quality people into your organisation will be the fuel for your future growth. Yet so many organisations do not spend nearly enough time on differentiating themselves as employers. When taking job briefs, we ask about the culture of the organisation and an unhealthy number of organisations say a version of “We have a supportive and caring culture where everyone works as a team”. It might be true, but it does not differentiate that organisation when talent is deciding who they are going to join. 10. Strategy is not a growth plan.Too often organisations confuse their growth plans as strategy. “We have a strategy to double our turnover to be $100 mill in the next 5 years”. This is not strategy. Strategy is better defined as “the continuous improvement of your competitive advantage”. The Sharp & Carter strategy is that we continually improve how we retain and support our people. From that strategy, we have grown at 40% p.a. for 10 years. 11. Feeling overwhelmed?Calmness is a word we use a lot at Sharp & Carter when talking about leadership. But in order to be calm you need to know where you are, whilst you try to undertake the confusing task of setting the direction of where you want to go. Tell the truth, be yourself, and at least you will always know your starting point even if the future direction is uncertain. 12. Embrace ownership.Stop blaming and deflecting. Everything that happens in your team or your business is your fault. The problem exists because you didn’t train correctly, you didn’t communicate clearly, you didn’t set the right culture etc. etc. If you take accountability for everything it empowers you to fix it. If it is someone else’s fault, then you are powerless. 13. Why does your business exist?If your business exists to make returns for shareholders it is unlikely to be enough for Gen Y onwards who want to contribute more to the world than making rich shareholders richer. You need to exist for bigger things that your people can get behind. At Sharp & Carter, we exist “To be a catalyst for a new era of work – where organisations unlock potential through prioritising people above all else.” 14. Greed kills businesses.Along with our culture, the other most significant factor in our success has been our Partnership structure. Essentially, we are an employee-owned business - there are 35 equity owners (all of whom work within the business) in Sharp & Carter. As an example of the power of not being greedy - in 2022 I owned 100% of a Supply Chain, Engineering and Operations recruitment business....... that didn't exist. I now own 17% of an incredibly successful one that does. Too often businesses try to take as much as possible in the deal and our experience underscores that having an ‘abundance mindset’ is incredibly powerful. 15. Businesses' responsibility goes beyond work hours.The predominant force of our time is business. It is no longer the church, the crown, or the government. Every business has a responsibility to their people, their customers, and their society. We have been able to drive a competitive advantage with our people by trying to help them navigate the inevitable challenges that happen outside of work. It has resulted in better engagement, lower turnover levels, and much higher productivity in our people. Our appointment of a qualified psychologist as our Head of Wellbeing and High Performance is tangible evidence of this approach. If anyone is reading this and wants to discuss culture and leadership, please do not hesitate to give me a call on 0411 543 833.
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