Amplify HR

Amplify HR Practical HR for forward-thinking Founders, CEOs, and Leaders. We make it easy to find and retain the right people and nurture your team

We’re excited to be partnering with the Institute of Public Accountants to deliver a new webinar series focused on some ...
26/05/2026

We’re excited to be partnering with the Institute of Public Accountants to deliver a new webinar series focused on some of the biggest people and leadership challenges facing accounting firms right now.

Across the series, Karen Kirton from Amplify HR will share practical, real-world strategies to help firm owners and leaders better manage their teams, improve productivity, and create healthier, more effective workplaces.

Topics include:

✔ Managing People Fundamentals

✔ Time Management

✔ Managing Multiple Generations

These sessions are designed specifically for public practitioners, firm owners, and team leaders navigating the realities of leading people in busy, growing firms.

No jargon. No overly complicated HR theory. Just practical tools and ideas leaders can apply immediately.

We’re looking forward to supporting IPA members across the series.

Links in comments



25/05/2026

The difference between psychological safety and psychosocial safety

These two terms are being used more and more in workplaces right now, but they are often confused.

In our latest Find Grow Keep podcast conversation, Peter Brace explains the difference in a really simple way.

Psychological safety is when it feels safe to say. Psychosocial safety is when it feels safe to stay.

Such an important distinction for leaders who want to create healthier, safer, and more supportive workplaces.

Was this a helpful way to think about it?

21/05/2026

Managers Avoiding Difficult Conversations? Here’s the Real Problem

One of the biggest signs a manager is struggling isn’t always poor performance. It’s avoidance.

Delayed feedback, unresolved tension and cancelled one-on-ones can quietly affect culture, engagement and retention long before leaders realise there’s a problem.

In this short video, Karen shares some of the warning signs we commonly see in growing businesses and why supporting managers properly matters so much.

18/05/2026

What looks like a people issue is often partly a work issue as well.

In small businesses, conflict can grow quickly when roles, priorities and expectations are not clear. What looks like a personality clash on the surface is often something more practical underneath.

If you are leading a team, this is such an important reminder before jumping to conclusions.

Have you ever seen conflict that was really caused by a lack of clarity rather than the people themselves?

"This person just isn't performing. Can you talk to them... you know.. as HR"If we had a dollar for every time we have h...
13/05/2026

"This person just isn't performing. Can you talk to them... you know.. as HR"

If we had a dollar for every time we have heard that....

One of the best things you can do for your team members is train them in how to have kind, clear, conversations. When everyone in your business is trained and has consistent practice, small issues don't escalate. Everyone has clarity over their roles and expectations. The culture thrives and so does performance.

When was the last time you practiced giving and receiving feedback with your team?

11/05/2026

Purpose and values are not just nice words for your website.

They shape how your business grows, who you attract, and how clearly you communicate.

In Find Grow Keep Episode 156, I unpack this with Jason Le and why it matters more than many small business owners realise.

What role do purpose and values play in your business?

04/05/2026

Most business owners do not plan to become the unofficial HR manager in their business.

It happens gradually.

You hire people, onboard them, answer questions, approve leave, follow up on issues, and remind managers to have conversations they should already be having. At first it feels manageable. Then the business grows and suddenly too much of your week is spent on people admin instead of growth, strategy, and leadership.

That is where better systems and smart automation can help.

Not to remove the human side of leadership, but to take the repeatable admin off your plate so you can focus on the work that actually needs you.

The goal is simple. Automate the workflow, not the relationship.

If this feels familiar, it might be time to rethink how your people processes are working in the business.

Book a free discovery call through the link in bio.

What is one people task that takes up more of your time than it should?

27/04/2026

Most people hear performance management and think of warning letters, awkward conversations and paperwork.

But good performance management should not start when things have already gone wrong.

It should start much earlier with clear expectations, regular feedback, recognition, support and accountability.

When your team knows what is expected and feels supported to do good work, performance conversations become a lot easier and a lot less reactive.

If you are only talking about performance when there is a problem, it may be time to rethink the approach.

How do you make performance conversations feel normal in your business?

20/04/2026

Have you ever felt like your business owns you?

I recently had Don Hett on the Find Grow Keep podcast. He is the founder of CleanKings, EarthyTabs and Crittiks.

At one point he realised something many founders experience but rarely say out loud.

The business was growing, but everything still depended on him. He described it as becoming a prisoner of his own company.

What changed things was being intentional about building systems, documenting processes and hiring people who were smarter than him in key areas.

Today CleanKings runs with a management team rather than Don being hands on every day.

If your business could not function without you, that might be the next leadership shift to focus on.

Have you ever felt like your business depended too heavily on you?

13/04/2026

If the people side of your business is taking up more headspace than it should, you are not imagining it.

People stuff is never just people stuff. It affects performance, culture, risk, and how much time and energy leaders have left to focus on growing the business.

Too often, HR is seen as policies, paperwork, and red tape. But good HR should create clarity, make leadership easier, reduce risk, and help build a business where people know what is expected and feel supported to do great work.

That is when HR becomes more than admin. It becomes something that genuinely strengthens the business.

What part of the people side of business do you think leaders underestimate most?

13/04/2026

If the people side of your business feels heavier than it should, you are not imagining it.

People stuff is never just people stuff. It affects performance, culture, risk, and your ability to focus on growth.

Good HR should create clarity, make leadership easier, and help build a business where people feel supported to do great work.

What part of leading people do you find the most challenging?

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