RBizz Corporate Accountants - Resources #People

The value of old-fashioned customer service: getting customer feedback

Wed, 14 Jan 2026 02:45:50 +1100

The value of old-fashioned customer service: getting customer feedback

Without your customers, you have no business. It’s their engagement, loyalty and sales that power your cashflow and drive the business to new heights.

But when was the last time you reviewed your customer service levels?

And how often are you talking to your customers to find out if they’re happy, satisfied and still true advocates for the business?

Let’s dive into the power of great customer service and asking for honest feedback.

Why is customer service so important?

We live in a hybrid world, where customer interactions are as likely to take place online as they are in person. Customers follow you on social media and advertising can help you target specific customer demographics with almost forensic levels of detail.

But people buy from people, and that’s why treating your customers in an open, honest and welcoming way is so vital to the success of your small business.

What do customers want from your business?

Customer needs drive your business strategy (and if they don’t, then it’s time to review your strategy!). But what does the average customer want from your business?

On the whole, customers want:

- Reliability: Customers want your small business to consistently deliver on its promises, and to deliver your products/service on time, every time, without excuses.

- Personalised service: Customers want to feel known and valued as individuals. They like tailored solutions and responsive communication that’s aimed specifically at their needs.

- High quality: Customers expect your products and/or services to consistently meet or exceed their expected standards. They want their problem understood and solved, quickly.

- Clear communication: Customers like your communication to be clear, transparent and as simple as possible. They want to contact you easily and get prompt responses to all enquiries.

- Great value: Customers expect a good balance between price and quality. They want a product that adds value, but at a competitive price that they feel is fair.

Key ways to find out what your customers are thinking

Building relationships, understanding your customers and learning their basic needs sits at the heart of tailoring and updating your business strategy.

So, how do you find out what’s going on in your customers’ minds?

Here are a few ways to gather customer feedback and insights:

Post-interaction surveys:

Once you’ve made a sale, send the customer a short, targeted survey. Use this as a chance to ask why they chose your product/service and how they rated the interaction. Keep it short and concise, but look for the service pain points and highlight any areas that could be improved.

Engage on social media:

Actively monitor and engage with customer comments, mentions, and direct messages on your social media platforms. It’s a good idea to use polls or direct questions to gather opinions and collate more customer data. This shows customers their feedback is valued and acted on.

Direct feedback forms/buttons:

Put easy-to-use feedback forms or feedback buttons on your website, app and e-commerce store. This gives customers a convenient, non-intrusive way to share their suggestions or report issues. It’s quick, simple and gives you instant direct feedback from your customer base.

Incentivised feedback programs:

Offer small incentives (discount codes, loyalty points) for completing surveys or providing detailed feedback. This boosts your response rates and encourages customers to invest some of their time in offering constructive criticism.

Personalised follow-ups:

For more complex services or larger projects, make sure you have post-project meetings or personalised email/phone follow-ups with the customer. This is a great forum for customers to give feedback and get the snags, frustrations, high points and wins off their chest.

You’ll get deeper qualitative insights and it demonstrates a commitment to open communication.Start talking with your valued customers

Your customer base is one of the most valuable assets in your business. So, make sure you’re using every channel possible to talk to your customers and meet their expectations.

If you’re looking for more advice on relationship building, please do come and chat to the team. We’ll help you improve your customer strategy and nurture your relationships.

....

Hiring staff for your business

Mon, 08 Dec 2025 11:28:12 +1100

Hiring staff for your business

Recruiting new employees is a vital part of your growth as a business. As your company expands, you’ll need more people in specific roles and a larger workforce in general.

But once you’ve found the right person for the job, what are the key things to consider?

Here are four key elements to include in your hiring checklist

1. Get the legal side in place

Make sure you issue a clear, written employment contract that outlines all the key details of the employment. This will include the role title, hours worked, location of work, pay rate and any included benefits and bonus entitlements, etc.

It’s also important that you’re compliant with the Fair Work Act, which governs all legislation relating to employment in the workplace.

2. Add the employee to your digital systems

As soon as your new employee starts working, add their details to your payroll system. You will need their tax file number (TFN) and their superannuation details, so you can pay them correctly through Single Touch Payroll and make tax and super deductions from their wages.

You’ll also need to add their personal details to your HR system, so everything’s set up for leave requests, performance reviews and recording their employment records and training, etc.

3. Plan the onboarding journey

Making your new employee familiar with the business is vital. Put together an onboarding process for your employee that covers orientation, training and an overview of the business.

This onboarding will cover both their specific job responsibilities and mandatory training on Work Health and Safety (WHS) policies and site procedures.

4. Manage their superannuation choice

Provide your new employee with their Superannuation Standard Choice Form. This allows the employee to nominate their preferred fund. It can also be used to sign the employee up to the company’s default super fund.

You’ll be required to register each new employee and to make the necessary contributions correctly via a SuperStream compliant method.

Getting it right from the start

Whether you’re a new start-up or an established business, it’s important to cover all the right bases when taking on a new employee.

Our team can help you put together a hiring checklist to ensure you’re meeting all your legal, HR and payroll requirements.

Accessing funding for your female-led businesses

Fri, 07 Nov 2025 18:34:28 +1100

Accessing funding for your female-led businesses

Female-led businesses have much poorer access to business funding than their male counterparts. In fact, in 2024, only 2% of global venture capital funding went to female-only founding teams, according to research by the Founders Forum Group.

The World Economic Forum estimates that, globally, the finance gap for women entrepreneurs is $1.7 trillion, with male-led start-ups and businesses receiving the majority of funding.

But why does this gender disparity exist? And what are the available routes to funding that your female-led business could consider when looking for additional finance?

What causes the gender disparity in access to funding?

Advisory goes beyond compliance. It’s about interpreting financial data, spotting trends, and providing insights to guide decision-making. Advisory services can include budgeting, forecasting, risk management, pricing strategies, and even succession planning.

What actually causes this gender disparity in funding?

Investor bias: A lack of diversity in the investment world leads to unconscious bias, with investors more likely to favour male-led teams over female-led teams.
Networking disparity: Female founders can lack access to the male-dominated professional networks where the majority of funding deals originate, making it harder to find investors.
Perception of industry and scale: Investors tend to fund high-growth, male-dominated tech sectors, while female founders are more likely to start businesses in sectors that are perceived as less scalable or less attractive to venture capitalists.

Historically, it may be more difficult to find the funding you need as a female-led business. But perceptions of female entrepreneurialism are changing, and many institutions are doing their best to address the gender disparity – making it easier to find the funding you need.

Five different routes to funding and how they differ:

1. Flexible loans from specialist lenders

There’s a large choice of specialist business lenders that can offer fast and straightforward access to small business loans.

Applying for a loan with these non-bank lenders is generally faster than applying to the big banks and has less emphasis on traditional business credit checks. Non-banks tend to assess your creditworthiness based on your current and future business performance and ability to repay the loan.

2. Government, local and charitable grants

Unlike a business loan, money you receive from a business grant does not have to be repaid. Grants are usually used to incentivise enterprise within specific areas or industries.

Grants for female-led businesses are offered through a variety of sources, so it’s a good idea to check government and regional websites to check what grants are available. You’ll need to meet the grant’s eligibility requirements to access the funding.

3. Private investors and venture capitalists

Private investors can be a fundamental source of funding when you’re starting your business, or looking to scale up the company.

Angel investors are private individuals who invest their own money into your business, in exchange for equity (usually shares) in the business. Venture capital companies and private equity companies invest in similar ways, but on a larger scale. Any kind of equity investment will mean giving up some ownership of the business (reducing your overall control of the company).

4. Crowdfunding

Crowdfunding platforms, like Kickstarter, give you a way to raise funds through contributions from a large group of interested investors or customers.

You can secure small contributions from multiple individual investors or donors to fund a project, campaign or new business venture. With some platforms, you can also sell your product directly to ‘early bird’ investors, allowing you to raise capital early and boost cashflow.

5. Tax breaks and incentives

Tax incentives are a way for you to lower the overall tax liability of your business, usually through tax credits, deductions or specific industry incentives.

By lowering your tax liability, you’ll end up paying less tax at year-end. This helps you keep more of your profits, giving you more capital to invest back into the business.

Working with you to create a funding strategy

Perceptions of female entrepreneurs are changing for the better. But it’s still vital to have a clear, detailed funding strategy to drive investment in your female-led business.

If you’re ready to kickstart your business, come and talk to our team. We’ll work with you to define your business plan, funding strategy and financial management.

Gen Z in a Boomer workplace?

Wed, 27 Aug 2025 15:59:36 +1000

Gen Z in a Boomer workplace?

Gen Z workers may not be able to slide seamlessly into a workplace that was designed for Baby Boomers.

Managing Gen Z – those workers born between the late 90s and the early 2010s – is proving to be a challenge for even the most hardened people managers and supervisors. Some managers view Gen Z employees as ‘unprofessional and immature’, but is that a fair assessment?

And if you have a large Gen Z workforce, what are the key ways to encourage their talents, while managing them in a way that suits the needs of both the worker and the business?

A recent survey by Resume Templates spoke to 1,000 US people managers to gauge their opinions on managing a Gen Z workforce. Worryingly, the survey found that 7 in 10 managers liken supervising Gen Z to babysitting or parenting.

On the whole, the study shows that some Gen Z workers lack what people managers see as the fundamental skills and behaviours of a professional worker.

Why does Gen Z act so differently to previous generations?

Gen Z workers grew up as digital natives and are used to instant access to information and constant online communication. This can make the traditional, hierarchical communication methods we’re used to in the workplace feel slow, inefficient and…well, kinda boring.

The COVID-19 pandemic also profoundly impacted Gen Z’s entry into the workforce, often delaying the development of critical in-person ‘soft skills’ like professional etiquette and non-verbal communication.

Gen Z workers have different values to preceding generations. They have a far greater focus on work-life balance, their own mental health, and their personal values and morals.

They want work that has a purpose and a transparent, flexible working environment, often prioritising these factors over a traditional career ladder.

As a result, they may challenge established norms in the workplace, which can be perceived as immaturity or unprofessionalism by older generations.

4 ways to get the best from your Gen Z workers

If you’re used to a certain way of working, and an immovable way of managing younger employees, you’re unlikely to get the best work from your Gen Z workers.

As a good people manager, your responsibility is not just to enforce a static way of working. It’s also to look for ways to refine, update and improve your processes, so they work well with all generations in the workplace.

To inspire your Gen Z workers:

Provide frequent and and highly specific feedback

Gen Z thrives on real-time feedback, not annual reviews. Be direct, specific and consistent in your praise and constructive criticism. This helps to guide your younger workers’ development and show them that their work is valued – a key driver for Gen Z workers.

Embrace technology and modern AI tools

As digital natives, Gen Z workers expect to use modern technology in the workplace. Give them user-friendly digital tools, collaborative online platforms and AI apps to help them work more efficiently and feel like they work in a supportive, tech-savvy environment.

Connect work to a larger purpose

Gen Z wants to feel that their work matters. Be clear how their tasks contribute to the company's mission and its positive social impact. Get your workers involved in community projects and charitable work. This gives their work meaning beyond just a pay check, increasing motivation.

Offer Clear Growth and Development Paths

This generation is ambitious about career progression and skill development – they want to hit their career goals fast. Provide a clear career path, mentorship opportunities and access to skills training. This gives Gen Z a tangible path to growth within the company.

Your management style has to be both agile and flexible, and that means keeping up to date with the latest in people management and HR thinking.

Do you have an Ideal Customer Profile?

Mon, 18 Aug 2025 12:08:09 +1000

Do you have an Ideal Customer Profile?

Knowing your customers inside out is one of the major keys to making your business a success. But how much research have you done into the persona of your ideal customer?

Having an Ideal Customer Profile is foundational to your sales and marketing strategies. But many small and micro businesses don’t have a drilled down customer profile.

Let’s explore what an Ideal Customer Profile is and how it refocuses your strategy.What’s an Ideal Customer Profile?

Your Ideal Customer Profile (ICP) defines the type of company or customer that’s most likely to buy and benefit from your small business's products or services.

The ICP outlines key characteristics, needs and pain points, helping you to guide your sales and marketing efforts to target and acquire the most valuable clients. How to use your ICP to drive your sales and marketing efforts.

By defining a clear and detailed ICP, you provide the foundations for targets and effective sales and marketing activity.

With this ICP in place, you can focus your marketing spend on channels used by your ideal customer, tailor messaging to address their specific pain points, and refine your sales pitches to highlight the most relevant and engagement benefits.

This targeted approach increases your conversion rates, reduces the wasted effort of poor targeting and, ultimately, boosts the efficiency of your sales function.

5 elements to include in your ICP

To create a useful ICP, it’s important to do your homework and to drill down as deeply as possible into the details of your customers, their needs and their demographics.

To create an effective ICP, here are five elements to include in your profile:

Demographics and firmographics:

Define the basic traits of your perfect customer. For business-to-consumer (B2C) companies, this will be things like age, location, income bracket. For business-to-business (B2B) companies, you’ll focus on the client’s industry, size and revenue etc.. This foundational data helps segment your market and target customers more precisely and efficiently.

Pain points and challenges:

List the specific pan points your ideal customer faces, and that your product or service solves. By understanding these customer issues and needs, you can deepen your messaging and offer the most direct, empathetic solution to the customer’s problem.

Goals and aspirations:

Find out what your ideal customer wants to achieve, both personally and professionally. Knowing their objectives helps you align your solution to these specific goals, helping you to add real value for the customer as a trusted and understanding vendor.

Buying triggers and process:

Delve deeply into what prompts your customer to look for a solution and their typical purchasing journey. This helps you time your marketing efforts effectively and tailor sales strategies to the customer’s preferred decision-making path.

Preferred communication and social channels:

Pinpoint the marketing channels where your ideal customer finds information about a potential purchase. Also find out where they engage with your business (and others) through social media. These insights help to guide your marketing to the most effective platforms, giving you the best possible chance of engaging the target, converting them and, potentially, turning them into both a follower and a customer.

Having a thorough and detailed ICP is foundational to your sales and marketing. It gives your sales activity a specific focus and allows you to understand which marketing channels are most likely to deliver the results you’re looking for.

The value of old-fashioned customer service: getting customer feedback

Sun, 10 Aug 2025 19:44:25 +1000

The value of old-fashioned customer service: getting customer feedback

Without your customers, you have no business. It’s their engagement, loyalty and sales that power your cashflow and drive the business to new heights.

But when was the last time you reviewed your customer service levels?

And how often are you talking to your customers to find out if they’re happy, satisfied and still true advocates for the business?

Let’s dive into the power of great customer service and asking for honest feedback.

Why is customer service so important?

But people buy from people, and that’s why treating your customers in an open, honest and welcoming way is so vital to the success of your small business.

What do customers want from your business?

Customer needs drive your business strategy (and if they don’t, then it’s time to review your strategy!). But what does the average customer want from your business?

On the whole, customers want:

- Reliability: Customers want your small business to consistently deliver on its promises, and to deliver your products/service on time, every time, without excuses.

- Personalised service: Customers want to feel known and valued as individuals. They like tailored solutions and responsive communication that’s aimed specifically at their needs.

- High quality: Customers expect your products and/or services to consistently meet or exceed their expected standards. They want their problem understood and solved, quickly.

- Clear communication: Customers like your communication to be clear, transparent and as simple as possible. They want to contact you easily and get prompt responses to all enquiries.

- Great value: Customers expect a good balance between price and quality. They want a product that adds value, but at a competitive price that they feel is fair.

Key ways to find out what your customers are thinking

Building relationships, understanding your customers and learning their basic needs sits at the heart of tailoring and updating your business strategy.

So, how do you find out what’s going on in your customers’ minds?

Here are a few ways to gather customer feedback and insights:

Post-interaction surveys:

Engage on social media:

Direct feedback forms/buttons:

Incentivised feedback programs:

Personalised follow-ups:

You’ll get deeper qualitative insights and it demonstrates a commitment to open communication.Start talking with your valued customers

Your customer base is one of the most valuable assets in your business. So, make sure you’re using every channel possible to talk to your customers and meet their expectations.

If you’re looking for more advice on relationship building, please do come and chat to the team. We’ll help you improve your customer strategy and nurture your relationships.

....

The R words: relationships, rapport, retention

Fri, 04 Jul 2025 10:50:08 +1000

The R words: relationships, rapport, retention

Your business grows by attracting new clients. However, retaining existing customers may cost less and yield greater returns. The Harvard Business Review found that acquiring a new customer may cost five to 25 times more than keeping an existing customer, and that increased customer retention can enhance profitability.

Develop a robust retention strategy with strong client relationships:

Identify common ground
Ask questions, listen and build rapport
Make clients feel welcome
Establish trust, under-promise and over-deliver

Train your team so that customer care is consistently excellent.

It’s easier to build trust when you’re face to face. Online touchpoints need to be consistent too. Consider ease of use, responsiveness and follow up. Is the path from automated contact to personalised contact and service delivery seamless from the customer’s point of view? Dig into users’ experience to see how they perceive interactions with your business.

Back up service delivery with:

Social media presence, putting a face to your business
Email personalisation
Rapid response. Show clients you respect their time because it – like yours – is valuable
Data analysis. Different demographics may have different preferences for how they connect with your business. Some are comfortable with chatbot interactions while others may be turned off, valuing personal contact they perceive as authentic.

All this helps your business stand out, so people remember you and tell their friends and colleagues. Great client relationships help your business attract new clients as well as repeat business. The three Rs are key to long-term success.

....

How to embrace neurodiversity in your team

Wed, 25 Jun 2025 16:53:51 +1000

How to embrace neurodiversity in your team

People come in all shapes and sizes – and this applies equally to how our brains work.

Research in neurodiversity has shown that we all think in different ways, and that there’s no single ‘hard-wired’ way for our brains to work. This diversity can be a major asset, but it also has an impact on how you manage your team and the ways your employees will choose to work.

What neurodiversity means for you as a people manager

Neurodiversity is the description of the variations that exist in the workings of the human brain and mind from person to person. Some of us have brains that work in a more standard or ‘neurotypical’ way. Others of us have more neurodivergent brain types, where the way our brain functions differs from the neurotypical blueprint. Neither is ‘better’. They are just different and this is key to grasping the varied ways that your team members may approach a problem, or choose to work.

A rough guide to the various types of neurodiversity

Employees who identify as neurodiverse are not all the same, and will have specific needs, superskills or work preferences that define how you can maximise their input in your workforce.

Let’s take a look at some of the more well-known types:

The pros and cons of having a neurodivergent team

Each type of neurodiversity has its own unique strengths and challenges. For example, people with ASD may have difficulty with social interaction but can be exceptionally good at problem solving. People with ADHD may have difficulty with focus and concentration but may be very creative, energetic and full of incredible ideas.

It is important to understand the different brain types and how they affect the way we work. This helps you become a more effective and empathetic manager, while also creating a more inclusive workplace where everyone in your team feels comfortable and happy.

Flex your people management to accommodate neurodiversity

Different people need different management strategies. This is true of neurotypical employees as much as neurodiverse workers. But there’s a real imperative to flex your management style when working with neurodivergent people. A process, task or approach that works for YOU may be totally wrong for a person living with ASD, ADHD or any of the many different neurodiverse conditions.

Here are some tips for getting the very best from your neurodivergent employees:

Be clear and concise in your communication – avoid using jargon or technical language that your employees may not understand. Explain tasks, briefs and requests in the simple terms and use plain English wherever you can.
Provide written instructions whenever possible – written instructions will help your employees remember the tasks and what’s required of them. Factor in that people with dyslexia will prefer a non-written option, or an alternative strategy.
Break down complex tasks into smaller steps – a lack of focus and concentration can make complicated tasks a potential hurdle. Set out each step that’s needed in the process, but keep this outline simple and easy to understand.
Offer regular feedback and support – neurodivergent people want to get their work done the same as anyone else. When you offer support, this helps to reduce the hurdles and smooth out any anxieties the person might be having.
Create a quiet and distraction-free environment – some people will need a ‘quiet space’ to work in. Ensure that your workspaces have options, so people who need silence have somewhere to work, while others can be noisy and energetic.
Embrace your people’s skills – people with ASD may be your technical superstars, understanding your product inside out and solving incredibly complex problems. Employees with ADHD may well be your creative thinkers, firing out sales and marketing ideas that no-one else has thought of. Know each person’s skills and play to their strengths, to create real diversity and flexibility in your team.
Be understanding and accommodating of individual needs – empathy is a vital trait for a people manager. Try your best to understand the diversity in your team, and how there are many different ways for an employee to complete the same goal. Being an empathetic and understanding people manager will get the very best out of everyone on the team, making you stronger as a diverse unit.

Diverse business teams deliver 60% better results and make better decisions in 87% of cases. With a better grasp of how different minds work, you make your employees feel more valued, and create a team that uses its skills in the most productive ways.

When you embrace the diversity of your team, you create a more innovative and creative workplace – and the key to this is getting on board with everyone’s core strengths.

Are you hiring the best talent for your business culture?

Thu, 04 Apr 2024 15:35:00 +1100

Are you hiring the best talent for your business culture?

Your people are a vital asset, so when you hire a new starter it’s critical that this new employee fits perfectly into your operations, your culture and your values as a company.

But how do you know if a potential hire is a ‘good fit’? Will they drive your business to bigger and better success, or could this new employee become a potential spanner in the works?

    - Be transparent about your company values
Your company values are central to your mission as a business. So making sure those values are clearly outlined and shared is essential for hiring the right talent. By clearly defining and sharing these fundamental values, you’ll attract candidates who share your ethics, values and core motivations – making them a great potential fit for your company culture.

To do this:

- Identify your core values and what’s important to you as a business and an owner.
- Communicate your core values to your employees and all new starters
- Live your values. Reflect them in the way you do business and how you treat people

    - Communicate your values, mission and culture in your job advert

When you’re hiring, this process isn’t just about you choosing an employee – it’s also about a worker choosing your company and understanding what you stand for. Make sure your job advert gives the best possible indication of what the job entails, but also what you’re like as a workplace. This is a great way to appeal to like-minded people with the best skills.

When advertising and interviewing:

- Describe your mission and ask candidates if they are on board with these goals
- Talk about your culture and ask candidates why this might appeal to them
- Paint the most honest and appealing picture of your workplace

    - Ask interview questions that reveal the real candidate

You obviously want to know that a prospective hire has the right mix of experience, knowledge and professional skills. That’s a given. But it’s also sensible to ask questions that reveal more about their underlying values, morality, work ethic and interpersonal skills. This will help you to assess whether the candidate is a good fit for your company culture.

Here are some examples of interview questions that did a little deeper:

- What do you look for in an ideal employer? And how important are their core values?
- Tell us about a time your faced conflict in the workplace, and how you resolved it
- Our culture is front and centre. How do you see yourself fitting into our culture?
- How do you see your career evolving as a valued team member in our business?

    - Ask your team for feedback on candidates

You may think a candidate is the bee’s knees, but what do the rest of your team think? Gauging the opinions of your management team and other team members is vitally important. These people will be working directly with this new hire, so they have to get a good vibe from them.

To encourage objective feedback, give your team members a chance to meet the candidate and take their feedback into account when making a hiring decision.

    - Monitor your new hire and have regular, ongoing performance reviews
Once you’ve made a hiring decision and have a new employee on the team, it’s vital to have regular and ongoing informal catch-ups and more formalised performance reviews. This helps you to measure how your new employee is settling in. It’s also an opportunity to gauge whether there are areas where they may need support from you and the wider team.

Don’t hold back. Be as open and transparent as possible:

- Ask them how they’re feeling about their role, workload and their performance so far
- Check their progress against set targets and objectives for their first three months.
- Find out if they need help, support, further information or more onboarding support.
- Check if they feel they are fitting into the team, and if they are feeling happy
- Look out for potential issues that may be causing conflict in the team.

Having the very best talent in your team is central to achieving your goals for the business. So, making sure you hire the right people is actually a business-critical decision to make.

FBT record-keeping simplification - determinations finalised

Sun, 24 Mar 2024 17:51:00 +1100

FBT record-keeping simplification - determinations finalised

First announced in the 2020–21 Federal Budget, a bill introducing legislative amendments aiming to simplify FBT record keeping obligations received royal assent on 23 June 2023.

Before the enactment of this measure, you were required to obtain and maintain a number of employee declarations and other prescribed forms each FBT year, all before the lodgment due date. With the introduction of this measure, the Commissioner has the power to apply your existing corporate records as substantiation documentation to comply with these record-keeping obligations.

Record-keeping options for employers

Previous law — employers must keep and retain the designated statutory evidentiary documents in the approved form for each fringe benefit for FBT-record keeping purposes.

New law — employers have the option, for each fringe benefit, to:

• rely on adequate alternative records (as determined by the Commissioner) which contain the information required for FBT record-keeping purposes, or

• keep and retain the designated statutory evidentiary documents in the approved form for FBT record-keeping purposes.

Adequate alternative substantiation records

Factors the Commissioner may specify and consider when issuing a determination will include:

• one or more years of tax

• one or more classes of individuals

• the classes of statutory evidentiary documents applying to the relevant fringe benefit, and

• the kind of alternative documents or records an employer may use to satisfy their record-keeping obligations.

Information sources may include, but are not limited to employment contracts, payroll records, job descriptions etc.

Treasury has finalised, as per Commissioner's directive, 11 FBT determinations that provide details of the adequate alternative records that will be accepted by the commissioner as an adequate alternative to the relevant employee declarations.

We anticipate more such determinations to be released in the due course. Please feel free to reach out to us if you wish to learn more about these draft determinations.

Contact us

We can assist you with navigating through the changes and prepare a record-keeping checklist for you once more information is on hand.

Should you have any queries, or if you would like to discuss further, please feel free to contact our office.

RBizz Corporate Accountants - Resources #People

The value of old-fashioned customer service: getting customer feedback

The value of old-fashioned customer service: getting customer feedback

Why is customer service so important?

What do customers want from your business?

Key ways to find out what your customers are thinking

Post-interaction surveys:

Engage on social media:

Direct feedback forms/buttons:

Incentivised feedback programs:

Personalised follow-ups:

Hiring staff for your business

Hiring staff for your business

Here are four key elements to include in your hiring checklist

Accessing funding for your female-led businesses

Accessing funding for your female-led businesses

Working with you to create a funding strategy

Gen Z in a Boomer workplace?

Gen Z in a Boomer workplace?

Do you have an Ideal Customer Profile?

Do you have an Ideal Customer Profile?

5 elements to include in your ICP

The value of old-fashioned customer service: getting customer feedback

The value of old-fashioned customer service: getting customer feedback

Why is customer service so important?

What do customers want from your business?

Key ways to find out what your customers are thinking

Post-interaction surveys:

Engage on social media:

Direct feedback forms/buttons:

Incentivised feedback programs:

Personalised follow-ups:

The R words: relationships, rapport, retention

The R words: relationships, rapport, retention

How to embrace neurodiversity in your team

How to embrace neurodiversity in your team

Autism spectrum disorder (ASD)

Attention deficit hyperactivity disorder (ADHD)

Dyslexia

Dyspraxia

Other neurodivergent types to be aware of

Are you hiring the best talent for your business culture?

Are you hiring the best talent for your business culture?

FBT record-keeping simplification - determinations finalised

FBT record-keeping simplification - determinations finalised