A 60 minute reset to reduce turnover in Western Sydney teams in Q1

Teams are back and the energy is mixed. Expectations feel fuzzy and this is when role issues surface. Most turnover is not about motivation, it is about drift. Workloads expand, priorities shift, job titles stay the same. If you want retention to improve this quarter, start with clarity. Not a restructure or a big project. Just a simple audit that forces alignment.

A role clarity audit is a short review of what a role is meant to deliver.
It compares three things.

1. The business plan for the next 90 days
2. The work people are actually doing right now
3. The outcomes the role is measured on

When those three do not match, performance drops and frustration rises.

You likely need a clarity audit if you are seeing any of this.

1. Great people feel stretched but cannot explain why
2. Decisions feel slow because ownership is unclear
3. Managers keep inheriting tasks that should sit elsewhere
4. New hires leave fast because the role is not what was sold
5. Senior people are doing work that should be delegated
6. Your job ads feel generic and bring generic applicants

This is built to run in one meeting per role.
One hiring manager. One stakeholder. One person who knows the work.

Write a single sentence that starts with this.
This role exists to.

If you cannot write it, the role is already drifting.

Keep it tangible.
Avoid tasks. Focus on outputs.

• Examples include.
• Reduce invoice backlog from X to Y.
• Launch the new onboarding process.
• Lift customer response time to under X.

Ask this question.
What work looks urgent but does not move the outcome.

Then decide what to stop, delegate or automate.

Write down what this role can decide without escalation.
Write down what needs approval.
Most frustration comes from slow decision loops.

Ask two direct questions.

1. What are you doing that is not part of this role
2. What are you not doing that this role needs

If the answers are uncomfortable, good.
You have found the real issue.

List the skills needed for the next 90 days.

Then list what support exists.

If there is a gap, you have two options.

1. Train and support the person in seat.
2. Hire to fill the gap.

• Clarity changes the employee experience fast.
• People stop guessing what success looks like.
• Managers stop shifting the goal posts.
• It also improves hiring.
• Your job ads get sharper.
• Your interviews become evidence based.

Most job descriptions fail because they list tasks.
Candidates want outcomes and context.

Use this structure instead

1. Why the role exists
2. What success looks like in 90 days
3. The three problems this role will solve
4. The stakeholders this role works with
5. The tools and systems involved
6. The capability needed
7. The growth path

You will attract people who have done it before.
You will also screen out people who want a vague role.

• Local hiring is competitive when the brief is clear.
• It becomes slow when the brief is vague.
• Western Sydney candidates move fast when they trust the scope.
• Clear roles also help you win people who have options across Sydney.
• Commuting is a factor. Flexibility is a factor.
• Scope and support are the deal breaker.