VisiCase Partners with ELMO Software

VisiCase and Elmo Partnership

VisiCase is proud to announce a formal partnership with ELMO Software – an award-winning, cloud-based HR & Payroll system designed to automate people-management tasks across the employee lifecycle.

VisiCase firmly believes that working collaboratively with other like-minded businesses can help solve the bigger challenges for our customers.

 The partnership between VisiCase and ELMO demonstrates a formal commitment between both companies to improve the overall experience of customers who use both systems.

 As part of this agreement, VisiCase has established technical integration with ELMO. This means critical information can be shared between both systems, helping streamline customer processes and operations while bridging gaps between multiple business functions.

About ELMO Software

ELMO offers a comprehensive suite of cloud HR, payroll and rostering / time & attendance software solutions that can be configured however your organisation requires, and these are available within a single dashboard and single user interface.

ELMO helps organisations streamline HR & payroll processes to increase productivity, efficiency and reduce costs.

For more information about ELMO, visit

About VisiCase

VisiCase is a leading Australian leading Care Management System (CMS) supporting hundreds of community service providers funded across a range of government programs including Aged Care and the NDIS.

We believe the hard work and dedication of every member of your organisation should be supported as much as possible. This is why we automate even your most complex processes, to help you manage tasks, people and business requirements.

For more information on VisiCase, please visit


Maximising the use of workplace technology

Workplace technology

5-minute read – Business Management Series – Workplace Technology

At one time or another, all of us were children. And if we were like most children, our attention span was relatively short.

We would get a new toy for Christmas or our birthday, and it would be wonderful – so new and shiny and interesting.

But after some time, perhaps a few months, perhaps over a day or a few hours, the novelty would wear off, and we would forget about the toy, and either go back to old toys we love, or find something more interesting.

As adults, workplace technology is somewhat like those toys from when we were kids.

When a new platform is rolled out across an organisation, it often comes with a lot of excitement.

There are usually launches, internal communications, training, and incentives or encouragement to adopt the software.

It is at that point, that most employees log in for the first time, try it out and start to buy into using it.

But again, just like those kids, sometimes, after a few days, weeks or months, employees can return to old habits – learning even the simplest of new systems can seem like extra work on top of what they already do.

Gradually they log in less and less, or only to use the necessary functionality. After a while, they can even get out of practice and forget their training.

When this happens, engagement with the system begins to decline, and the investment you made in exploring solutions, finding the right one and implementing, suddenly seems somewhat wasted.

And yet, you decided upon this solution for a reason. You determined it would bring value to your organisation, perhaps improving productivity and enhancing results.

So how can you make your time and efforts worthwhile? The simple answer is, don’t stop investing!

Keep communicating about your workplace technology

In the old world, pre-Netflix and all those other streaming services, if you wanted to see what happened on a television show, you had to tune in each week.

Unfortunately, even with a great desire to see what would happen, as adults, many of us have so many obligations and commitments, that days get away from us and it would be easy to forget when the new episode is scheduled.

To help us out, television networks would advertise; relentlessly reminding us of the time slot and cliff hanger associated with the next episode.

When it comes to workplace technology, you need to be that relentless advertiser.

Your teams have a lot going on, they have a lot of commitments.

They might like the software, they might understand it – they might even love using it, but if it is their habit to log into something else, and that something else still exists, there will be days when they take those shortcuts.

One short cut becomes another, and eventually, what was logging into the old process every now and then, becomes only logging into the old process, and the new platform is forgotten.

Don’t stop communicating about the software and reminding people of its benefits and functions just because it seems everyone has bought-in and adopted it.

Keep pushing it and promoting it and supporting it until it becomes the new habit, and your employees log into it out of routine as much as they do out of choice.

Keep up the training

Remember those toys? Remember what happened when you found something about it that you just couldn’t figure it out?

Sure, you gave it a try, but trying and failing is not very satisfying. Eventually, unable to work it out, you moved on and found a toy you knew how to use.

Again, workplace technology is no different.

Provide ongoing training that is mandatory for all employees, whether online or face-to-face.

This not only helps them figure out any of those frustrating bits that might have turned them away, it also regularly introduces them to new ways of doing things they may not have been aware of.

Make it a source of crucial information

A new intranet is one of the most common platforms in medium to larger organisation, regardless of industry, and it’s also one people tune into at the start, but often less and less over time.

And yet, it can be a crucial point for obtaining information, if you so choose!

Use your workplace technology to share information that employees NEED to know – this will encourage regular use.

As an example, workplace management software might be a good place to make rosters available, so employees must use it to find out when their next shift is.

A CEO might make a $100 prize available to the employee of the month, and the intranet might be the only place employees can find out if they won.

You have workplace technology because it provides an important service, so draw on its purpose to determine how you can use it to share crucial information or processes.

Make workplace technology available and accessible

Over the last few years, and especially in 2020, our workplaces changed dramatically.

While aged and disability care frontline staff were rarely office-based, now even those office staff have started to work offsite, from their homes.

In order for workplace technology to be used in the long-term, it needs to be easy to get to, no matter where your teams are.

This means taking the software to them, rather than making them go to the software.

Visicase’s workplace management platform is on the cloud, meaning users don’t need to be stuck in an office in order to use it.

Field workers can log in remotely, using any device, and do what they need to do, on our system, from wherever they are.

If you implemented software that is not cloud-based, it is likely, over recent years, developers have looked at making it more accessible or will.

Get in touch with your service providers to find out what options you have for taking your workplace technology to your people, rather than the other way around.


VisiCase provides an NDIS-ready business automation platform, built on powerful workflows. It helps you manage, streamline and optimise every component of your business, and its modules empower a positive employee and client experience.

Photo by Domenico Loia on Unsplash

Build better communication in your not-for-profit

Not-for-profit internal communication

4 minute read – Business growth series – Internal communication in not-for-profit organisations

Over the last few decades, our approach to leadership and business culture has changed.

As the day-to-day has become more demanding, we have expected employees to give more, and good leaders have learned their teams need to feel safe, supported and heard at work.

But we still have so much more to learn, and the best way to learn, is to listen.

In 2020, VisiCase asked not-for-profit frontline workers to identify workplace challenges that make it difficult or impossible for them to do their jobs properly.

Of the issues listed, poor workplace communication was marked at the highest level of challenge; considered a blocker to completing required tasks.

As organisational leaders, creating channels for clear, two-way communication is crucial to building a well-functioning and successful business.

Here are five ways you can improve your internal communication so your employees feel more valued and more aligned to your company.

1. Make leadership accessible

When new employees are inducted, so often, they hear the words, ‘we have an open door policy, come see me whenever you want to talk.’

Unfortunately, when it comes down to it, a lot of the time, those promised open doors are actually closed, and senior leadership only wants to hear from employees who directly report to them.

If you promise an open door policy, deliver. Ensure roadblocks like a full diary can be overcome with set open times for employee meetings.

For those of you who can’t deliver due to the volume of other leadership obligations, make it clear that while employees may not be able to come directly to you, they can pass on feedback through their manager or HR.

One way or another, make leadership accessible for real dialogue.

2. Introduce two-way digital communication platforms

While Covid clearly had a lot of negatives, one of the positives to come from it, was our commitment to making it easier for geographically dispersed employees to remain connected.

In doing so, we integrated Zoom into our daily lives, and many not-for-profit organisations even started to establish internal social media-style platforms, update their intranet, and make available shared project management spaces online.

The end of Covid should not mean the end of inclusion for employees who don’t work in head office, or perhaps don’t work in an office at all.

If your organisation did introduce these great measures during in Covid, commit to keeping those channels up-to-date and cutting edge, so they are useful and accessible.

If your organisation didn’t enhance its internal communication options during the pandemic, it’s not too late to do it now!

Dive into sites like Slack, Yammer and even Facebook for business, to see what is on offer.

3. Make feedback possible in your not-for-profit

Recently, in a client meeting, a not-for-profit CEO said it best when he stated, ‘hearing from our frontline staff is crucial, they are closest to both the problems and solutions that can help our business grow’.

Enabling your employees the opportunity to openly provide feedback on everything from how the business is running in their space, to how leaders are performing, without fear of judgement or malice makes for a truly strong business.

Employees – especially frontline workers – see the business from a different angle to leadership, so hearing their thoughts and insights might just lead to your organisation’s next great service, campaign or award!

4. Mandate regular contact between managers and reports

One of the challenges with being a not-for-profit manager is we all think we are very nice people (well, most of us think so!).

With that, comes the strong belief that if an employee has a problem or concern, they will feel comfortable approaching us to raise it and discuss it.

The fact of the matter is, even if you are nice, employees don’t always feel safe raising an issue. Or alternatively, they are looking to you to bring up the topic, or strike up conversation with them, so they can work their way into the discussion they need to have.

Unfortunately, if managers don’t regularly meet with their employees, or talk to them one-to-one, these opportunities may never arise.

An employee may never find the courage to book a meeting and bring up something that is bothering them.

Mandating regular one-to-one conversations between managers and their direct reports can ensure the opportunity for a crucial conversation is never missed.

Making sure managers are well-trained in supporting employees and communicating with them, will also help provide a safe and comfortable environment.

5. Do regular pulse checks in your not-for-profit

If yours is a medium or larger not-for-profit organisation, employees can feel like it is a challenge to be heard. Like their voice or their ideas or their feedback gets drowned out in the noise.

Regularly checking the ‘pulse’ or ‘temperature’ of the employee body, through short surveys and polls can help you better understand the REAL company culture, and any challenges your employees, and in turn your business, may be facing.

Surveys are incredibly simple, with up to 10 questions free on platforms like Survey Monkey and Online Surveys.

When creating the survey, try to have a mix of open and close-ended questions, so you get both clear feedback, and creative or insightful ideas.

Ensure question framing and language is not leading or intimidating so you don’t skew results and only end up with what you want to hear.

A robust and open approach to internal communication and feedback, from all levels of the business, is a foundation for growth and success.

If you’re in doubt, and you’re wondering if your organisation might be one of those struggling in this area, the best course of action, is to ask your employees.


VisiCase provides an NDIS-ready business automation platform, built on powerful workflows. It helps you manage, streamline and optimise every component of your business, and its modules empower a positive employee and client experience.

Image by Rusty Watson