Ready to explore a new way to grow your business? Here are some tips, tools and stories to help you on your way.
Across the energy sector, there’s been a cultural shift over the last decade. At Contact Energy, that meant an overhaul of processes and leadership around health and safety. The result? A huge change in organisational culture.
“Our people are more empowered to make their own decisions, and assess risk - without the fear of blame or judgement if things go wrong.”
“AskYourTeam allowed Oil Intel to easily distinguish what areas employees felt needed to be improved.
AskYourTeam enabled us to pinpoint those areas that were most important to our people”
Read how Smith&Smith achieved better productivity and business performance by taking the guesswork out of leadership.
“As a leader I don’t guess anymore. I know exactly what to focus on to get the biggest improvements out of my team.”
Read how Swanndri built a more collaborative workplace and accelerated their growth curve with AskYourTeam.
“It allows for everyone to have an equal voice, not just management or the vocal few.”
Learn how the Canterbury Employers Chamber of Commerce built a culture of continuous improvement with AskYourTeam.
“It reinforces that continuous improvement is a really important part of any business.”
Workplace culture starts with involvement
Productivity grows out of involvement. If you want to build a more productive workplace culture, involve your people more meaningfully in your business.
How do we get balance in all respects?
How to get more women into senior roles? How to better celebrate the achievements of women? How to balance the demands of family and career? Jen McKay discusses how do we get a better balance in all respects.
Collaborative teams are units that bring together individuals with unique, disparate skill sets for a defined goal. Jude Manuel discusses how best to facilitate collaboration in an agile world.
How #MeToo has changed HR forever
The impact of the #MeToo movement has been far-reaching. What started as a campaign to build a conversation around sexual violence has gone on to permeate many aspects of our culture.
Beating the bullies
New Zealand has a shameful history of workplace bullying but there’s a growing movement among workplace culture experts to stamp it out. AskYourTeam CEO Chris O’Reilly investigates.
Today’s businesses are moving on from engagement, focusing instead on their employees’ experience of work and tapping into what they think, says Jude Manuel.
Checking the pulse
A new breed of digital HR tools in creating a people-led business revolution and providing a content read on the HR health of an organisation.
What is this thing called workplace empowerment?
When a person is genuinely empowered in their job and involved in their organisation, they will become highly engaged, productive, loyal and keen to share their ideas and talk about what they do with colleagues by default.
Attraction and retention of millennials through learning and CSR
Business success depends on having an effective career development strategy in place, but what role does workplace learning,and CSR play in the attraction and retention of millennial?
Creating a culture that inspires employee loyalty
Helping senior leaders to understand that they are an integral part in inspiring employee loyalty enables them to acknowledge the value of other people’s ideas and input.
From talent to team: HR’s generational change
Talent is no longer regarded as a raw material in the economic equation to be retained for the productive working life of a human, but something to tap into according to the changing needs of the organisation at any moment.
Are you implementing a culture of empowerment in your organisation?
Genuine cultures of empowerment can only come about when leaders realise that empowerment isn't an act of benevolence toward those lower down the pecking order than them.
How to make Continuous Performance Management work?
Performance appraisals are widely unpopular with both staff and managers. People are now querying whether annual performance reviews and ratings are best serving the needs of organisations and individuals.
A time to reflect, redefine and upskill
In an age of disruption and transformation, career transitions are the norm. Equipping people with the skills to move on will differentiate an organisation in the eyes of those who remain.
The dictator is dead. Killed by technology.
The industrial age command and control leadership is dead. It was killed by digital technology that allows people throughout an organisation to have their say in how it should be run.
Anonymity key to overcoming unconscious bias
Unconscious bias is the great unsolved problem of modern HR and one of the intractable barriers to building a truly diverse organisation. Almost all people hold subtle biases based on gender, ethnic and other differences and we are surprisingly powerless to do much about it.
Digital tools create a people-led business revolution
In the past decade, the operations side of business has been revolutionised by digital connectivity. Now the smart businesses in every industry are looking for the next advantage by redesigning their organisations using a new class of digital tools and analytics driven data.
Wisdom from Women -New Zealand women leaders on leadership
What makes a great leader? Watch four inspirational New Zealand female leaders sharing their views and thoughts on the topic this International Women’s Day.
Building workplace cultures where unsafe behaviour is not tolerated
The consequences of allowing bullying to survive in a workplace culture can be profound. From mental health issues to lost productivity and talent retention problems, bullying has the potential to undermine an organisation and cause serious harm to its members
Why the future belongs to HR
There has been a seismic shift from management by engagement to leadership by involvement that is changing the way we think about everything from the war for talent to how we build organisational culture.
Strengths and Weaknesses of New Zealand Leaders
Powerful new benchmarking insights have been made available for the first time from leadership survey AskYourTeam into the strengths and weaknesses of Kiwi leadership.
5 Tips for Transitioning from an Engagement Survey to AskYourTeam
After years of using a traditional engagement survey, Smith&Smith made the transition to AskYourTeam. Pati Bloor, Smith&Smith's People and Leadership Director, shares her top five tips for a successful transition.
AskYourTeam: A System Your Leaders Will Love
Throughout my years as an organisational development specialist, I've noticed leaders are sometimes less-than-enthusiastic about 'HR' initiatives such as engagement surveys. I think that's understandable.
Engagement: Does it Matter Any More?
In the early days of ‘staff surveys’ we measured staff satisfaction. We then deepened our questioning to understand what made our employees feel committed to go that extra mile or ‘stay, say and strive’. It worked well for some organisations, but many have plateaued.
Are You Measuring What Matters?
As leaders, it’s easy to measure what we're comfortable with, instead of what will actually have the greatest impact on the success of our business. But without a systematic approach to measuring what really matters, your business is unlikely to reach its true potential.
You Don't Have All the Answers (and that's OK)
Leadership is no longer about the visionary guru leading the charge. That idea belongs to a time when businesses operated in a slower world. Command-and-control leadership was the norm. Times have changed.
Why Smart Businesses are Focussing on Performance Before Engagement
The traditional way of thinking about engagement is linear - employee engagement leads to improved business performance. But recent research is pointing to a much more circular model.
A time to reflect, redefine and upskillTuesday, 10 July 2018
Change is constant, we hear, and nowhere more so than in the world of work. A few years back the loss of a job was met with severe consternation by the employee and varying degrees of career transition support by an organisation. We now expect to have several career transitions in our working life; we’re told to continue to upskill, so we can remain relevant, and that, Artificial Intelligence will create more jobs than it will eliminate – the roles will be different, and hence, require different skill sets.
We live and work in an age of business disruption and transformation to meet new business demands which means that our ability to learn, grow and adapt becomes ever more crucial – and can make us even more marketable. Today career transition, if embraced correctly, becomes a means to stop, reflect, potentially re-skill or upskill,and then target and plan for the next step in an individual’s career path.
There is no doubt that an organisation providing career transition support signals care for their departing employees as well as signalling to those that remain that the organisation values their people. The impact on employment brand, when individuals feel supported and taken care of is enormous and in sectors where those departing employees may also be customers of the business (e.g.banks, insurance companies, retail etc.) it can have an impact on brand value and even bottom line results. Moreover, a business investing in career transition support for their departing individuals can ultimately enhance the loyalty, productivity and morale of those who remain which in turn can leverage the ability to attract and retain top talent.
Career transition support is also recognised as a critical factor in protecting a company’s brand, performance and profitability and no longer purely a moral or ethical responsibility.
With career transition support, no one size fits all. Some individuals will utilise the support to re-define their career goals, upskill in new areas and change direction or determine their transferable skills while opening a whole new world of employment options. Others may utilise the services to move into self-employment, consultancy, directorships or portfolio careers, or even to look at how to get the most from retirement. Appealing to different, and thus, learning modalities in terms of how someone consumes the information is also key and so group sessions, one to one, online and self-directed learning all have a part to play.
There is a commonly held view that those who are most senior in an organisation should be better equipped to approach the market due to their level of operation. Often these candidates have been propelled through their careers with opportunities presented to them along the way or they have climbed the ladder in one organisation so a clearly defined “go to market strategy” is often daunting for them to craft up themselves. In addition, some have been so focused on the demands of their role that their own networking (the most lucrative channel of job opportunities) has suffered.
Input on market dynamics, highly sought skills and job search expertise is relevant and beneficial no matter what your level in an organisation. Working with a dedicated career coach who helps you focus on your skills, your goals and your gaps has immeasurable benefit to any individual at any level in any sector or industry.
Career transition as a process allows individuals to take the time to stop, re-assess and gain clarity about what “next” looks like. Some individuals have been heard to say that career transition was the best thing to ever happen to them as they would never have explored the space they now operate in! How often would we take the time to reflect where we have been and where we’re going unless we’re forced to? For many people, that’s exactly the gift that transition brings.
The metrics used to measure the effectiveness of career transition usually centre around the time it takes the person to land a new role. Whilst this is the most easily measured there are also the intangible measurements around increased self-confidence with regard to the future when a candidate has a clearly defined plan, a market focused CV or LinkedIn profile, guidelines for productive job search and has practiced interview skills in readiness for that all-important interview. Another yardstick is how outgoing employees speak of the business they are leaving. When departing employees are supported with career transition, whilst they may not have agreed with or liked the decision the business made, they will say they were treated with dignity and respect – the ripple effect of which translates right back inside the organisation to those who remain, once again reinforcing the organisation’s employment brand.
Transformation of the workforce to keep pace with business imperatives is a trend that is here to stay. Assisting people to move on and equipping them with the skills and support to effectively face the market is what differentiates an organisation in the eyes of those who depart ...and those who remain.
Diversity & Inclusion: Anonymity key to overcoming unconscious bias
Diversity and inclusion are priorities for every HR pro today, but too often we shy away from conversations about the biggest barrier to creating more inclusive organisations - unconscious bias.Download Discussion Paper
Deloitte: Global Human Capital Trends 2017 Report
Deloitte’s 2017 Human Capital Trends survey of leaders from around the world identifies the critical trends shaping the HR agenda.Download Report
Becoming Irresistible: A New Model for Employee Engagement
Josh Bersin, Principal with Deloitte Consulting, on why the traditional employee engagement survey - devoid of modern, actionable solutions - has passed its used-by date.Download Paper
AskYourTeam for Business
We analysed the world’s top leadership models to understand what the most successful businesses have in common. Then we built an independently-verified system to help you get to the heart of how your business is doing in each of these make-or-break areas. Find out how AskYourTeam generates breakthroughs in business performance.Download eBook
AskYourTeam for the Public Sector
We’ve created a system especially for public sector organisations that assesses performance against the Performance Improvement Framework (PIF) and Leadership Success Profile (LSP) models. Find out how you can take your organisation from good to great with AskYourTeam for the Public Sector.Download eBook
AskYourTeam for Membership Organisations
No matter the industry or the size, all membership organisations face similar challenges around growth, retention, and nurturing active involvement from their members. Find out how you can create a voice for your members with AskYourTeam for Membership Organisations.Download eBook
AskYourTeam for Local Government
In consultation with EquiP, we've developed a system especially for New Zealand’s Local Government sector. AskYourTeam for Local Government optimises the underpinning processes of the Local Government Excellence Programme. Download the ebook to find out how AskYourTeam can transform your council.Download eBook