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  • Here at Milford, we’ve moved from being focused on employee engagement, to how we can get everyone involved in continuously improving our business. We aren’t concerned with just “how do you feel” - we’re actually getting to the underlying information that helps to strategically steer the organisation.

    “When you make it everyone's job to drive the business forward, you get more a more involved and fulfilled team. That’s what we’ve realised since using AskYourTeam.”

    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.”

    Find out how Pipfruit NZ built a more confident and connected membership with AskYourTeam.

    “I haven’t found any other system that offers a more comprehensive methodology to survey our members.”

  • A time to reflect, redefine and upskill

    Tuesday, 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.

    For more leadership thinking and insights, visit our resource hub, follow us on Twitter and connect on LinkedIn.

  • Deloitte: Global Human Capital Trends 2019 Report

    An intensifying combination of economic, social, and political issues is forcing HR and business leaders to learn to lead the social enterprise - and reinvent their organizations around a human focus.

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    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.

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    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.

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    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. 

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    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.

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    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. 

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    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. 


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    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.

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