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  • 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.”

  • Building workplace cultures where unsafe behaviour is not tolerated

    Thursday, 14 December 2017

    Every organisation should have a zero-tolerance to workplace bullying and intimidating behaviour, and no-one should be put in the position where they dread coming to work. Building a positive culture that promotes respect, honesty and openness is an important part of preventing workplace bullying, harassment and discrimination seeding in your workplace.

    Bullying at work is recognised as a major problem for the employees and employers alike. The consequences of allowing bullying to survive in a workplace culture are profound, long-lasting and damming. In addition to the effects on individuals’ mental and physical health, bullying can have a serious impact on the efficiency and productivity of the business, and ultimately leading into the loss of talent.

    What constitutes bullying can sometimes be difficulty to identify and detect. The line is often far from clear between what is deemed bullying on the one hand and ‘demanding’ management style on the other.

    Peter Bell, Deputy CEO at mental health and disability services provider MASH Trust says some of the most damaging bullying are sometimes subtle mind games that can have a profound impact over time.

    “You see it in attitudes of exclusion, such as simply not talking to someone. Then there’s implicating people in gossip and innuendo to manipulate someone’s emotions,” he says.

    Leeanne Carson-Hughes, Executive General Manager of People and Culture at City Care in Christchurch agrees and says it’s rare to see bullying get physical.

    “Most often it’s exclusion from workplace activities, yelling and belittling people and constant nit-picking,” she says.

    What is the obligation of the employer in preventing harassment and bullying in the workplace?

    Over the past 18 months, allowing bullying to thrive at workplaces has been a criminal act. Not only is it the right thing to do, but it’s the employer’s responsibility to take steps to ensure that employees are safe and free from bullying, harassment and discrimination at work.

    Under New Zealand’s revamped Health and Safety laws, doing nothing to remedy a situation that’s causing mental health issues can make senior managers personally liable for prosecution, and fines or even imprisonment in extreme cases.

    Building workplace cultures where unsafe behaviour is not tolerated

    There’s a general agreement that disciplinary action is the ambulance at the bottom of the cliff. Peter Bell says the hallmarks of a positive working culture is when employees feel safe to raise issues in an environment of open honesty.

    “It’s important to provide safe opportunity for people to raise issues, to encourage bringing things forward early rather than waiting until they blow up. Perpetrators often do things behind your back or in secret and exposing them as unacceptable is a powerful step toward eliminating them,” he says.

    Establishing a simple and anonymous system for reporting bullying is critical to stamping workplace bullying out, as is acting promptly when an incident is identified.

    Carson-Hughes says that it’s important to send a strong message that certain behaviours are not tolerated inside an organisation. And nothing does that better than speed.

    “Acting fast is vital. If we uncover a really bad situation, we investigate and at times dismiss quickly.”

    Employer and HR checklist

    To minimise the risk:

    • Employers leading by example demonstrates what appropriate behaviours and treating others with respect looks like in your workplace.
    • Provide training and information for your people leaders so that they are trained to deal sensitively and appropriately with any complaints.
    • Make sure you have policies against bullying, harassment and discrimination in place, and processes to help to resolve these issues internally.

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

  • 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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