Deloitte Fast 50: Fastest growing technology company
Chris O'Reilly said the company's success has been driven by the pull factors of the Hawkes Bay lifestyle, which have helped attract the right talent.
Ready to explore a new way to grow your business? Here are some tips, tools and stories to help you on your way.
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.”
Chris O'Reilly said the company's success has been driven by the pull factors of the Hawkes Bay lifestyle, which have helped attract the right talent.
Most employees won’t put on a public display of their grievances for fear of being labelled difficult or missing out on future opportunities, they simply take their frustrations home instead. And it’s a slippery slope into low job satisfaction and poor overall health.
A healthy workplace is incredibly good for business as it creates a positive culture where things get done. Targets are achieved, new strategies are planned and brilliant ideas come to fruition - helping your employees be their best has never been more important.
Most of us can feel certain that the robots aren’t coming for our jobs just yet. Yet, the same technology is also opening exciting opportunities for us to focus on leveraging the strengths that set humans apart.
There is a growing realisation at the most senior level of New Zealand business and public sector leadership that we could operate better by becoming more diverse and more inclusive. Not because diversity is a compliance thing, because being a diverse organisation means being a smarter organisation.
It’s the greatest untapped source of increased productivity for Kiwi organisations, yet very few have managed to successfully harness the benefits of diversity and inclusion. Why aren’t we doing better?
Whether you're launching your first or fiftieth survey, giving your people the freedom to speak up in confidence without fear of judgement is key. Here's our Client Services Specialist, Kelly's, four tips how to drive top survey uptake time after time.
We have a very clear, one word understanding of what makes a great workplace culture. Involvement. When everyone in an organisation feels involved in running the business, then you have a great workplace culture.
There’s no doubt the future of HR will be tech-enabled. Every HR professional is either using a tech feedback tool or looking around for one to implement. Chris O'Reilly explains.
Here's our summary of the 2019 Deloitte Global Human Capital Trends report: Leading the social enterprise. Reinventing with a human focus comes with a bold call to action: now is not the time to tinker at the edges of your organisation— it’s time to reinvent it.
There are many areas where women are making waves in the business world. But there are still pockets which are affected by unconscious bias and areas where there is a knowledge deficit.
While modern software and new apps aim to automate processes, make recommendations for leadership training and predict staff turn-over, there is a danger of focusing too much on the technology to do the work.
Big data is not a new paradigm. It encompasses many interrelated disciplines fuelling a demand for people with entirely new skillsets. Dave Robertson explains.
Survey fatigue can occur, when people are required to participate in traditional surveys, but never get to see any action as a result of their endeavours. Here's how you can prevent it from happening in your organisation.
Finding balance and stability in our changing world is a massive challenge for business leaders. We must harness the power of teamwork for modern agile organisations to thrive and prosper.
We might not be running nuclear attack submarines, but we can all learn from Captain David Marquet and the USS Santa Fe. The best way to run a ship or an organisation is to make sure your team feels involved, invested and empowered to trust their own decisions.
Organisations should move beyond thinking about experience at work in terms of perks, rewards, or support, and focus on job fit, job design, and meaning—for all individuals across the whole organisation. Andre Clarke explains.
A common belief is that communications is at the core of successful change management. And indeed it is critical, but it’s only one part of the machine. Jen provides her three golden rules to successful change management.
Productivity grows out of involvement. If you want to build a more productive workplace culture, involve your people more meaningfully in your business.
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.
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.
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.
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.
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.
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?
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.
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.
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.
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.
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 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.
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.
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.
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.
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
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.
Powerful new benchmarking insights have been made available for the first time from leadership survey AskYourTeam into the strengths and weaknesses of Kiwi leadership.
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.
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.
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.
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.
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.
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.
Digital disruption is reshaping the HR landscape, creating new opportunities for those organisations that are ready to transform. The most exciting are new digital HR tools that extend the influence of HR people beyond the traditional sphere of employee services. The new tools have given HR people new influence as they implement new digital management practices that drive greater productivity. These new tools provide the foundation of a new kind of competitive advantage based on the way people interact within an organisation.
The scale of the digital and technological transformation is enormous. Last year, Deloitte’s annual Global Human Capital Trends report surveyed 10,400 businesses in 140 countries including New Zealand. Fifty-six percent said they are redesigning their HR programs to leverage digital and mobile tools.
Similarly, for years the stock and trade of HR departments, employee engagement surveys have also become widely regarded as inadequate in the modern digital era. In the past HR function used to conduct annual employee surveys to gather results for the company executives, who then sat down and decided how they should fix their employee engagement issues for next year.
Global HR guru Josh Bersin has this to say about them: "One of the issues we must address is the aging idea of the engagement survey... they aren’t providing modern actionable solutions. They don’t tell executives how to build cultures of involvement. They don’t tell anyone how to make work meaningful.”
KPMG have now ditched the traditional engagement survey. Robert Bolton, Partner at their Global HR Centre of Excellence says HR should move beyond its obsession with engagement
“In reality, engagement is an ill-defined term. And measuring it once or twice a year with some static survey is not very scientific no matter how much it’s dressed up to appear so”, he says.
Engagement surveys are like a thermometer taking a temperature. An engagement survey can tell you if everything’s OK or if something’s wrong. But it doesn’t help with telling you why it’s wrong.
What the new breed of digital HR tools provide is more like an MRI scan that gives a constant read on the HR health of the organisation, and identifies what the organisation is doing well, and any root causes of issues.
The US has provided a plethora of next generation systems that provide a better read on the changing pulse of an organisation’s culture. All of these are easy to use systems that rapidly survey employees with short, easy to take surveys. Essentially, these tools do the same job as a traditional engagement survey, but offer the ability to get the results immediately, and to survey the pulse of small groups or the whole organisation as often as required.
But the standout system among this new breed is made by a Kiwi company, AskYourTeam. It takes the employee survey into territory that offers unrivalled diagnostic depth to an HR practitioner.
AskYourTeam has extended the workplace survey beyond issues of organisational culture into operational areas. The system gathers the data from every member of an organisation about where and why the organisation is performing well and poorly.
HR practitioners are able to use this data like a doctor uses an MRI scan - identifying precisely which areas of an organisation require work to improve the organisation’s performance.
Smart HR operators are using this data to develop performance plans with managers and many are seeing immediate improvements in their organisation’s performance measures. Productivity improves, and employees who provide the raw data are empowered by the Continuous Involvement process. They are more motivated, more engaged and less likely to leave the organisation.
The companies that are using the new digital HR tools like AskYourTeam are positioning themselves best for the next era of competition. They’re implanting mechanisms that empower employees and encourage teamwork and innovation - factors that will be critical in deciding which companies and organisations will still be around in ten years’ time. As the world changes fast around us, it’s the organisations that can flex with unexpected changes that will survive and prosper. That organisation will be made up of empowered individuals who work together to innovate and overcome challenges.
The building blocks of tomorrow’s winning workplace cultures are digital tools that smart HR practitioners are implementing today.
The rapid increase in the number of technology solutions available mean the possibility that HR may need to alter policies and existing programmes in order to meet the needs of a workforce that continually changes shape. HR leaders will need to provide the tools to facilitate employees working together as well as the systems for those managing staff to enable and assess productivity, whilst investing in their key people. Technology that enables continuous feedback and communication with all staff, irrespective of location, will be crucial.
With agility being key, virtual teams coming together when and where needed, not to mention external contributors and cognitive assistants, HR leaders who embrace this opportunity and successfully harness digital technologies will be instrumental in raising workforce productivity, creativity and delivering a valuable competitive advantage to their companies.
HR’s focus on heightened productivity through digitisation will require a refocus from automating business processes to utilising technology designed to augment the performance of the workforce. It’s quite probable that any HR technology initiative will need to meet the requirement of enabling employees to achieve business objectives above all else.
An employer of choice for a large and diverse workforce
Smith&Smith is New Zealand’s leading vehicle glass repairer, with a sizeable fleet of mobile technicians, and over 60 branches and dealerships the length of the country. With a large and diverse workforce of technicians, customer service and support staff, building a cohesive and engaged workplace has long been a priority for the business. Over the last six years, the leadership team had implemented a number of people and culture initiatives, including a traditional engagement survey, that together contributed to high employee engagement levels.
Looking beyond engagement surveys to drive business success
Although their people and culture initiatives led to Smith&Smith being recognised as an employer of choice, their high engagement scores weren't clearly translating into improved business performance. As People and Leadership Director Pati Bloor puts it, “Historically we’d been focussing on engagement - that’s really about how people feel in the workplace. We wanted to move to something much more tangible. We’re very outcome-driven, and we needed something that fell in line with that.”
Pati and her team began the search for a system that would deliver actionable solutions to business challenges, and that would enable everyone in the organisation to contribute to Smith&Smith’s success. “We didn’t want to have to be the gatekeeper, which HR can typically be with these things. It needed to be easy for our leaders to use and it had to speak their language. AskYourTeam delivered all of those things.”
Opening communication channels led to powerful new insights
Kent Krammer, Smith&Smith’s Regional Operations Manager, says using a confidential survey system has allowed his team members to give frank and honest feedback. “I’ll never forget reading a comment from someone in my team that began, ‘I’ve always wanted to tell you that you should…’ It was a great idea and one that we could implement really easily, but he didn’t feel comfortable raising it in a public forum. Without AskYourTeam Continuous Involvement System we never would have had those kinds of insights.”
Building stronger leaders by focusing on what matters
Pati says one of the things she values most about the AskYourTeam system is how it's helped their leaders become even more effective. “It’s supported our whole philosophy, which is about leaders just getting on and being leaders. The system enables our people to ask the right questions, focus on the things that really matter to them and make progress towards those goals.
“As a leader I don’t guess anymore. I know exactly what to focus on to get the biggest improvements out of my team”, says Pati.
Crowd-sourced solutions from the whole team
“We had one branch manager who was quite new to the business and he had an inherited team. By using AskYourTeam, we realised we had quite a cultural issue that was larger than we had previously perceived”, said Kent. When the team was allowed to speak up, people felt genuinely listened to. And as a result, the actions that Smith&Smith have taken have been taken by the entire team, not just the leader, and that’s got much better input and engagement.
After the team collectively developed and implemented an action plan, they were able to quickly measure its success. “We retested three weeks later. We were able to organise that test within a day and see the results immediately, and the teams got to see that they’d made a huge difference to their working environment.”
Pati says, “As long as you’ve got an environment which continuously changes, you need to be consciously thinking about how we can be better, and what role do I play in that. Our people know exactly what we’re aiming for and how they line up to that, and they can work personally towards a successful business.”
Kent adds that the impact on performance has been marked: “Success seems to be breeding success. People feel more invested in what they’re trying to achieve, they feel like they’re contributing to the results, and they want to help those next to them succeed. We’re seeing better productivity, and better results."
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.
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.
Deloitte’s 2017 Human Capital Trends survey of leaders from around the world identifies the critical trends shaping the HR agenda.
Josh Bersin, Principal with Deloitte Consulting, on why the traditional employee engagement survey - devoid of modern, actionable solutions - has passed its used-by date.
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.
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.
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.
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.