Ready to explore a new way to grow your business? Here are some tips, tools and stories to help you on your way.

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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.”

  • Goodbye old school hierarchies, hello team mates

    Tuesday, 21 May 2019

    Global consultants McKinsey say organisations are like living organisms. Their “trademarks include a network of teams within a people-centered culture that operates in rapid learning and fast decision cycles which are enabled by technology, and a common purpose that co-creates value for all stakeholders”.

    This April, Deloitte released new findings in its 2019 Report on Human Capital Trends. Reaffirming “organizational strategies and cultures have been undergoing a dramatic shift from hierarchies and command and control mindsets to people practices that use empowered networks of teams to enable enterprise agility.” Organisations that don’t empower cross-functional networks of teams are in danger of being left behind competitors. 

    The Deloitte research confirmed

    65% of this year’s survey respondents viewed the shift from functional hierarchy to team-centric and network-based organizational models” as important or very important – but only 7% of respondents felt very ready to execute this shift.

    Despite the theory (and evidence) that agile organisations are more productive, business leaders seem to lack confidence to make the move towards a team approach. Let’s take a closer look at ways to help teamwork to flourish.

    Leadership: educating leaders to operate in cross-functional teams

    When workers reach out of their silos to find colleagues with complementary expertise, everyone performs better. Harvard’s Heidi Gardner confirmed in the May-June 2019 Harvard Business Review “the demand for executives who can lead projects at interfaces keeps rising”. Gardner acknowledges that working in cross-functional teams can be challenging, but it’s all about developing new skills to cross the boundaries:

    “People can be trained to see and connect with pools of expertise throughout their organizations and to work better with colleagues who think very differently from them. The core challenges of operating effectively at interfaces are simple: learning about people on the other side and relating to them.

    Leading from the top, managers can start to connect better with their teams by asking good questions, communicating clearly, and finding out the different perspectives of other people. Working together, everyone achieves more.

    A broader approach to rewards

    We all get it – rewarding desired behaviours enhances performance. A recent LinkedIn study that asked 2,400 professionals what inspired them most at work, found “the nature of the work itself” came in first, followed by “the ability to learn, grow, and progress.” 

    Just as it’s paramount for today’s workforce is to find value and meaning in daily work, individuals also expect rewards to be specific meaningful and relevant. In the past, rewards have been benchmarked by industry or geography. This blanket approach is outmoded and out of sync with today’s increasingly diverse workforce. Rewards strategies must be grounded in an organisation’s unique culture. 

    Employers should focus on cultivating relationships with workers – not just giving them rewards

    This also means that a broader view of rewards is becoming more important as organisations are looking for effective ways to motivate their people. It’s up to leaders to find out what their people actually want. Do they want to upskill, revisit work options, or otherwise improve their workforce experience? By widening the view, and tailoring rewards, we will best motivate our people. Getting the rewards system right is also a powerful tool to retain great staff, or recruit internally. This applies to all workers, whether direct employees, part-timers, gig workers or consultants.

    Grow with innovative tools and technologies

    Today’s leaders must look to maximise the use of innovative tools and technologies to gather insightful data. The simple implementation of regular anonymous staff surveys, for example, becomes a fantastic source of feedback for leaders.

    Equipped with a growth mindset, when we are prepared to listen, act on feedback, and improve operations, we can empower our teams of people to do their best work across our organisations. Hop to, let’s get the team moving.

    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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