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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.”

  • Keeping the Human in HR

    Monday, 17 June 2019

    The rapidly evolving digital world is bringing changes to the landscape of the HR workplace. These are exciting times. But, with the excitement we should exercise caution and not underestimate the value that genuine human interaction still plays alongside new technologies such as artificial intelligence (AI).

    Take the learnings from Japan’s Henn-na Hotel. The luxury hotel made waves in the hospitality industry when it opened its doors in 2015. Many human jobs were usurped by an eclectic mix of robots. From in-room assistant Churi Chan to the perma-smiling long-haired lady humanoid, and a head-bobbing dinosaur at check-in.

    Hideo Swada who runs the hotel, wanted to showcase innovation at its most elite. The aim was to use technology to achieve efficiency and cut labour costs; only a handful of human staff were kept behind the scenes in case they needed to step in and help with any robotic techno-blips.

    It took four years for Swada to acknowledge the robotic downfalls. The robotic concierges were unable to answer simple questions, the dinosaurs at check-in needed human help for many menial tasks, and the robotic dancers broke down. Ultimately, the hotel decided to mothball many of its androids because they broke down frequently, and annoyed the guests.

    Henn-na hotel went back to basics and gave human staff stronger roles to play to ensure the standards of service were maintained.

    “When you actually use robots, you realise there are places where they are not needed – or just annoy people,” – Swada said.

    While robots are a long way from becoming the default HR professional, the HR industry is ripe for technology disruption and it is now occurring at a rapid pace. While modern software and new apps aim to automate HR processes and enhance people performance, there is a danger that we are focusing too much on the technology and forgetting about the need for genuine conversations and relationships to do the same.  

    While smart tech can do a good job with routine tasks encoded in big data, algorithms can be built to perform better than humans can. But such algorithms lack the conceptual understanding and common-sense reasoning that is needed to evaluate novel situations, that only humans can do.

    Risks in over-relying on technology

    When I look at our own platform, I see the limitations in trying to incorporate automated technology to manage processes that would best be handled by skilled people. As an example, when an executive team receives feedback from their staff, and it’s not a great story. In fact, it’s a lot worse than anyone had expected. “We thought we were doing a great job!”

    Now, anyone’s natural response when receiving unexpected, critical feedback is to be defensive and dismissive of the information. As humans, we can offer excuses or look to pick holes in the feedback and its methodology.

    Sure, recommendation engines and automated micro-training videos can give management teams that small nudge to respond and act. But no AI software is going to help overcome the initial reaction. It won’t help the team reflect as a group on how they could do better. But an experienced facilitator would. Courageous, honest conversations must be had. There is a grief-cycle to overcome, to be able to accept the feedback and to plan a course of action most relevant to your unique situation.

    And that is the point. No matter how intelligent HR software becomes it can only compliment, rather than replace genuine human involvement for creating highly productive teams.

    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.

    Download Report

    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.

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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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