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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.”

  • Three golden rules for successful change management

    Monday, 22 April 2019

    This year we welcomed Jen McKay, our new Client Services Director. Jen has over 15 years experience in top level corporate management consulting and programme management  and specialises in complex change management services. Here, Jen provides her three golden rules to successful change management.  

    Communicate early and often. 

    Informing all staff that change is coming, ensures that when the date arrives, employees can be ready for it. Without sound information on why the change is occurring, and what the impact will be, a fearful culture can begin to cultivate, which can be distracting for the organisation. Employees want to know how they will be impacted, whether their position is safe, and that the change will be beneficial to their organisation. Successful change management does not start from when the change occurs, it starts much, much earlier during the early planning phase. 

    And remember, we humans hear what we want to hear. This means that communicating changes that are coming needs to be both regular and repetitive. This avoids the risk of  the “oh but I didn’t know!” type reaction. 

    Make it personal. 

    And relevant. Without creating personalised plans for employees affected by change, there is no way they can prepare for it. common scenario for change managers is the transition from manual processes into greater use of technology and automation. In this case, the change occurring for the employee is not an absence of task - but learning how to integrate the new technology. Specific outlines of what processes will be different, and where they will occur, is a crucial step in managing even the smallest of organisational changes. Ensuring staff affected by the change have been trained on the new processes or technology and importantly, where to go to help should they need it, is crucial to a successful implementation. 

    And let’s not forget customers need change management too. With the introduction of supermarket self checkouts, customers have been ‘trained’ on how to use the new technology. Change will potentially affect each stakeholder in an organisation in different ways, so being able to clearly communicate what this will look like, is where the real success lies.  

    Data is your friend.  

    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. The reality is, the core of successful change management is data. In the traditional sense, data is everything from a company's financial information, IP and employee records, but it’s also understanding the way information travels within an organisation. Prior to an organisational change, both types of data must be understood. In the common case of shifting from a server to the cloud, recognising exactly how your data is stored, and how will it differ when undergoing change, is paramount to a smooth transition. 

    On an interpersonal level, knowing and understanding the exchange of data throughout a company is the make or break of change. For 20 employees, what appears to be a minor shift in process, may also affect the 500 employees reporting to them - and those 500 employees may be customer facing. Understanding the way information travels is key to ensuring all stakeholders, especially customers, can undergo changes seamlessly. 

    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. 

    Download eBook

    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.

    Download eBook