Category: Employer Of Choice

7 Top Tips For Creating A Thriving Workplace Environment

Workplace culture is instrumental to a successful business, so why not commit to fostering a culture of excellence at your workplace? 

Last month, we began looking at what good workplace culture looks like and why it matters – if you missed that article, you can read it here.  

This month, we are exploring practical strategies for how you can foster a thriving work environment at your workplace.  

We like to think of workplace culture as your organisation’s signature dish—you need to add the right mix of ingredients, conduct ongoing taste tests, and add a little heat to bring out the best flavours! 

So, here are our top tips for crafting a workplace environment that’s as satisfying as a perfectly seasoned meal! 

7 Top Tips For Creating A Thriving Workplace Culture 

1. Define Your Culture Clearly 

If you don’t take the time to define your workplace culture, it will just go right ahead and define itself. Unfortunately, if that happens, it might not define itself in the way you want!  

Your culture should align with your company’s mission, vision, and values. That way, it will represent your business effectively while also creating a consistent and inspiring workplace experience for your team members.  

One of the easiest ways to clearly define your culture is to develop a culture statement or manifesto that outlines your company’s core values and mission. Once the statement is established (hopefully with team input!), make sure it’s communicated in everything you do. There are plenty of opportunities to do this – through team meetings, internal newsletters, reward and recognition, right through to visual reminders around the workplace.  

Encourage your leaders to reinforce these values through their behaviours and decision-making, that way there is a flow-down effect from the top of your organisation to the team members below. 

2. Leadership Sets the Tone 

Just like a head chef in a bustling kitchen, leaders set the tone for a workplace environment. Let’s just get it out there, you don’t want to emulate a Gordon Ramsey-style, Hell’s Kitchen situation!  

Rather, you want a positive environment that everyone enjoys working in. Remind your leaders that their behaviours, decisions, and communication style influence every aspect of the business. If they are able to model behaviours that align with your company values, it fosters trust in the business and creates a respectful work environment, all key elements for a strong culture. 

The way to do this is to equip your leaders with the skills they need to lead with confidence. Leadership development programs are always a great investment for any organisation. They empower your key people with strategies to lead effectively. 

That empowerment can filter throughout your whole workplace by having your leaders Role model ‘what good looks like’.  Not only does this foster a good culture, but it also helps to reinforce a strong and trusted leadership presence. Build on that by having your leaders engage in regular one-on-one check-ins with their teams ideally quarterly or monthly to provide guidance, support, and feedback. 

3. Focus On Employee Wellbeing 

A supportive culture isn’t just nice to have—it’s essential! So, employee wellbeing should be a big priority for any business. Employees thrive in environments that prioritise mental health, reduce stress, and encourage work-life balance.  

When your team feel valued and supported, they’re more engaged, motivated, and productive. 

There are plenty of ways you can put the focus on team wellbeing. Some of the most popular methods are to offer a level of flexibility in your team’s work arrangements, utilise wellness programmes such as mindfulness sessions or fitness challenges, and create designated spaces for relaxation and fun in the office. Don’t forget to encourage regular breaks and ensure workloads are manageable. 

4. The Power Of Diversity And Inclusion 

A truly dynamic and resilient workplace environment embraces diversity and inclusion. Different perspectives spark innovation, enhance problem-solving, and strengthen team collaboration. When employees feel respected and valued for who they are, they bring their best selves to work. 

Diversity comes in many forms – it might be generational where you can harness experience and youth, it might be gender, where you can gain different mindsets and perspectives, or it could be cultural where you benefit from multiple influences and backgrounds. Diversity can be a goldmine for your business development and innovation, but only if inclusion is celebrated.  

Foster inclusivity by encouraging open communication channels, building an environment where everyone feels welcome, valued and heard, celebrating various cultural events where appropriate, and ensuring your recruitment practices encourage diverse talent.  

5. Recruitment & Retention 

High performers don’t just want to work for a paycheck. They want to work for a business and a workplace culture they believe in. A strong culture can help you attract top talent, reduce staff turnover, and create a true sense of belonging for your team members. People who feel connected to their workplace culture are more likely to stay and contribute meaningfully to the company’s success. 

You can start displaying your culture from the very first interaction people have with your business. Highlight it during the recruitment process by providing a clear insight into your values, mission and team dynamics. But don’t just stop there – follow it up with an engaging onboarding experience that reinforces company values from day one. 

6. Encourage Feedback and Collaboration 

Great cultures are built on open communication. Your people need to feel heard, valued, and empowered to contribute ideas – some of the best ideas come from those on the ground! Creating a workplace where feedback flows freely is paramount. This communication should flow through all levels of the business so that even the most junior employees feel heard.  

By involving each and every member of your team in open conversations, you will foster trust and encourage innovation. 

Communication is a vast area of business. So, you want to make sure you cover all your bases. Some ways to do this would be to set up regular opportunities for feedback via meetings and catch-ups, anonymous employee engagement surveys, open-door policies, or even team brainstorming sessions.  

You may even find it useful to draw on the power of technology and use collaboration tools like Slack, Trello, or Miro to encourage open communication and project transparency. 

7. Commit To Continuous Improvement 

Workplace culture isn’t a one-and-done project—it’s an ongoing journey. That’s why you need to commit to continuous tweaks and improvements. You can do this by regularly assessing, gathering feedback, and making adjustments to keep your culture strong and relevant. As your business evolves, your culture should too! 

Conduct culture pulse checks by gathering insights from team members at different levels of your business to discover what’s working and what needs improvement. You can also use team meetings and discussions to ensure ongoing alignment with your company values and goals. 

Invest In Your Workplace Environment 

Investing in workplace culture is like perfecting a recipe—it takes time, effort, and the right ingredients. The good news? You don’t have to do it alone!  

At Spice, we’re passionate about helping businesses create thriving workplace cultures with our Acentia-accredited workshops. These workshops are designed to give your workplace culture the perfect balance of personality and substance. Whether you need to refine your company’s vision, strengthen leadership skills, build high-performing teams, or enhance internal communication, we’ve got a workshop for you!  

The interactive sessions provide practical strategies, real-world insights, and actionable steps to create a workplace culture that’s engaging, inclusive, and resilient. Think of them as the secret ingredient to making your business thrive!  

Ready to create the ideal workplace environment? Give us a call today, and let’s start crafting the perfect blend for your business! 

Workplace Culture: The Secret Ingredient to Business Success!

Workplace culture is one of those terms you hear all the time. Everyone knows that a successful business has a strong workplace culture.

It’s not just a buzzword, we promise!

At Spice, we believe a great workplace culture is essential to a thriving business. It creates an environment where people feel valued, motivated, and aligned with your company’s goals.

But what exactly is workplace culture, and why does it matter? Let’s dive in!

What Is Workplace Culture?

When a term is used frequently, it can start to lose meaning. So, let’s clarify what we mean by workplace culture.

Think of it as the ‘personality’ of your business. It’s a combination of values, behaviours, and everyday practices that influence how your team functions. It shapes how they interact with each other, your clients, and stakeholders, how they make decisions, and how they approach their work.

Your workplace culture impacts everything from daily routines to long-term strategies. Whether it’s how you celebrate wins, tackle challenges, or support one another, your culture defines the experience of working in your organisation.

The Key Elements of Workplace Culture

A great workplace culture doesn’t happen by accident—it’s created with intention. Like a well-balanced organisation, it needs the right elements to function effectively. These include:

  • Leadership style – The way your leaders communicate and make decisions can influence the tone and vibe of the whole operation.
  • Communication practices – Maintaining open, honest, and respectful dialogue encourages everyone in the business to feel valued and respected.
  • Mission and values – People love working for businesses that align with their own values. Make sure your guiding principles are clear and reflected in everyday behaviour.
  • Company policies – Transparent and fair policies ensure everyone understands ‘how things are done around here.’
  • Workplace environment – Every aspect of your environment should be considered – from physical space to remote work flexibility, and don’t forget the team building aspect!

Every interaction, from team meetings to casual coffee chats, contributes to your workplace culture. It’s all about balance!

A Flavour for Every Business

No two businesses have the same workplace culture. Each one is unique, shaped by its people, goals, and industry.  It’s about choosing what works best for your structure, your people and what you’re trying to achieve.

Here are a few common workplace culture types:

  • Collaborative Culture – Teamwork and inclusivity are at the heart of decision-making in a collaborative culture. Employees are encouraged to share ideas, work together, and support one another. This culture fosters open communication, mutual respect, and a strong sense of belonging. It’s great for creative industries and teams who work well together.
  • Hierarchical Culture – A structured, top-down approach with clear roles and expectations sets a professional tone. This type of structure clearly defines employee expectations and who is responsible for which tasks. It takes a layered approach where each layer has a specific role and function.
  • Innovative Culture – Encourages creativity, risk-taking, and out-of-the-box thinking. Fast-paced industries can benefit from an innovative culture as it allows your team to experiment, develop new ideas, and challenge traditional approaches by striving for effective change and continuous improvement.
  • Results-Driven Culture – If you have a team of high achievers, this may be the right approach. Focusing on goals and achieving success, your employees are motivated by clear objectives, measurable outcomes, and incentives. With clear goals to work towards, the entire team is always striving for great results for themselves and the business.
  • Customer-Centric Culture – Some service businesses can benefit from a culture that prioritises delivering exceptional service and exceeding customer expectations. By considering the customer’s needs, your business creates an experience that builds customer loyalty and trust.

Understanding your workplace culture helps you fine-tune it to align with your business goals and values. If you’re unsure what culture best suits your business, give one of us a call!

How Workplace Culture Impacts Performance

A strong, positive culture keeps people coming back for more! It makes your workplace somewhere your team want to return to every day.

A thriving culture:

  • Boosts employee engagement and job satisfaction
  • Improves employee retention and attendance
  • Enhances productivity, collaboration, and innovation
  • Strengthens morale, creating a workplace where people feel valued and motivated
  • Attracts top talent—everyone wants a taste of a great workplace!

Fostering a positive work culture can help to prevent issues like burnout, disengagement, and high turnover. Purposeful investment in your culture can make all the difference!

Crafting and Evolving Your Culture

Workplace culture isn’t just a buzzword—it’s a strategic advantage. But how do you create the right culture for your organisation?

Building a great culture takes time, effort, and intentional leadership. It starts at the top and trickles down through every level of the business.

Leaders play a crucial role in shaping and evolving culture by:

  • Modelling desired behaviours – When leaders and key team members walk the talk, it sets expectations and the right example for the team.
  • Reinforcing values – Business values should be present in everything that you do. Incorporate them into your daily routines and behaviours and celebrate team members that demonstrate them.
  • Promoting inclusivity – People perform better when they feel like they belong. Spend time creating an environment where everyone feels respected and heard.
  • Assessing and adapting – Culture is not a set-and-forget kind of thing! Regularly check in to ensure your cultural practices align with your business goals and the needs of your employees.

Investing in workplace culture isn’t just a ‘nice-to-have’. Instead, it’s a smart business strategy! A positive culture fuels productivity, fosters innovation, and creates an environment where your team can thrive. The result? A stronger, more successful business.

Let’s Build Your Workplace Culture Together!

Want to take your workplace culture from bland to brilliant?

Here at Spice, we’re all about helping businesses like yours build an amazing culture. We are proud to be licensed and accredited to deliver the Acentia ‘Workplace Culture Excellence Framework’, a proven approach to developing and sustaining a strong workplace culture. 

This framework simplifies workplace culture development into clear, actionable steps. Through workshops covering the thirteen key elements that influence workplace culture, we help businesses design practical strategies for continuous growth.

Backed by this powerful framework, the Spice team has the expertise to help your culture thrive! Let’s chat—give us a call today!

Interested in exploring workplace culture further?  

Then, check out Part 2 of our workplace culture series, where we detail some tactics and strategies for creating a thriving workplace environment in your organisation. 

Read it here.

Aligning Generations At Work: Fostering A Multigenerational Workplace

Every generation comes with a reputation for how they supposedly behave in the workplace. Fair to say that some of the traits are unfairly assigned!

But these stereotypes exist due to an evolution of attitudes and behaviours over the decades.

For example, if you compare the mindset of a Baby Boomer and a Gen Zer, you’ll incur vastly different opinions.

These different attitudes can sometimes cause conflict in the workplace.

So, it’s vital that your leaders and team understand each of the generations within your workforce and how you can foster multigenerational harmony.

Let’s explore the concept of a multigenerational workplace in greater detail so that you can avoid unnecessary conflict and maximise the varying skills you have within your team.

What Is A Multigenerational Workplace?

A multigenerational workplace is one where your team is made up of people from different generations, meaning varying age groups. As many people are choosing to work into their later years, it is becoming more and more common to have a wide range of generations throughout your workforce.

The 4 main generations in the workforce at present are:

  • Baby Boomers (born 1946-1964): Known for a strong work ethic and their loyalty, often prioritising job stability over career progression.
  • Generation X (born 1965-1980): With a strong element of self-reliance and resourcefulness, they prefer autonomy and a good work-life balance.
  • Millennials (1981-1996): Having grown up with technology they are very comfortable with digital tools, often drive technological innovation, and prefer collaborations.
  • Gen Z (born 1997-2012): Highly proficient in technology and social platforms they value diversity and inclusion and like to seek opportunities for innovation.

Some workplaces may even have a further diverse split and include the octogenarians of the Silent Generation and the younger teens of Generation Alpha. While there are many benefits to having all of these different skills and viewpoints in your business, it is important for everyone to remember that they will have different perspectives and communication styles. These differences can create waves if you are not careful.

A Multigenerational Workplace Looks Like…

There are a few common characteristics of a multigenerational workplace:

Diverse age groups: You could potentially have a large age range within your workforce. There may be those who are just starting out their careers and those with decades of experience. As we just mentioned, this diversity generally spans four generations, but could be up to six!

Varying Work Styles: The different generations often have varying approaches to how they work. These can range anywhere from the more traditional hierarchical manager and employee relationship to a flatter structure with a much more flexible and collaborative approach – and everything in between! These all need to be handled and managed in different ways.

Communication Preferences: The technological evolution has played a major part with how the different generations tend to communicate. Older generations may prefer face-to-face, telephone or email communication, while younger employees could prefer digital methods like instant messaging or video calls.

Diverse Expectations: Each generation will have expectations about how a workplace should operate, the balance they create between work and personal life, the amount of career progression they will strive for, and the values and culture of the organisation they choose to work for.

Navigating The Divide

In today’s diverse workplace, fostering collaboration among different generations can be challenging. That’s where a tool like Extended DISC can provide your team with valuable insights that can help bridge multi-generational gaps by enhancing teamwork and understanding. Here’s a taster…

Tailored Communication: Identifying individual communication styles allows team members to adapt their approach to suit colleagues from various age groups.

Identify Pressure Points: Extended DISC uncovers each person’s motivators and stressors, promoting understanding and a more empathetic and supportive work environment.

Healthy Debate: By revealing underlying behavioral patterns, Extended DISC aids in conflict resolution, making it easier for your team to address and resolve disagreements constructively and positively.

Leadership Style: The tool enhances leadership effectiveness, enabling leaders to understand their default style and to tailor their approach to meet the needs of a diverse team.

Build Community: Extended DISC fosters mutual respect and appreciation, as team members learn to value the unique strengths and perspectives each generation brings to the table.

By leveraging these insights and many more, organisations can create a more cohesive, productive, and harmonious multi-generational workforce.

The Benefits For Your Business

While there may be some bumps along the road to navigate when the culture collision of the varying generations occurs, there are a lot of advantages that a multigenerational workforce can bring.

Some of the most valuable benefits are:

Innovation: Different generational perspectives can lead to more innovation in your business and spawn creative solutions to problems that might arise. A diverse team will create a fascinating brainstorm and may even devise some out-of-the-box solutions. By combining traditional methods with newer ideas, you may create a new and efficient way of doing things.

Wider Skill Sets: Every generation will have skills that the others do not. So, when you combine all those strengths together, you create a more versatile and skilled team overall. Often, the older team members will bring experience and a depth of knowledge, while younger employees can bring a fresh perspective and digital flair.

More Opportunities To Learn: Professional development should always be a priority, but formal courses and workshops are not the only places to learn. Team mentorship can create just as many learning opportunities. And it doesn’t only have to be the more senior team members mentoring the youngsters.  Think reverse mentoring everyone has something valuable to teach, so maximise the potential!

Better Decisions: Diverse teams make better decisions as they can consider a wider range of perspectives and experiences. This can lead to more effective and well-rounded strategies for your organisation.

Stronger Workplace Culture: By valuing the contributions of all generations, your team will feel respected and engaged in their work. This can lead to a positive workplace culture with higher job satisfaction and employee engagement – which means better talent retention and lower employee turnover.

Encouraging Intergenerational Harmony

While there may be certain instances where opinions may differ, there is no reason why there can’t be strong intergenerational teamwork within your business. Here’s how you can enhance collaboration:

Ditch the Stereotypes

People may come into the business with preconceived notions about how certain individuals may behave because of their age. It is important to squash those stereotypes by fostering inclusivity. Once people interact and get to know each other, they will realise that age is no barrier to connection.

It’s all about communication and encouraging discussions that reverse the misconceptions individuals might have about the people around them. Identify any assumptions and open the conversation surrounding them to remove barriers and create a positive and psychologically safe environment.

Shared Purpose

Uniting your team under one set of values and goals will show them that they aren’t all that different. When they are all working towards a common goal aligned under one vision, you will find there is a sense of unity that breaks down any generational divides.

Highlight the Benefits

As a leader you know the benefits that can come from a multigenerational team. But the team themselves may not realise the treasure trove of experience, innovation and ideas they collectively possess. So that they learn this valuable lesson, create opportunities for colleagues to work together and learn from each other. This could be in a mentorship arrangement or simply a collaboration of minds with complementary skills.

Build Community

Chats around the figurative water cooler are a good starting point. But you can take the social connections even further to build a strong community within your team. Informal team gatherings, communal work and community spaces or virtual meet ups will all encourage your team to connect casually and form friendly bonds.

Smooth The Way

Subtly navigating the challenge of connecting a multigenerational workforce can sometimes feel like you are walking on eggshells. But, as this is a challenge that almost every business will face, it is important to handle it well.

That’s where Extended DISC and the Spice Gals come in!

With Extended DISC we’ve helped numerous businesses navigate the unique challenges of creating a community and common understanding within a multigenerational workplace. And we’d love to do the same at yours.

Reach out to our team today to see how we can help you.

How Inclusion Is Playing A Leading Role In A Great Work Environment

Inclusivity is a buzzword in the HR field.

Of course, you want to create a space that is warm and welcoming for all team members regardless of age, gender, culture or background.

But inclusivity can be so much more than that.

Embracing the full potential of your team members and creating a positive working environment is incredibly valuable on a personal and professional level.

That’s why inclusion is playing a leading role in retention, innovation, and so many other key areas of business. Let’s investigate this further to see how you can create an inclusive environment at your workplace.

What Is An Inclusive Workplace?

Creating an inclusive workplace is not about investing thousands of dollars or overhauling the way you do things. It is simply about creating an environment where everyone feels valued, respected, heard and supported regardless of their background, identity, or differences.

Leading from the top, focusing on inclusivity is creating a place where diversity is not only acknowledged but celebrated. All individuals should have equal opportunities to contribute, grow, and succeed.

Everyone should feel a sense of belonging, no matter who they are. Age, gender, race, culture, religion, sexual orientation, disabilities, or economic background should not be factors – in fact, you should actively work against discrimination or unconscious bias in these areas.

Inclusion is the way, as it fosters a place where people want to be every day and encourages the desire to work towards the common goals of the business.

The Value Of Inclusion

Inclusion is a valuable thing to foster in any environment, but especially in the workplace. Here’s why:

Self Confidence

Knowing you belong and matter helps you to have greater self confidence. New Zealand is becoming an increasingly diverse place. So, it makes sense that our workplaces are becoming equally diverse. Sometimes, majority groups can make others feel excluded simply because they have a habit of emphasising what they have in common.

This isn’t always done intentionally, but it has the negative impact of making those in the minority feel like an outsider. This can negatively impact their self confidence and make them less likely to engage with their role, the business, and the rest of the team.

If everyone can be consciously aware of their behaviour and foster inclusivity, every team member can feel confident, happy and engaged in their work.

Innovation

Businesses that innovate can stay relevant and reach their full potential. That’s because they can adapt to the constantly changing environment that surrounds them and come up with creative solutions to challenges.

When inclusivity is a focus, all your team will feel empowered to speak up and offer their ideas. This is when the best solutions come to light as you can gain perspective from all areas of the business to create practical innovation that works.

Retention

When your team feel the sense of belonging, support and fulfilment that inclusivity brings, you can significantly increase your staff retention rate. If they feel valued and included within your company, then they are more likely to develop a strong sense of loyalty.

Creating a space full of equal access development opportunities, flexible work arrangements for all, fair and inclusive policies, along with a diverse leadership representation shows your team that anyone can succeed and advance within the business. This obviously sets the stage for good talent acquisition and retention.

Why Inclusion Is Playing A Leading Role

Because the world is such a diverse place, inclusivity is a big focus, and it should be. More and more people want to work in an inclusive workplace. They seek out businesses that offer this environment for two reasons. The first one is obvious, they want to feel like they fit in. The second reason is that they don’t want to be part of a company where their colleagues might feel excluded.

That’s why inclusion is taking a leading role in creating engaged and productive workspaces. When inclusion is a core business value you can get the best from your people as they all feel respected, heard and valued. Most importantly, your people will feel safe.

Creating An Inclusive Workspace

Core Values

Simply creating a diversity policy is not enough. Inclusivity needs to be embraced by everyone in the company, not simply seen as a policy to follow. When everyone embraces the concept of inclusivity, then they will all have an opportunity to thrive in an empowering environment.

This vibe should start from the top down with management leading the way. When your managers and leaders show sincerity and genuine interest in inclusivity it helps to intertwine these concepts into the daily behaviours of the business.

Seek Feedback

It can be difficult to know what your team want from a workspace unless you ask them! Collecting feedback is a powerful way to discover what your employees value. The way to produce the most fruitful results is to have them complete an anonymous employee survey so each team member can express their views without fear or judgment.

Collecting the feedback is only part of the process though. Once you have the results, it is important to make company wide changes in line with the needs of your team.

Review

Another important task is to review what is taking place in your business currently. What are some quick fixes you can enact to support a model of inclusivity? Getting some quick wins on the board will show your team you are committed to progress.

Then, it’s time to examine the more time-consuming aspects like policies, recruitment and remuneration. Employee policies should not have any barriers to inclusion. Review what policies you have in place and make changes accordingly. Clearly communicate to all your team what discrimination and harassment look like and the resulting consequences of this negative behaviour.

Your recruitment process should ensure any vacant role is equally accessible to all applicants and that no particular groups will be negatively impacted in the recruitment process.

Remuneration should be transparent and carefully structured. That way you can give guidance on starting salaries and any bonuses while ensuring pay equity is in place for all segments of the workforce.

Include Inclusion

Inclusion should be part of everything that you do. It should become part of your onboarding process so that new team members instantly feel welcome and connected to your business. It should also be part of the daily practices within your office, with meetings, activities and conversations that promote inclusion and understanding.

Don’t forget virtual inclusion either! Remote work is great for flexibility, but it can be isolating. Maintain human connection with those working remotely and ensure mental health resources are available for all.

Making Your Workspace Inclusive

No one wants people to feel excluded, but sometimes it can feel overwhelming to tackle inclusion in the workplace. Gaining the calm and practical advice of an expert HR team can take the stress out of the process and ensure nothing is missed.

The Spice Gals are the team to help you!

With extensive HR experience and a true focus on the human side of Human Resources, this is an area we are passionate about. We’d love to help ensure your workplace is a space where everyone feels relaxed, accepted and valued. Chat with our team today to see how we can help!

Social Responsibility: Are You Adapting For And Attracting Gen Z?

Generally speaking, every new generation is passionate about something in the workplace.

The Boomers wanted career progression, Gen X wanted independence, Millennials wanted flexibility, and now as Gen Z start to enter the workforce in their droves, they are passionate about social responsibility.

So, is your workplace adapting to embrace this new focus?

In order to set your business up to attract and retain this new generation of workers you’ll need to show accountability in the areas that really matter to them.

Let’s look into this in a little more detail.

Gen Z And Social Responsibility

Gen Z workers are often more socially and environmentally conscious than those from previous generations. They tend to prioritise working for companies that share their values and contribute positively to society.

Because they are passionate about social responsibilities, they will often change their personal behaviours to minimise their own impact on the environment. They want their employers to do the same. So, if your company can show accountability on the environmental front and prove you are serious about your social responsibilities then you will not only attract a new generation of workers, but you will retain employees who share your company’s values and interests.

Globally, companies are starting to invest in climate adaptation. That means, instead of trying to prevent climate change, they are adjusting to the reality that it is going to happen and what we need to do in response.

Gen Z expect your business to be resilient and prepared for environmental change. So, there are some things you will need to consider in this space to ensure you are up to the challenge.

What Is Workplace Social Responsibility?

Workplace social responsibility refers to the ethical obligation your business has to act in a way that benefits society at large. It involves considering the impact of your actions and decisions on employees, customers, communities, and the environment.

Emphasising your social responsibility can be a powerful way to attract Gen Z workers to your business. They are really interested in:

Purpose-driven work

Gen Z workers are drawn to companies that have a clear sense of purpose beyond purely making a profit. By prioritising social responsibility, you can demonstrate that you are committed to making a positive impact on society. This can be highly appealing to Gen Z workers as they are often seeking what they see as meaningful employment.

Employee engagement

As an employer, you know how important it is to have an engaged workforce. Not only do you get more out of your team, but it creates a positive working environment along with personal and professional success for everyone. In today’s climate, workers are more likely to feel engaged and motivated when they believe in their company’s values and social mission.

By giving your team socially responsible values to connect with, you can create a more inclusive and fulfilling work environment with excellent employee retention rates.

Brand reputation

Prioritising social responsibility is not just talking about your environmental values, it is about your actions too. If you can positively contribute on both these fronts, it will create a strong reputation for your brand and company.

Gen Z workers value transparency and authenticity in the companies they choose to support and work for. Building a positive brand reputation as an ethical and socially conscious organisation can help you attract top talent as well as gain the trust of your customers.

Positive community impact

What does your company do to ensure you are positively impacting your local community and the environment? Because Gen Z workers are passionate about social and environmental issues, they want to work for companies that share their commitment to sustainability and social justice.

By prioritising social responsibility, you can make a meaningful difference in your community and reduce your environmental footprint. Plus, you can resonate with Gen Z workers who are looking to make a positive impact through their work.

The Big Issue: Climate Change

The Government recently passed legislation making climate-related disclosures mandatory for some companies. The requirement applies to large publicly listed companies, insurers, banks, non-bank deposit takers and investment managers.

The legislation came about because the majority of large NZ companies provide very little information about what climate change might mean for them. By having these big businesses make mandatory climate-related disclosures it ensures the effects of climate change are routinely considered, that responsibility is demonstrated in the consideration of climate issues, and it creates a more efficient allocation of funds to build a more sustainable, low emission economy.

The purpose is to ensure NZ stays on track to achieve its target of net zero carbon by 2050. While these mandatory reporting stipulations only apply to around 200 big NZ businesses currently, it is worth considering your own business’s impact, especially as this is a key issue for Gen Zers.

So, what is your business doing to be socially responsible on the climate change front? Are you adapting your business practices to invest in the future of our country and our planet? These are big considerations for Gen Z and as such they should be considerations for your business too.

Adapting And Attracting

Social responsibility is a huge topic right now. Not just because it is vitally important to Gen Z, but because we all need to adapt our attitudes and actions to protect our futures.

How socially responsible is your business right now?

If you aren’t sure of the answer to that question, now is the time to remedy that. And our team of HR experts can help you do it. We can help you develop social responsibility policies and procedures that will not only position your business as a thought leader in this area, but also attract amazing talent from all generations.

Chat with us today.

Understanding The Compliance And Ethics Involved With AI

Let’s talk AI.

One of the most impactful business innovations of the last few years, you are probably already enjoying some of its power in your workplace.

But, like Uncle Ben said to Spiderman, with great power comes great responsibility!

Yep, it is your responsibility to ensure your business is utilising AI without breaking any rules, laws or regulations.

It’s time to consider whether you are using AI ethically and in compliance with privacy legislation.

Let’s look into these key aspects to see if you are playing by the rules.

What Is Considered AI?

What exactly is considered to be AI? In the workplace, artificial intelligence (AI) is the use of computer systems or software that perform tasks that typically require human intelligence. Because they are designed to mimic human behaviour and automate processes for efficiency, they improve accuracy and overall business performance.

These are some common examples of the kind of AI found in a standard workplace:

  • Chatbots or AI-powered Assistants: The components that handle routine customer or internal queries and admin tasks.
  • Automation: Software solutions that handle mundane or repetitive tasks like data entry, calendar management, triggered communication and more.
  • Machine Learning: Software that focuses on the use and analysis of data, along with algorithms to learn in the same way a human would, to improve its accuracy over time. Examples of machine learning can be as simple as product recommendations based on previous purchases, or as complex as talent acquisition and employee retention software.
  • Data Analysis: By using certain algorithms, AI can analyse large amounts of data quickly and accurately to identify patterns and trends that can be used for business improvement.
  • Predictions: The analysis of historical data can help to form predictions or forecasts for the future, allowing for insight into staff turnover, financial performance, or inventory management.

Your Responsibilities

By utilising AI in your business, it is your responsibility to ensure it is being used both ethically and legally. That means paying attention to these areas in particular:

Privacy

New Zealand has very strong privacy laws under the Privacy Act 2020. Among other things, the Act regulates how you collect, use and handle personal information. This applies to the data belonging to every individual who interacts with your business, including employees, team members, contractors, suppliers, clients, guests and inquiries.

The Privacy Act states that you need to gain consent from the people whose data you are using and only use the data for the purpose that it was collected. You also need to protect that data. So, you need to ensure that any AI tools comply with these principles.

Be mindful that simply uploading people’s private information into an AI data system may breach privacy laws. Before doing anything, check the security and privacy parameters for each individual AI tool to confirm it complies with NZ privacy standards. You might have to gain consent to use any personal data within AI technology systems.

Intellectual Property

One of the major things individuals use AI for in the workplace is content creation. Emails, marketing posts, images – all these things can be created by AI. But is it ethical to do so?

By the nature of what AI is, it draws information from many sources on the internet to form your content. That means, it harvests thoughts and ideas, even direct quotes, from content that has already been written and published. What takes seconds to pull together with AI took the original authors hours to craft. You are benefiting from their hard work before you.

Not only is this ethically questionable, it also puts you in danger of potentially breaching copyright. While New Zealand does not yet have specific laws relating to content created by AI tools, it’s important to recognise how the content is formed. Rather than copying and pasting the content that is generated by a tool like ChatGPT, it is best to use it for idea generation or a content starting point.

Business Assets

Speaking of intellectual property, it is vital that you take steps to protect your business’ own intellectual property when using AI. As many AI software solutions are new to the market, we don’t fully understand how they process the data that is input or who can access that information in the future. That’s why you and your team should be cautious about what you load into AI programs.

It’s best to avoid inputting extremely sensitive business information. Translation: don’t put your trade secrets into AI as you don’t know where they might end up! After all, we highly doubt the Colonel is going to be loading his secret ingredient blend of 11 herbs and spices into ChatGPT! That info is just too precious to risk getting into the public space.

Using AI Responsibly

How can you ensure you are using AI responsibly in your business? These are some of the ways:

Policies

Rather than blindly using AI in your business, you need to form policies around what tools you will utilise and how they will be used. Think consciously about which ones you intend to use and how they will impact the data you have an obligation to protect. Are there any risks that need mitigating or could a non-AI tool be used instead?

Then, choose tools that do not jeopardise privacy laws and be transparent about their use by documenting everything in an AI-specific policy. Once the policies are in place, the job is not done. Technology evolution always moves at a lightning fast pace, so you need to instigate human reviews regularly to ensure your AI tools are not retaining or disclosing data incorrectly.

Team Training

Your policies are only going to be effective if your people understand them! So, you will need to arrange training for your team members to ensure they are aware of their obligations when using AI tools. They need to be able to use the tools effectively and responsibly and understand their limitations.

Training should be practical, showing your people how to physically use the tool, such as inputting data and examining the results generated, along with the AI-generated decisions. But training should also delve deeper, highlighting that AI should still respect an individual’s privacy rights, their intellectual property and that it should avoid discrimination and harm.

If they feel that AI is creating any negative impact within your business, encourage your people to speak out so that it can be remedied.

Help And Support

In the greater scheme of business, AI is a relatively new technology that we are all learning to navigate. If you have concerns about the potential impact on your business, now is the time to take action. Reach out to our team if you would like assistance in forming the policies and training program surrounding AI in your workplace.

Ideas to Help You Create an Employee Value Proposition (EVP)

Being an employer of choice  can help you attract the best kind of candidates and turn them into loyal team members, and in the current market that’s got to be a business goal!

But, it isn’t something that happens by accident and there is one key strategy that will help you drive your approach – a rock solid, values focused Employee Value Proposition (EVP).

So, firstly what is an employer of choice, why is it important to be one and how can a well-crafted and thought through EVP help you achieve it? That’s what we are going to discuss right now.

What Is An Employer Of Choice?

When it comes to employment, there are many choices that a candidate can make. The most important choice is probably which company they will work for. Lots of things can drive that decision, but one thing will put your organisation at the front of the list before any others.

That is, being recognised as an Employer of Choice via your EVP.

An employer of choice is a business that has a reputation for being a preferred place to work. Basically, it means people want to work for your organisation as they perceive it to be a highly desirable employment opportunity.

A business can earn this title for many reasons, but the main ones that stand out in an EVP are having a positive workplace culture, offering attractive compensation and benefits, providing opportunities for career development, and displaying values of diversity, inclusion and a focus on employee wellbeing.

Why Is It Important?

Why is it important to be an employer of choice and have an enticing EVP? Well, put quite simply,  it will make it easier for you to attract and retain top talent, helping your business thrive in any market.

Because your employees are fully focused on your business and not looking for other opportunities, they will be motivated and productive in their work. They will have your business’s best interests at heart, and because they also usually share your company values, they will work in alignment with your company mission.

Being an employer of choice does not only serve you on an employment front. A positive employer reputation will set you apart from your competitors. It can also be a key differentiator when potential clients, partners or investors are considering working with you.

Key Strategies To Creating a Rockstar EVP to Become An Employer Of Choice

Becoming an employer of choice should be your ultimate goal but the roadmap to get you there will be defined by your EVP.  Here are some key strategies you can use in your EVP to position yourself in this space:

Work/Life Balance

This is the elusive balance that every worker is looking for! Achieving it is not simply about correctly splitting your time between home and the office. True balance is about far more than that.

Flexibility is a really important  aspect of your EVP. Allowing your team to work from home is definitely part of it, but you’ll also want to consider flexibility in working hours and working location. Then, there could be the option for job sharing and flexitime.

Basically, it is about allowing your employees to have job control. That is, providing the autonomy to recognise an agreed output and empowering your people to focus on that, rather than clock watching the specific hours worked in a set location. And because you have this fantastic reputation as an employer of choice, your employees are not likely to abuse this privilege.

Defined Business Values

Values can help to shape your organisational culture and are an important inclusion in your EVP. When your employees understand, embrace and most importantly share your set of values, it fosters a sense of belonging and unity. A strong, shared culture can improve teamwork, morale, and overall job satisfaction.

Those values also serve as a compass for decision making, helping leaders and team members to make choices that align with the company’s core principles. A consistency in decision making can lead to better business practices – another reason that people will consider you to be an employer of choice. And you’ll attract customers who share the same values.

Valuable Employee Benefits

It makes sense that you need to offer competitive remuneration to be considered an employer of choice. But you don’t want to stop there when it comes to your EVP. Attractive employee benefits can help to support your company values and enhance your overall workplace culture and EVP.

Yes, you can offer traditional benefits like insurance, enhanced KiwiSaver contributions and performance bonuses, however, to really enhance your EVP it doesn’t need to cost the earth.  Why not embrace and take advantage of new and relatively inexpensive trends like:

  • Digital recognition platforms where your team can interact with each other, you can celebrate key milestones and identify top performers.
  • Gamification which allows fun activities or training modules where employees can score points, participate in competitions and top leader boards.
  • Peer-to-peer recognition where colleagues and teammates can recognise each other, rather than managers simply handing out rewards.

Defined Career Pathways

Part of being happy in your work is knowing that there is a chance for progression or new challenges. Seeing potential for growth within a business from the outset via an EVP could also be extremely important to a potential team member when they’re making their employer decision . Clearly defining the career pathways within your organisation helps people recognise where they could move to next.

Offering internal advancement opportunities can only help the reputation of your business. It demonstrates that you value your existing team members because you are willing to promote from within.

As part of the pathway definition, you should also include the training and development opportunities for your employees to obtain the necessary skills or knowledge to progress along the pathway.

Support The Important Things

Your people are the lifeblood of your business and clearly showing this within your EVP will pay dividends in attracting high calibre team members. You can demonstrate that you acknowledge and understand their value by supporting the things that are important to them:

  • Wellbeing programmes show that you value good mental health and help your team members maintain a positive mindset.
  • Advocating for diversity and inclusive workplace practices demonstrates that every team member is valued equally.
  • Your local community will support your business, so show your social responsibility by supporting your community through involvement, participation and support.
  • We only have one planet, so adopting sustainable business practices where possible will help to show you care.

Become An Employer Of Choice

Is it time to give your business brand a boost and really become an employer of choice? Then, you’ll want to make sure you are backed by a skilled and knowledgeable HR team.

That means you need the Spice Gals on your side. If you wannabe an employer of choice with a strong and attractive EVP, then we can definitely help you make that happen. Chat with us to find out how we can help you create a team culture that attracts and retains THE best talent around.

Contact us now.

Are You Prioritising Employee Wellness?

Mental Health Awareness Week is 18-24 September this year.

It’s a fantastic initiative that shines an annual light on the importance of employee wellness and good mental health.

This year the focus of Mental Health Awareness Week is equipping yourself with proven tools to boost your mental health.

We thought we would explore this concept in relation to the workplace, as this can be an area of prolific stress for many people.

So, this September (and beyond), let’s shine a light on how important it is to prioritise employee wellness and the ways that you can do that in your workplace.

Are You Prioritising Employee Wellness?

Prioritising employee wellness is an important part of being a responsible employer. But wellness is not just attributed to one thing. To achieve true employee wellness, you should look at things holistically. These are some of the areas you should be considering:

Physical Health

Physical health and mental health are closely connected. So, it stands to reason that encouraging good physical health can positively influence your team’s mental health.

Regular physical activity triggers the release of endorphins, dopamine, and serotonin in the brain. These chemicals are known as “feel-good” neurotransmitters and play a crucial role in regulating mood and reducing feelings of anxiety and depression. Getting active also helps to lower your cortisol levels, allowing your body to better manage and reduce stress.

All this activity contributes towards better sleep, improved cognitive function, stronger self-esteem, and greater emotional regulation from a strong mind-body connection. Basically, strong physical health is good news for employee wellbeing!

How can you achieve it?

Here are some strategies you can use to encourage good physical health in your workplace:

  1. Wellness Programmes: Fitness challenges, health assessments, and nutrition workshops are all examples of ways you can get your team to focus on their own physical health.
  2. Active Workspaces: Give your team the chance to be passively active with things like standing desks, walking meetings, and space for stretching or moving around.
  3. Active Commuting: Make it easy for your team to use a bike or their feet to get to work by providing bike racks, showers and changing facilities.
  4. Workplace Fitness: You could even arrange on or offsite fitness classes, yoga sessions, or group walks – promote them well and make the options easily accessible.
  5. Supportive Policies: Support good physical health with policies like paid time off for medical appointments, discounted gym memberships, flexible working hours to play sports or participate in other physical activities and allocated physical activity breaks.

Financial Health

Financial problems can be a common source of stress and anxiety, which can negatively impact mental health of your team. After all, it’s hard to be relaxed and happy when worrying about money.

Financial health is a growing concern in the current climate. The cost of living seems to rise weekly (without much sign of slowing), and it doesn’t help that a potential recession is looming. Protecting the financial health of your team can give them a greater sense of security, improved relationships and better quality of sleep, which all contribute to stronger mental health.

How can you do it?

The first step in creating an environment of good financial habits is to ensure you pay your team correctly and on time for every pay cycle. Then, the second step is providing opportunities for good financial education.

Education around Kiwisaver, budgeting, medical insurance, and general financial awareness are very important to share. It’s also important to educate your team that good financial health is a gradual process and can require consistent budgeting, saving and planning to achieve. There are some excellent resources to support this education process on Sorted.

Finally, keep an eye on the individual members of your team to ensure that financial stress isn’t having a significant impact on their mental health. Make sure you have the appropriate support from trained mental health professionals to call on if you feel that financial stress is setting in.

Checking In

Regular check-ins with your team can help to promote good mental health in the workplace. It is an opportunity to foster open communication, show recognition and appreciation, offer feedback, problem solve, and affirm the support system that is available to them. These check-ins contribute towards maintaining a positive work environment and fostering wellbeing amongst your team.

How can you do it?

Make regular check-ins a priority for team members that are on site and those that work remotely too. That personal touch will remind them that they are a key part of the organisation.

These catch ups can be an informal chat or a more structured meeting. Try to connect with each member of your team monthly at least, or more regularly if you see that anyone is struggling.

Work/Life Balance

Striking the right balance between professional responsibilities and personal life can result in reduced stress levels, increased happiness and improved mental wellbeing, which are all essential for good mental health.

But it’s important to remember that balance can look different for everyone. Depending on the individual, balance can involve setting personal boundaries, managing their time effectively, having flexible conditions, and having their needs communicated and heard. Achieving balance is an ongoing process and adjustments might be needed as circumstances change.

How can you achieve it?

As an employer, you can play a crucial role in helping your team achieve a healthy work/life balance. And it is worth achieving it too. Managing to create an environment of balance can lead to increased job satisfaction and productivity, plus all-round positive vibes.

Here are some ways you can help your team find their balance:

  • Flexible working hours and the potential to work remotely (if possible)
  • Set clear job and performance expectations and listen to feedback about whether the expectations are realistic and workable
  • Cut out unnecessary meetings and encourage collaborative communication channels instead
  • Monitor and manage workloads to prevent excessive stress
  • Encourage regular breaks during the day and longer-term annual leave to recharge batteries
  • Provide time management training
  • Encourage disconnecting from work related duties outside working hours
  • Have your managers model healthy work/life balance behaviours to lead by example
  • Provide training on how to set appropriate boundaries so that work does not encroach on personal time

Lead From The Front

There is a reason that flight attendants tell you to put your own mask on before helping others in an emergency. You can’t possibly help anyone else if you don’t have your own ducks in a row first! This applies to mental health in the workplace too.

It is important for leaders to consider their own mental health and lead from the front in this area. Burnout is a real threat for everyone, you are not immune just because you are management. In fact, you can be at greater risk due to the pressure of the role. So, ensure your managers and team leaders continue to look inwardly as well as caring for their teams.

Let’s Talk About It

Encourage your team to talk about any problems they are experiencing in the workplace. This will help to encourage perseverance and consolidation at the same time.

Communication will be a big part of highlighting the importance of good mental health in the workplace. So, you want to empower your managers with valuable tools that allow them to help others through effective communication and understanding.

How can you do it?

Having a mental health first aider in your workplace can be invaluable. If you don’t currently have one, visit Tepou for a list of accredited instructors.

You should also ensure there are plenty of Mental Health resources available for your team. A great place to find these resources is on the NZ Mental Health Awareness Week website.

Prioritising Employee Wellbeing And Mental Health

We don’t have to tell you that employee wellness is really important. Without it, you can’t hope to have a positive workplace with happy and productive employees.

So, how do you put employee wellbeing at the forefront?

A great way to do it is to engage the services of an expert HR team. HR will ensure you shine a spotlight on the HUMAN element of your workplace; after all, it is literally in the name! Rest assured that HR experts know a thing or two about building great, positive spaces for humans in the workplace.

Sometimes it can be difficult to establish whether you have effective employee wellness policies or if there are some areas that might need work. The team at Spice HR are some of those HR experts that can help you to establish the right wellness practices to suit your team and management.

Get in touch with us today to make your employee’s wellbeing a priority.

How To Become An Employer Of Choice (And Why You Should)

Do people want to work at your organisation?

Or probably the bigger question, rather than just wanting to work there, do they want to stay long term as it’s just a fantastic environment that can’t be beaten elsewhere?

If you can answer yes to both of those questions, then you have conquered an immense challenge and become an employer of choice.

If you think you might have some work to do or simply want to delight your staff, then this is the article for you.

We are going to discuss how to become an employer of choice and how to stay one so that your business can reap all the benefits that come along with this. Let’s dive in!

How To Become An Employer Of Choice (And Why You Should)

What Is An Employer Of Choice?

Being an employer of choice means being a company that is highly regarded by job seekers and employees. It is a place that stands out from other businesses as a preferred place to work due to the positive work culture, opportunities available and strong employer brand.

If you have managed to be recognised as an employer of choice, it means you have successfully created an environment where your team are engaged, motivated and satisfied with their work.

Ultimately, as an employer of choice, you will be able to attract and retain top talent, have low employee turnover rates, and have a great reputation in the job market. As well as that, you’ll typically enjoy greater productivity and loyalty from your team. You will be seen as a desirable employer and people will actively seek you out, aspiring to work for you.

Sounds pretty good, right? So, here are some of the ways you can foster this feeling at your workplace.

Your Brand, Their Choice

When it comes to being an employer of choice, reputation is everything. So, you want to develop a strong brand highlighting your company ethics, employee growth opportunities, a great culture, and stable finances.

How can you do all of that? Try some of these tactics:

Core Values

What makes your organisation different from other companies? It is your value proposition. So, part of building a strong employer brand is articulating what is unique about your business and why people will want to work with you.

Identify your core values, mission and vision and weave them into everything you do. Develop strong communication channels and ways to recognise your team’s achievements when they demonstrate these core values and help your business work towards your collective goals.

Purpose

A strong HR team can help to shape a company’s purpose. A purpose is about more than generating productivity and the work that your team will output. A purpose is about building a strong employer brand, displaying your ethics and giving your team something to connect with.

When the company and the team align behind strong values and a purpose you all become invested in something you believe in.

Connecting your company’s purpose to environmental, social and business goals and making those goals a part of your employer brand gives your company a powerful way to make an impact on the world and attract better talent along the way.

Growth Opportunities

Becoming an employer of choice will help you to retain quality team members. But, in order to retain those people long term, you will need to provide opportunities for growth and development. That can mean the chance to enhance their skills in certain areas, work on projects in their field of interest, and even ways to advance their careers.

Make sure your business offers training programs, mentorship and clear paths for progression.

Remuneration And Reward

It is important to back up your strong company culture and values with attractive remuneration. Obviously, you want to offer competitive salaries that align with (or better) industry standards. But it’s not all about money. There are other ways you can give your employees great benefits, such as flexible working conditions, rewards programs, and tailored incentives.

Being A Modern Employer Of Choice

In your quest to become an employer of choice, it’s vital to take stock of the current market conditions and what people are looking for in 2023. As we mentioned above, one of the fundamental changes we’ve seen is the importance of purpose in today’s organisations.

There are several driving forces behind this:

Demographic Changes

Both Millennial and Gen Z employees prioritise values and purpose more than the previous generations have. It’s not simply about the work they are doing, it is about the impact the business can have.

Meaning is becoming a key differentiator for company’s to retain and attract talent. A clear purpose not only helps to attract the right kind of talent, but it helps to engage your existing talented employees and boosts productivity.

Automation

We’re sure every one of you could list a boring or mundane task that you have had to complete in your working career that drove you up the wall. Thankfully, with the advancement of technology and the rising popularity of automation, those tasks might just be off your plate now.

Automation allows for repetitive, manual tasks to be handled by technology, rather than team members. And as these tasks are generally the first to be automated, they leave behind the more meaningful and rewarding tasks. Again, this gives your team the opportunity to work for a stronger purpose than data entry!

COVID

Yep, we mentioned the C word. While Covid provided a rather tumultuous season in our working careers, it actually helped a lot of people to realign their priorities when it came to their personal lives and career. As a result, the dramatic shift in feeling is that a company should have a purpose to make working life more meaningful.

Globalisation

Geography is no longer the barrier it once was. In days gone by, you had to live locally to the company you worked for or be willing to travel there. Now, it is easier than ever for companies to recruit staff or to have staff work from anywhere in the world. And there are compelling reasons to do so.

Globalisation means greater international collaboration and being able to work for an even wider purpose. So, this should be incorporated into your communication, onboarding, engagement and management strategies if you can make this happen.

Becoming An Employer Of Choice

As you have probably gathered, a strong HR presence is going to be key to becoming an employer of choice. The people are your company’s’s most important asset. And creating a strong purpose for them to unite under is the first step to becoming an employer of choice.

It can seem like an imposing task if you aren’t sure where to start. Luckily, the Spice Gals are here to help you. As experienced HR professionals and business owners ourselves, we understand the importance of uniting your team under a collective purpose.

Let us help you define and implement that purpose so that you can become an employer of choice. Book a time to chat with our team and take the first step towards purpose now.

When Automation Meets Human Leadership

It’s no secret that we are living in a world of developing technology.

And one of the biggest advancements in recent times is automation.

Incredibly helpful for streamlining processes and creating capabilities, automation is a useful tool that can aid with HR functions in your business.

However, it is important to remember that ‘Human’ is right there in the name when you are talking HR!

So, let’s explore what happens when Automation meets human leadership and how you can strike the right balance in your workplace.

When Automation Meets Human Leadership

What Is HR Automation?

HR automation refers to the use of technology and software to streamline and automate various Human Resource processes. This can include tasks such as record management, employee onboarding, performance management, payroll, and other administrative tasks.

There are a variety of HR automation tools available, with the most popular being an HR Information System (HRIS). These tools can help businesses save time and reduce errors by automating routine HR tasks, enabling employees to self-serve certain HR functions, and providing managers with better insights into employee performance and engagement.

Some of the benefits of HR automation include improved efficiency, increased accuracy, reduced administrative burdens, and better compliance with employment laws and regulations. Additionally, by automating certain processes, businesses can free up their HR team to focus on more strategic initiatives, such as employee development and engagement.

How To Use HR Automation

HRIS can help enhance engagement and productivity when it comes to the HR functions in your organisation. An HRIS can offer transparency and real-time data to allow for better feedback and reward and recognition.

Here are some of the benefits of using an HRIS in your business:

Easier onboarding

An HRIS can help to streamline your onboarding process as many of the manual tasks (like paperwork, orientation scheduling and sending welcome emails) can be automated. This can save your HR team time and creates an efficient process where nothing is missed. Onboarding progress can also be tracked, ensuring new team members are always fully onboarded and ready to start work.

By having a central platform that employees, managers and new hires can communicate through, it reduces confusion and ensures everyone is on the same page. Generally an HRIS also integrates with your other HR systems, such as payroll and recruitment platforms, so it makes it easy to have your new team member accurately set up in all the necessary systems and onboarded effectively.

Better training experiences

Even though automation is a big part of an HRIS, you are still able to personalise training programmes within the system, allowing managers to create tailored learning plans for individual team members based on their roles, skills and development needs. This is especially helpful as it means each training module is then relevant and useful to the individual employee, creating a more effective learning experience.

Having an HRIS that your team can log into means training material is easily accessible in one location, and everyone’s progress can be monitored.

Performance reviews

The automation capabilities of an HRIS can streamline your performance review process. Automate the tasks of scheduling review meetings, sending reminders to employees and managers, and collecting feedback from the right people to create an efficient, consistent and standardised review process.

Your system can also help you deep dive into performance data to identify high performing employees and areas of improvement. This helps with remuneration and creating plans for additional training and support where needed. Helpfully, this can also integrate with your payroll system too!

Having the review process standardised allows for timely feedback to be provided.

Staff engagement

You can use an HRIS platform for sharing employee appreciation and recognition. You can also track and monitor employee engagement outside formal review times via pulse surveys.

A wealth of data

Over time, an HRIS becomes a repository of HR documentation and employee history. It means you will always be able to lay your hands on specific HR detail when you need it.

It also allows for quick and easy reporting on HR data, creating the opportunity for analysis and prediction of trends that might influence your people strategy.

This data portal is not only of benefit to HR, it also has self-service elements to ensure leave requests and employee information remain up to date.

Keeps people connected

Workplaces have evolved in the last few years. While we used to all sit side by side in the office, things are quite different now. So, your HRIS can be used as an internal communication hub. This provides a seamless connection for all team members, whether they are in the office, working remotely, or a hybrid of the two.

Considering Human Leadership

Technology is clearly a massive part of our daily functions. But, we can’t rely solely on robots yet! There are simply some things that AI and automation systems cannot do. We still require strong human leadership to complement technological advancements.

Employees still want to be able to connect with their leaders on a human level. They don’t want leaders who are emotionally distant. They need connected, empathetic leaders who value investing in relationships with their team members.

Part of that is creating an environment of positive role models. It’s also about creating a great team vibe and leaders who provide personal and timely feedback on employee performance. Finally, today’s team members don’t simply want to work for managers, they want to collaborate on projects together and work for common business goals.

Leaders may need further training in soft skills to facilitate all of this. This will help them to develop trust and share accountability with their team. Remember that “Human Leadership” prioritises employee wellbeing and corporate culture. There is no longer a cookie-cutter approach to managing humans.

Balancing Humans And Automation

Creating the perfect working environment is about balance. You want to incorporate the benefits of automation that an HRIS offers, but ensure that your team is still backed by strong human leadership.

Need some help striking that balance?

Then the Spice Gals are here to help you do it. Have a chat with our team today!