Keeping Up With Minimum Wage Rates And Employment Benefits

Keeping Up With Minimum Wage Rates And Employment Benefits

At present, the beginning of April will see New Zealand’s minimum wage for adults rise by more than $1 per hour. Starting out and training wages will also be increased.

While this is great news for employees, there are sure to be some businesses that struggle to accommodate the wage increases. Especially with the ever-growing threat of COVID-19 looming over the labour market.

When the idea of the incremental wage increase was put forward by the government, they couldn’t have imagined that the proposed increase would hit businesses at such a difficult time financially.

With the economy teetering and 1st April fast approaching, you could be forgiven for really feeling the pressure, so we wanted to have a timely chat about the tangible benefits of keeping up to date with market rates and benefits and why regular remuneration reviews remain vital to a successful business.

Keeping Up With Minimum Wage Rates And Employment Benefits

New Zealand’s Minimum Wage Increase

The upcoming wage increase is due to take effect on April 1st, 2020. Several economists are already being vocal about the pressures this increase will bring to businesses when the global economy is being heavily impacted by COVID-19.

The proposed increase is a considerable jump of $1.20, bringing adult minimum wages up to $18.90 an hour from $17.70. It is estimated there are nearly a quarter of a million workers currently on the minimum wage.

The training wage will also increase to $15.12 per hour.

Similar increases are proposed for sometime in the next year as part of the government’s commitment to reach a $20 minimum wage by April 2021.

Late last year, Workplace Relations and Safety Minister Iain Lees-Galloway said in a press release, “With our economy doing well, we want to make sure that our lowest-paid workers also benefit. The rise in minimum wage is estimated to boost wages by $306 million a year across the economy. That’s a good investment in local economies where workers spend their wages.”

Unfortunately, the current economy is not looking as healthy due to the downturn in global trade. So the question is being raised of whether the increase should proceed. It is not only the minimum wages workers that need to be considered. As minimum wages increase, it’s likely that all wages across the business will have to be improved to close the margin between more experienced employees and the newcomers.

Let’s dive into the concept of wages as a whole to understand this a little further.

Keeping Up With Market Rates And Benefits

From a legal standpoint, it is essential to meet minimum wage requirements across the board. But, it’s also vital that businesses ensure they are meeting – or exceeding – market rates for their industry. As wages are often the largest cost for any business, this needs careful consideration from a legal and financial standpoint.

There are a number of positive impacts when ensuring your staff receive competitive remuneration. The first is quite simple: happy staff work harder! They are also more loyal and likely to stay with the business long term when they feel they’re being paid fairly. And don’t forget that long-serving staff can save tremendous costs on recruitment.

For example, Forbes reported that a bank in the UK voluntarily decided to pay the living wage to their cleaning and catering teams. Following this, staff turnover reduced, with impressive retention rates of 77 per cent and 92 per cent. Compared to the industry averages of 54 per cent and 32 per cent, those numbers say it all!

When you offer higher salaries, you are also more likely to attract (and retain) higher-quality candidates.

Employee well-being and satisfaction play an immense role in the success of your business. And while there’s more to happiness than just money, take home pay certainly has a role to play.

The Importance Of Regular Remuneration Reviews

NZ’s upcoming minimum wage increases are still compulsory at this stage, so it’s an ideal time to review how your business approaches remuneration reviews, benefits, and rewards.

Most organisations commit to yearly review processes. You may decide to calculate the cost of living increases across the board, offer rewards based on how the company is doing, or differentiate increases from employee to employee based on performance.

Paying people fairly for a job well done is a no-brainer. The recognition alone is enough to boost productivity and efficiency. Plus, your employees will feel valued and more likely to stick around, staying invested in the business.

Sit down and compare the wages and salaries of your team, comparing them with market trends throughout the industry to make sure they are competitive. But don’t forget that as well as the dollars on the table, company culture and the benefits provided play a huge role in creating a fulfilling work environment.

Lastly, you need to ensure that your business can sustain the wage rates in an ever-changing economy.

Is your business ready for the 1st April minimum wage increase? If you are a bit worried about how you will handle the logistics, give the Spice Gals a call and we can help you make sure your HR boxes are ticked. Get in touch with us today.

HR Basics – What You Need To Know

Human Resources Management… it all sounds rather clinical, doesn’t it!

But as we all know, people are NOT simple machines. They are complex creatures, and managing them takes time, energy, and understanding.

The people that work in a business are its biggest asset. They can mean the difference between exponential growth and success, and mediocrity – or even failure.

Getting your HR systems and processes in order should be a top priority for any company, regardless of how many employees it has. With the right foundation, any pain points that may appear down the line are easier to manage.

Here are the most important HR basics for any business.

 

HR Basics – What You Need To Know

Recruitment

Skills and experience are important, but recruiting someone who is the right fit for the role and culture is equally important. When employee values align with company values, employees are happier, more productive, and more loyal. Bad hires are costly and time-consuming, so getting the right person should be a top priority.

 

Clear Individual Employment Agreements

To protect both the employer and employee, a solid contract is essential. Both parties should understand their rights and obligations. Employment agreements are an opportunity to legally set up the working relationship and are a crucial term of reference if any disputes should arise.

 

Simple, Up To Date Job Descriptions

A well-written job description is a vital part of a healthy employee/employer relationship. It is useful in the recruitment phase as it helps to match the right person to the position. But it doesn’t stop there. It also allows managers to set employee expectations and manage performance.

Without a job description, there’s no way to track, measure, or manage what your employee does in their role, which can be a recipe for disaster.

 

Welcome And On-Boarding

Every new employee should be given a standard induction and a chance to be appropriately welcomed into a business from day one. This allows them to review all the paperwork, understand what is expected of them, get familiar with how things work, and start integrating into the team. It also introduces them to the culture of your workplace and ensures they feel part of the team from the very start of their employment.

 

Handbook And Expectations

Your employee handbook is a vital tool to communicate all the most important company information succinctly and clearly. It should include company policies, health and safety information, codes of conduct, discipline and termination information, as well as any other information specific to your workplace.

Each employee should sign to indicate they have read and understood the handbook.

 

Regular Feedback

Every person in your business needs feedback, no matter what level they are working at. Feedback helps set goals and expectations for all parties, track progress, and nip any issues in the bud before they get too serious.

Annual performance reviews aren’t enough. Instead, try to create a culture of immediate, helpful, and honest feedback given regularly. Think one on one discussions, informal catch-ups and conversational reviews.

 

Training And Development

Developing and upskilling your staff is a great way to boost employee satisfaction and retention. Not only will it directly benefit your business when employees learn new skills, but the productivity and engagement that people put back into your business will be well worth the investment.

 

Need to nail the HR basics at your workplace? Then give us a call here at Spice HR. We can help you to create the foundation for the kind of workplace your employees love to come to. Getting the HR basics right is the first step towards a great workplace culture and a productive workforce.

Get in touch with us today.

Is There Such A Thing As Work Life Balance?

Work life balance is a concept that has been doing the rounds for decades. But as we all know, it’s easier said than done.

Advances in technology mean we are online and available 24/7. This often blurs the lines between work time and downtime. Plus, it’s really hard to shake off the “work harder and longer than everyone else” mentality of the baby boomer generation.

In spite of this, creating a work environment that supports and encourages work life balance is essential for keeping your employees – and your business – healthy.

Read on to find out why this balance is so important, and to get some ideas on how to achieve it for you and your team.

Is There Such A Thing As Work Life Balance?

Healthy Employees = Healthy Business

The people on your team need to be mentally and physically well to perform at their optimum level.

Overworked people are stressed, and stress can lead to a vast array of health issues. These can be both mental and physical. You are likely to see more absenteeism, lower morale – and overall, a drop in productivity and retention.

On the contrary, people who feel that health and wellness inside AND outside of work are not only supported but encouraged, come to work refreshed and engaged. They will be more loyal to your business because they feel understood and valued, becoming loyal brand ambassadors.

Enable Flexibility

Work life balance looks different for every individual. For some, it means being able to start or finish work at different times or work remotely. For others, it’s paid time off instead of traditional, segmented leave. For many, it’s merely being able to switch off once they have clocked out.

Creating a flexible work environment that caters to the widely varied needs of your team is critical. If your employees spend all their “life” time running around doing their off-work chores instead of truly relaxing, they are going to find it hard to focus on the job.

Enabling some flexibility during the workday to pop out for an appointment, make a phone call, or take care of their health can make a world of difference.

Foster Workplace Wellbeing

Balance isn’t just about giving people enough time away from work. It is equally important to make the workplace a positive place to be. Flexible hours and plenty of time off means nothing if your employees dread coming to work or head home feeling completely burned out every day.

Taking steps to build holistic wellbeing in the workplace will pay off in the long run. When looking at ways to improve your workplace wellbeing, remember to look to encompass the five essential elements of wellbeing – career, community, financial, physical and social. You will attract and retain top talent, and improve the bottom line of your business.

Here are some wellness in the workplace examples to consider:

  • Career pathways and opportunities – discussions and planning
  • Workplace massage
  • Healthy snacks
  • Team exercise initiatives or gym membership discounts
  • Free sessions on financial literacy
  • Quiet areas in the office for de-stressing
  • Workshops and training relevant to your team
  • Organised group activities to give back to your community
  • Social downtime as a team

Model Balance At All Levels

Make sure that managers walk the walk and lead by example!

It’s all very well for the message to filter down through the ranks that it’s okay for people to leave on time, not reply to emails after hours, and take their leave each year, but if CEO’s and managers are modelling the opposite (overworking) behaviour, THAT is the message that people will heed.

Instead of working yourself to the bone, implement good practices of delegation. Also, boost your productivity time by switching off your phone and having focused work time without interruption. If you can make the most of your hours at work, then tasks won’t have to creep over into your home life.

Looking to get better work life balance at your workplace? Then get in touch with the Spice Gals. We can help you implement great practices for the whole team so that everyone has the opportunity to strike the balance they need between work and downtime.

How to Handle Recruitment the Right Way

What would a doughnut be without the cinnamon? How would your favourite Indian dish taste minus the coriander or cumin? And what would the Spice Girls have been without Ginger Spice? It doesn’t really bear thinking about, does it? The same goes for your employees and your recruitment strategy.

They are the spice that makes your organisation unique, attractive, and successful. Without top talent, your business will struggle to beat mediocrity. So, it’s essential to attract the right people for your culture, and encourage them to stick around!

These days, recruitment is a science all of its own. Posting a Job Description on a local job board and hoping for the best just won’t cut it if you want the very best.

So, how do you tackle recruitment in the right way?

Today, we share our best advice for becoming the employer of choice for your potential candidates.

Do Some Self-Reflection

Before you can cast a net out to lure in your ideal candidates, you need to be very clear on what your organisation is looking for. Spend some time looking at your existing top employees, and ask yourself what it is that makes them a great fit.

Remember to include a mix of soft and hard skills, as well as addressing some of the more creative characteristics, such as emotional intelligence and cultural fit.

 

Understand Your Ideal Candidate

Once you know the kind of employee you want to attract, you can begin to understand them better. Think about what they need and want from a job or an employer, and what motivates them.

Do they thrive from being part of a team, or would they rather work independently? Are they happy with a predictable role, or are they looking for a bit of variety?

Drawing up a profile of your dream team member will help shape your business to be the type of employer that naturally attracts top talent.

For invaluable insight, refer to your existing staff members! Ask them what they love about working for you, what drives them, and survey them to see if there is more you could be doing to be a sought after employer.

 

Position Your Company

Savvy candidates won’t just be perusing the job description when deciding whether to take a role. They want to know what it’s really like to work for your business, and what you are all about. They might look at your social media to see what customers are saying about you, check out your current and former employees on LinkedIn, or try and get a feel for your culture via your website.

Ensure that all aspects of your business reflect the culture and values you are trying to encourage.

 

Be Authentic

The most sought after companies in the world have certain things in common – authentic core values, genuine respect and appreciation for their employees, and a commitment to providing a fantastic work environment. Make sure your business’s core values are defined. Be good to your team and word will organically spread among potential candidates.

 

Focus on Quality

Remember, you are looking for quality, not quantity. Rather than offering benefits and values that will appeal to a wide range of applicants, focus on figuring out the persona that melds best with your business and work to meet their needs. You don’t need to attract one hundred candidates, you just need to attract one who is the right fit for your business.

 

Call in the Professionals

Recruitment can be an all consuming task in business, so it may be worth considering the possibility of outsourcing it. Or at least getting some help putting together a plan for the role you are recruiting for and what your expectations are for the candidates.

The team here at Spice HR can help set you up with a plan to get the right people on your team. Or, we can recommend some great recruitment companies or specialists who will help take the stress out of making the right hiring decision.

Give us a call today to chat about your plans for recruiting.

What Is Performance Management and How Can You Do It Well?

 

 

Managing the performance of your employees is one of the most essential and delicate aspects of running a successful business.

It is a little bit like adding the spice to a curry. Get it right, and you have got the perfect dish to keep everyone satisfied and powered-up. Get it wrong, and you are going to have a lot of unhappy people looking for somewhere else to eat!

While many managers find the concept of performance management intimidating, it’s actually pretty straightforward. Being transparent, authentic, open and honest are the keys to success.

Let’s have a look at some of the key ingredients for effective performance management.

 

What Is Performance Management?

Firstly, let’s cover off the main question… what does effective performance management look like?

Many people make the mistake of assuming that performance management is the appraisal process. But it goes far deeper than that. In fact, effective performance management is actually about creating an environment in your workplace where your team are enabled to perform to the best of their abilities.

As you can imagine, a lot goes into creating that kind of environment. It is not something you can leave to happen on its own – to magically create a great environment without any input.

So, these are our best tips on how to create the kind of space that enables your team to perform to the best of their abilities… and to want to do it!

 

Clarity

Would you send an invite to a dinner party but fail to include the date, time, and location? Only if you didn’t want someone to show up, right? The same goes for managing your staff. Be clear on what they are expected to achieve, how they should best go about it, and give specific deadlines.

A clear job description will help set the initial guidelines. That needs to be backed up by creating the right expectations on both sides of the relationship. Once your people know what is expected of them, they can really shine. It might help to set KPIs or goals in line with their abilities so they always have a target to strive for.

 

Follow-up

The days of formal annual performance reviews are fading away. Modern, effective managers are all about regular check-ins. They don’t have to be formal, structured meetings all the time (though it does help to schedule some catch ups of this nature). The point is to meet on a regular basis. This coaching method lets you catch mistakes early on, identify if people are on the right track, and help them shift attention if necessary. It allows for on-the-spot, timely feedback, and saves everyone’s time in the long run.

 

Feedback

While we all prefer to avoid or delay uncomfortable situations, managers need to give feedback promptly. Don’t save up your input (whether positive or negative) for a formal review when it is no longer relevant. A good mentor and coach will make use of teaching moments, giving constructive feedback as and when needed. You will find employees appreciate honesty (when delivered in a helpful, appropriate way).

Managers should also be setting a good example by actively asking for feedback from their team.

 

Future-Focus

While not every discussion needs to be sunshine and rainbows, it is important to ensure feedback is focused on developing skills for the future, not dwelling on what has gone wrong in the past.

When things go well, you can talk about how to repeat and build on these successes.

When challenges arise, look at ways to avoid and improve on these in the future without placing blame. Perhaps the employee can be paired up with another team member, receive further training to upskill, or be given more resources in order to meet their future objectives.

 

Reward and Recognition

Perhaps the most crucial part of performance management is getting the reward and recognition part right. Your employees need to feel appreciated for the work they do. Sometimes, this can be as simple as a heartfelt, individualised thank you. Other times, it may need to be a bigger incentive.

Most importantly, ensure that your rewards are fair and effective. Keep in mind that this is not a “one-size-fits-all” process. Different things motivate different people. Expend some energy finding out what works best for every individual.

 

If you are looking to get some structure in place when it comes to performance management at your workplace, then we can certainly help you do that. Get in touch with us here at Spice HR to enable your team to perform at their very best.

Why You Need an Effective Training and Development Program

Why You Need an Effective Training and Development Program

Is your idea of training and development sending your team on a once-a-year health and safety course?

Then we’ve got some news for you… You are doing your business and your team a huge disservice.

Training and development are buzzwords in the HR world for good reason. Regardless of the size of your organisation, investing in individuals is an investment in the success of your business.

A well thought out, consistent training and development strategy boosts staff morale and engagement, increases staff retention, skyrockets productivity and efficiency, and even helps your company’s future growth and success.

Yes, it really is that important! Let’s talk about why.

The Benefits of Training and Development

Increased Employee Satisfaction

Employees that feel inadequate, unsupported, or under-challenged can become bored and disengaged. In contrast, providing relevant training and development opportunities shows your staff that you value, appreciate, and support them. This provides increased job satisfaction, which results in increased loyalty and retention.

Improved Performance

Happy, engaged workers are more likely to go the extra mile for your business. And they will do it because they want to, not because they feel they have to. They will do their job more efficiently with fewer mistakes. This helps your business stay ahead of the game and there will be less of a requirement for intense supervision of your team. They will be able to take pride in operating autonomously.

Develop Future Leaders

Prepping your employees for future promotion can be priceless. It gives them something to strive for, ensuring they will always enjoy applying themselves to the job at hand. A solid development program includes strategic planning to fill potential skill gaps from within. Recruiting leadership roles internally puts you on the front foot. They already know and understand your business and have proven themselves. Plus, it doesn’t hurt that you can save time and money, and avoid the mistake of a costly bad hire.

Innovation and Creativity

Learning opens the mind and paves the way for innovative thinking. Just because something has always been done one way does not mean that it is the best way. Ongoing training and development creates opportunity for creativity, but also for innovation in your practices. This will help you to create a strong and dynamic organisation.

Attract Quality Employees

Job hunters are very savvy these days. They expect more than a steady pay packet. They want a great place to work. A business that invests in and cares about its employees will quickly gain a reputation as that great place to work. You will be able to attract top talent to enhance your team of go-getters.

How To Approach Training and Development in Your Business

There are some key things to remember when you are developing a training program for your workplace.  Probably the most important thing is to not get caught up in the traditional definitions of training. Courses and formal training play an important role, but only as a small portion of an overall culture of day to day learning and mentoring.

The 70:20:10 rule is a popular and effective way of outlining the different aspects of employee development.

70 percent of the work happens on the job, as your employees learn by doing. Select projects and assign responsibilities that get people out of their comfort zone and challenge them to stretch their abilities.

20 percent of the time should include learning from mentors, who could be colleagues or managers. Rather than a formal development plan, this kind of training should be organic and encouraged to happen naturally in the workplace. Personalise development in response to skillsets, areas of interests, and different learning methods.

The last 10 percent is formal training, which could include digital courses, seminars, conferences, or additional certifications and qualifications. Don’t forget to focus on both hard and soft skills.

Today’s employees are looking for careers, not just jobs. Fulfilment, personal growth, and ongoing development are high on the list of priorities for top candidates. Taking the time to develop a culture that values professional and personal development will be reflected in the positive engagement of your team and the future success of your business.

If you are interested in developing an effective training and development plan at your workplace, then get in touch with us here at Spice HR.  We can help you create an effective and practical plan that can upskill your team and benefit the entire business.

The Importance of Team Building at Your Workplace

Unless you have been living under a rock, you will have heard about the benefits of team building.

However, when you read that term right there on the page, you might have just let out a little groan!

Unfortunately, this important aspect of creating a successful workplace culture has been incorrectly handled for so long that it has become an office cliche. Mention the words “team building” to the average group of people, and you are likely to get eye-rolling and moans of protest.

But don’t write off the process so quickly!

Done correctly, team building is an effective and powerful way to build productivity, enhance workplace culture, and create a happy, creative work environment.

Forget sitting around the office role-playing awkwardly. Today’s team building is innovative, smart, fun, and effective. Just as the right spice can elevate a dish to the next level, team building can add that extra secret ingredient for success to your business.

Excited? We hope so! Let’s start building.

 

Why Is Team Building Important?

Done mindfully, team building activities and exercises are one of the most powerful investments you can make in your business. Here are some ways it can help your workplace:

  • Build communication
  • Reduce conflict and misunderstandings
  • Grow trust in all directions
  • Make staff feel valued
  • Increase engagement
  • Facilitate collaboration
  • Develop problem-solving skills
  • Boost creativity and productivity
  • Break down barriers
  • Lift morale

Sounds too good to be true, right?

But think about it. A business is only as good as its employees and how well they work together. Happy, connected, engaged people do great work consistently and efficiently. Communication flows, people enjoy coming to work, they respect and help each other. Your fabulous work culture attracts and retains top-notch staff, and the organisation runs like a well-oiled machine.

Now flip that and imagine an environment full of miscommunication, gossip, and distrust. Most people barely stop to chat with one another, small conflicts became costly issues, and morale is poor.

Okay, so one team building session is not going to be the magic wand to transform a fractured team into a dream-team. But as part of an organisational-strategy, it goes a long way.

 

How To Choose An Activity?

The key to making the whole exercise a success, is choosing the right activity.

Your team building project can be almost anything. The options are as diverse as the people on your team. The biggest challenge will be ensuring it embraces every individual and is appropriate to your workplace culture.

Here are some tips for choosing the right one for your team:

  • Get out of the office. You don’t want this to feel like another day at work. It should be a fun way for people to connect in a different setting.
  • List your objectives first and plan the activity around those.
  • Have fun! Don’t try and force some competency-based corporate result. Instead, target the qualities you want to enhance – like communication, empathy, collaboration, problem-solving, stress-relief – and let the results happen organically.
  • Choose something unique that pushes people slightly out of their comfort zones to encourage them to bond in new ways.
  • Never force or bully anyone into participating. This will have the opposite of the desired effect. Instead, opt for inclusive activities that everyone agrees with.
  • Get feedback – ask your team for ideas on what they would like to do.

 

Making the Most of The Opportunity

Team building is not a once a year “tick-the-boxes-for-HR” activity. It should be a key factor in building positive staff morale. The practices you embody during these sessions should translate over to the workplace. Find ways to keep the connection and positive energy flowing in between your out-of-work adventures as part of an overarching strategy.

Getting people out of the office and away from their “work identity” encourages genuine connection and collaboration. It gives people a chance to share experiences and get to know and appreciate each other’s personalities, strengths, and quirks in a meaningful way. The trust, respect, and empathy that follow are priceless.

Are you ready to implement some meaningful activities to boost communication, reduce conflict, improve productivity, and so much more?

Then it is time to nail your team building. And if you need some help figuring out what that might look like at your workplace, then get in touch with us here at Spice HR. Drop us a line today!

What is the Gig Economy?

Today’s workforce is a different beast than it was even one generation ago. The rapid advancement of technology and the power of the internet has transformed the way many people approach their careers.

It is interesting to think that digital nomads and remote workers will soon outnumber traditional office workers. This will create the “gig economy”.

What is the Gig Economy?

Well, it is a marketplace where people choose the freedom of short-term contracts or freelance work over permanent jobs.

With an estimated 35 percent of the US workforce and up to 70 percent of Australians working remotely at least some of the time, most businesses will be faced with a mixture of in-office staff and gig workers.

So what does it all mean?

For a start, it will provide some new challenges for managers as they adjust to a rapidly changing and flexible workplace and juggle the different requirements of each type of worker.

But it’s not all bad! As they say, variety is the spice of life! Learning how to manage your entire team — remote or otherwise — will enhance your communication and management skills.

Let’s dive in and look at some tips on how to integrate the freelance or remote members of your team.

Be Available

In a physical workspace, it is easy for workers to pop in and see you, stop you in the hall to ask a question, or catch up with you over lunch. But if you aren’t in the office, you don’t have those opportunities. Instead, you will need to make a conscious effort to ensure your remote workers have a similar level of access. Do this by responding to messages promptly and make yourself available as much as you reasonably can.

Stay in Touch

Don’t get sucked into the “out of sight, out of mind” mentality. Your remote employees still need to feel included and important in order to be engaged and invested in their tasks and your business. Set up short daily check-ins and longer catch ups at a time that suits you both. If your worker’s feel like they are less important or forgotten about, you will find it hard to get the level of buy-in you are after from them.

Upgrade Your Tech Tools

There is no excuse to have poor communication, even if your team are spread all over the globe. With excellent collaboration tools to keep everyone up to date and engaged with projects, nobody needs to be excluded. Try applications like Slack, Trello, or Google Hangouts to enhance the efficiency and organisation of your team.

Forge a Connection

Positive work relationships contribute hugely to employee engagement. Think how much more you enjoy going to work if you have some good workmates to interact with during the day. Remote workers often miss out on this kind of camaraderie. Put some effort into building personal connections with your freelancers. Instead of being all business during your catch-ups, take the time for some meaningful small talk.

Get Some Face Time

A vast amount of communication between people is non-verbal. We pick up cues on mood and hidden nuances through facial expressions and body language. Sometimes, emails or online messages can be misinterpreted. But it is not always possible to get face to face with people. Thankfully, technology comes to the rescue again! Schedule video chats with your remote workers regularly to overcome these hurdles.

Using the Gig Economy To Your Advantage

The emerging gig economy is great for business. It means you can hire the skills and expertise you need in the here and now. By using digital nomads or freelancers to cover high season or specific projects, you won’t need to employ unnecessarily.

Making your workplace an attractive place for remote workers means you can attract the best of the best from around the globe. You may need to adjust and upgrade a few practices, but the effort you put in will be reflected by the commitment and engagement brought to your business by your entire team.

If you are intrigued to know how you can utilise the gig culture in your business, we’d love to help. Book a time to chat with us face to face, by phone, or by video call today!

Our Spicey Perspective on the Domestic Violence – Victims Protection Act

We’ve recently heard some negativity around the new Family Violence legislation.  There seem to be concerns that this legislation is unnecessary, will end up being costly to employers, and is open to abuse, much like sick leave can be seen by some as an extra 5 days of leave, a given right.  Here’s our thoughts on this which will hopefully provide a little perspective.

The Statistics

Family Violence is a very real problem in New Zealand.  We have the highest rate in the developed world, our police attend around 200 family violence incidents a day, and despite this they estimate that only 18% of family violence is actually reported.  About half of the homicides and violent crime in NZ are due to family violence.

The Reality

However, people who are impacted by family violence mostly don’t talk about it.  It is extremely difficult for them to ask for help.  They often feel shame, and believe they are at fault.  If they have reached the point where they are asking for help, you can be sure they are pretty much at the end of their tether.

In terms of the risk of false claims, we believe this is extremely unlikely, mainly because of the stigma associated with family violence.  Whilst it’s true that some people fake illness in order to take sick leave, we believe the likelihood of people faking being a victim of family violence is minimal. For most people, this is as hard to imagine doing as lying about having cancer.  And remember, employers still have the right to ask for proof if they have genuine doubts.

We believe that in reality the impact on businesses will be minimal.  Certainly the businesses that already offer this support (e.g. The Warehouse Group and ANZ) report that employees do not lie about being victims of family violence.

More importantly though, what’s the impact if we don’t offer this support?  If you have provided a safe enough environment that someone being abused feels they can ask for help, your actions may end up saving their life.  If you don’t, one of your staff members could become another statistic.  It’s real.  These are your people.  Keep them safe.

If you’re keen to make this legislation change into a positive for your workplace, then feel free to get in touch with us here at Spice HR.  We can help you to establish a policy and processes that work for you.  Drop us a line today.