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CAREER ADVICE
& EMPLOYER INSIGHTS
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NZTOPDOG The Superpower of a Dog at Work
#NZTOPDOG is BACK! Get your dog in today.โPets in the workplace make employees happier, increase productivity and team morale, improve employee retention, decrease stress and absenteeism โ just be being themselves. Howโs that for pawsome!Since the launch of NZ Top Office Dog (2014) Frog Recruitment has observed a steady increase of businesses that are open to their employees bringing their (well-behaved) dog to work. Be it on a building site in their own vizy-vest, supporting the gang at the ad agency, adding light relief at the courier company or legal firm; there is no doubt that Willow, Ruby, Allen, Whisky, Lottie or Texas have super-powers that make a positive impact! โ5 Science-Backed Reasons to Have Dogs In The Workplace.1.ย ย ย ย ย ย Stress Reduction A โstress-reduction tacticโ, a policy that allows a dog in the workplace helps the mood of everyone in the office and thereโs research to prove it. Deakin University: โcontact with a dog can provide an effective strategy in the prevention of mental ill health.โ ย ย Washington State University: โpatting a dog for just 10 minutes a day reduces stress because as you cuddle or stroke a dog, your body releases oxytocin, a stress reducing hormone.โVirginia Commonwealth University: โemployees who brought their dog to work stayed considerably less stressed than those who left their dog at home.โย 2.ย ย ย ย ย ย Increase Retention / Decrease AbsencesA welcoming, relaxed work environment creates a workspace that humans are less likely to want to leave.Allowing employees to bring their canine friend to work can make them feel valued which translates into loyalty and talent retention. The less the stress, the less the absenteeism; the more job satisfaction the better the retention. โ3.ย ย ย ย ย ย Drive Up MoraleDogs have a magic way of lightening the mood and making people smile which in turn, lifts the morale in the workplace. For many years, organisations have dreamt up โice breakerโ activities to get people interacting, but it appears that a four-legged colleague can quietly engineer this to happen every day they are on the job โ even by video link!โ4.ย ย ย ย ย ย Optimal Performance!Possibly seeming counterproductive, studies show that regular breaks such as walking the dog, are an ideal refresher or distraction to encourage positive mental breaks which support people to perform optimally. Clearing the mind by literally walking the dog for a short break is an excellent way to boost brain power.โ5.ย ย ย ย ย ย Boost ProductivityDogs remind humans to pause/step back/take five/go for a walk/have a little playtime - all of which helps clear the mind and boosts brain power โ and is a sure-fired way to boost productivity. โโ#NZTOPDOG is BACK! Get your dog in here. Proudly brought to you by Frog Recruitment and PETstock, your NZ retailer of pet supplies.โ2020 Charity: Pet Refuge. Support this pawsome cause.โ
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NZTOPDOG โ6 Work Lessons My Office Dog Taught Me
Our dogs make great companions, but did you know that these four-legged friends can teach us a thing or two about being a successful employee?ย Ruff! Yes, it true. Positivity, sincerity, and curiosity can go a long way in terms of your pooch getting his favourite treat so could imitating the very qualities that makes your pooch so lovable, benefit you in the office and beyond?ย We think so. Read onโฆโPositive Typically, no matter whatโs going on around them, dogs have a knack of being able to focus on the positive. They could be left at home, lose their favourite toy, or not feel well, and yet they will still be wagging their tail when you walk through the door, eager for a cuddle on the couch. Staying positive amid turmoil at work is a good professional strategy to use; we're more productive and relaxed when we're able to focus on the good in the day rather than the bad.ย (NOTE: Couch cuddles are not included as recommended office advice.)ย ย PlayWork shouldn't be serious or stressful all the time. 2020 has proven this to be true without a shred of doubt.ย To stay energised and focused on your most important tasks, try to make time for fun at your job, too. Give yourself permission to be creative, break the rules on occasion, and take breaks when you need them. You will feel rejuvenated when you return to your responsibilities, and Mable or Scooter will certainly approve.ย ย ย Letting GoOne of the best qualities a dog has, is their ability to forgive and forget. Perhaps Spot got in trouble for digging the lawn again?ย Well, an hour later he has forgotten all about it and is back to his jovial self again. We could learn a thing or two from this mentality. Rather than getting hung up on our mistakes and setbacks in the office, take the time to learn from it and strive to do better next time. Holding onto the past will only hurt you in the long run โ and after all, we are human!ย Sniffing & CuriousIt can be easy to fall into a rut work, especially if in the same position for some time. When feeling uninspired, bored, unmotivated, or lazy, seek out opportunities to challenge yourself by learning something new. How can you make your job easier, more efficient, or more entertaining? Being curious is a good habit to master and opportunities for improvement are always available if you take the time to sniff around a bit.ย ย Be YourselfAuthenticity rules the day! It is hard to trust a person who is pretending to be something they're not which is one reason dogs are so charming; they aren't afraid to be themselves. If you are feeling the pressure to put on a show for your boss or co-workers to respect you, think again. Rather than exaggerating to make aspects of yourself seem different than they are, be yourself. You may be surprised by just how much others appreciate the traits that make you special.ย LoveWhen you incorporate love into how you do your job, it shows. Not only do your peers and customers notice, but the people above you will as well. Dogs are known for the unconditional love they give to everyone around them, regardless of who they are or what they have to offer. They give freely without expecting anything in return, and people appreciate them for it. By mimicking this approach, you're sure to make everyone around you feel great, yourself included!ย Final yelp!People can learn a lot from their dogs, especially when it comes to thriving in the workplace. Whether you just landed your first job or have been running your own company for many years, becoming a happier, more productive, likable employee could be a s simple as behaving like a dog!โโ#NZTOPDOG is BACK! Proudly brought to you by Frog Recruitment and PETstock, your NZ retailer of pet supplies.โ2020 Charity: Pet Refuge. Support this pawsome cause.โโ
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Employer Insights 7 Steps to Successfully Induct Your Remote Workforce
โBeing in the midst of a global pandemic sees employers having to allow their employees, contractors, and temps to work remotely from home, as we fight to help keep our communities healthy. Fortunately, remote work can lead to astonishing productivity regardless of being permanent, contracting or temporary arrangements.ย Itโs all about providing clear guidelines and expectations.According toย a two-year study by Stanford University of 500 peopleย who worked both remotely and in an office setting โ the productivity among remote workers was equal to an extra full dayโs work each week.Now, thatโs impressive!Read on for our 7 simple steps to remote workforce inductions ย 1.ย Set up all essential systems, accounts and communication platforms.ย Make sure everything is set up for your remote people so they can get started straight away.This includes email (if you require), access to any software or programmes they require e.g your CRM or databases, and video conferencing channels such as Skype, Zoom or Microsoft Teams.2.ย Show what you stand for.ย Make sure you have information on your companyโs values, purpose and any links to useful information to enable your team member to ensure they are representing the company accurately.3.ย Introduce them to their team.ย Set up a video team meeting to introduce all staff who will be interacting with your remote worker. Get each individual to give an overview of what they do and how theyโll be working together.During this session, itโs imperative to ensure that the new starter knows who to talk to if they have any questions.4.ย Select a dedicated mentor.ย No matter how comprehensive your company onboarding process is, theyโre still likely to have questions or simply need an informal sounding board to check in with, during the early days or weeks of employment.5.ย Set out success metrics, deliverables, and key projects.ย Ensure you are crystal clear about the expectations and details of the task so your remote workers can meet these. Defined goals and clear guidance provide your new starter with focus and direction and keeps everyone on track.6.ย Plan check-in meetings every day or every second dayย to ensure the project is staying on track. This is an opportunity for any questions to be asked and makes people feel connected to the process. Keep in mind that remote working might be new to both your and your new starter so communication is essential. Donโt skimp on this process.7.ย Establish your โrules of engagementโ: Remote work becomes more efficient and satisfying when managers set expectations for the frequency and use of different communication platforms. For instance, let your new worker know if you would prefer to be contacted on email or Microsoft Teams chat.Also, make sure to advise of your accessibilityย or if they should be communicating with another member on the team instead. You donโt want their work to be delayed or for them to lose motivation if they are waiting on responses from you.Flexible working arrangements for entire organisations is a relatively new concept for most of us, but with the correct induction process in place, it can (and will!) provide highly successful results for all.For all contracting, temporary, remote or permanent staffing requirements, we are ready to assist with our 100% health checkedย Frog Force, nationwide.ย Tย 09 362 0528ย lย ย Eย janek@frogrecruitment.co.nz
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Employer Insights This Thing Called Grit
โThe newest addition on the high-in-demand attribute list.Over the years, the highly desirable attributes that organisations have been keen to see in potential candidates have included commercial nous, hit-the-ground-running and learning agility.Today, the common catch-cry is for this thing calledย grit.So what exactly is Grit?Well, to start, how come some people accomplish so much more than others? We all pose ourselves this question at some point in our lives โ and our responses will vary from wealth to education to just plain luck โ but it turns out that external factors play less of a role in success than we may have given them credit for.ย In assessing the differences between those who succeed and those who donโt, it appears that this character trait known as grit plays a big part.The Oxford Dictionary defines โgritโ as: courage and resolve; strength of character. Itโs a word most of us associate with toughness and steely determination.It was the title of a well-known move in 1969 (True Grit) and โ it turns out that grit has made its way to the top of the โhighly desirable attribute listโ for the modern workplace of today. Research even suggests that hiring employees and managers who show grit as a character trait, will greatly enhance a businessโs odds of success.GRITย Dr. Paul G. Stoltz, author of GRIT: The New Science of What it takes to Persevere, Flourish, Succeed ย believes grit can be defined according to this acronym:ย Growth,ย Resilience,ย Instinct, andย Tenacity.Hiring people who display these traits are in high demand across all industries. Apparently, 98% of employers would prefer to hire an employee with GRIT than one who is otherwise perfectly qualified but lacks these characteristics.To why is gritย so important in the workplace, letโs zoom in on some of the character traits associated with grit.Courageย โย Courage is not the absence of fear, but rather acceptance of it as part of a process. A courageous employee will manage their fear of failure and understand that valuable lessons can be taken away from defeat.Achievement-orientedย โย An achievement-oriented employee will work tirelessly to complete tasks, but will also step out of their comfort zone occasionally to succeed in their job. It contrasts with adependable employee who shows up every day and performs their job duties, but never takes risks or shows initiative.Perseveranceย โย Without long-term goals, very little would be achieved in this world, but setting goals is only part of the process.ย An employee must be able to follow through. Long-term goals provide a framework that give small everyday tasks meaning, enabling us to look at the bigger picture and work toward success on a larger scale.Resilienceย โย Failure is an unavoidable part of life. How a person copes with their failures says a lot about their character and their potential work performance. A resilient employee will take failure in stride, learn from it, and move forward.Excellenceย โย An employee with grit strives for excellence rather than perfection. Perfection is an ideal that is by nature, almost entirely unattainable. A perfectionist employee will be anxious and unforgiving of failure. In contrast, excellence is an attitude which prioritizes progress over perfection.Spotting GritThereโs no doubt that education and experience are important, but by focusing on grit during the hiring process, you will make sure that new hires will have the desired characteristics to succeed.Here are some questions that you could weave into your interviews. Answers to these questions will provide a good idea of what an individual could bring to the company in terms of their strength of character.Tell me about a dream you turned into a reality?ย This can help identify potential leaders who are willing to take calculated risks, seek out growth opportunities and follow through on achieving them.Tell me about a time you failed and how you bounced back?ย A potentially successful employee will discuss lessons learned rather than deflecting and assigning blame.Tell me about an idea you had to improve your workplace, and how you implemented that idea?ย This is to see if potential new hires have the initiative, problem-solving abilities, andcommunication skills to do something proactive.Tell me about a long-term project you worked on, and how you stayed engaged throughout?ย Todayโs workplaces are full of distractions so staying on task can be difficult. You want employees who have tenacity and strategies for keeping themselves and others focused.For more information on how the Frog team can help you or your organisation, please call us on 09 362 0528 or email usย hereย weโd love to hear from you!ย
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Employer Insights Kiwis Working With Lockdown Hangovers โ Longer Hours For Less Money In 2021
Press Release by Frog Recruitment via Scoop Media โMORE HOURS FOR LESS MONEYA year on from the first COVID-induced national lockdown and it appears we are working more hours for less money, according to a Twitter poll held by leading recruitment agency, Frog Recruitment this month.In the poll, nearly half (46.3%) of the 1,000 respondents said they are working more hours than they did prior to COVID and of those, two-thirds said they werenโt being paid for those extra hours.โFrog Recruitmentโs general manager Shannon Barlow says working longer for less is a hangover from the new way people had to learn to work during the lockdowns and has โserious implicationsโ for employeesโ mental health and burnout.โAs much of the country is yo-yo-ing in and out of lockdowns this year, employees have had to adapt and re-adapt to an ever-changing work environment. The pandemic has led to an increase in burnout, with people working longer hours and the working-from-home situation which often blurs the line between home life and work.โLast year was extraordinary in many ways and while it could have been acceptable at that time to have your people work longer hours, this should not be the status quo. The main risk right now is that some employees have maintained these hours, and employers may not be aware of this, or worse, are taking for granted their overtime.โโBarlow adds that not being paid for work hours can also lead to resentment and a loss of trust towards a management or leadership team.โThere is no doubt that this scenario can lead to employees reconsidering their role and value within a company. We have seen many people resign for exactly this reason. Thatโs not to say that all the responsibility lies with the employer. In many cases employees are not being forced to work extra hours, but in working from home they may find themselves staying logged in longer and more often, especially with increased pressure to perform.โโTHE RISK OF LOSING YOUR A TEAMThe solution to managing these new pressures on employees is three-fold Barlow says. It involves employers understanding the risk to the company of losing their A team; checking in with employees regularly about their workload, especially important when people are increasingly working remotely; and creating a workforce plan.โThe labour market is already improving since Covid emerged but this has resulted in many industries again experiencing skills shortages. Add in candidate hesitancy, with one out of five job seekers reluctant to move if offered a new job, the result is challenges in securing quality talent. Itโs now even more important to look after your top employees,โ she says.โA recent survey by Harvard Business School of 610 CEOs estimates that typical mid-level managers need to be on the job for 6.2 months for the company to earn back its investment on that hire.โThe cost of losing an A player and bringing on a new employee costs more than just time and money. It also means lost productivity, increased training and resources, integration issues and reduced efficiency. We estimate it to be around 3.5 times their salary, which is a huge investment. My message to employers is to recognise your employees for their hard work and loyalty โ look after your people.โThe matters of mental health and workload are often difficult to assess, especially with so many people working remotely and flexibly. โItโs become essential to check in regularly with your employees and ask them how theyโre tracking, what work hours are they keeping, especially in these times of high stress,โ she says.โFinally, Barlow recommends creating a โroadmapโ - a workforce plan that outlines what they need to get their workload back to regular service.โIf the workload is becoming unmanageable, work with employees to bring back balance. Often work isnโt about the number of hours put in, itโs about what your expectations are of your team as a manager. These could well have moved since Covid appeared and may include changes in IT, systems and processes.โTo create boundaries between home life and work, some businesses have implemented new policies such as a โno after-hours work emailโ rule.โWhile it might be difficult right now for some companies to get back to โnormalโ, we encourage transparency and honesty throughout the process. For employers, acknowledge how much work has been put in and any roadblocks, as well as creating a plan with a clear timeline and steps for staff to get back to a normal workload. If this isnโt realistic over time, look at investing in more resources to lessen the burden on the employee.โThis will make them feel appreciated and show them they are a priority for their employer.โโFor all contracting, temporary, remote or permanent staffing requirements, we are only a phone call away: 0800 GO FROG!โ
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Employer Insights COVID-19 Burnout: Who's at Risk?
โMental health issues are impacting millions around the world, but much of this suffering is not discussed in public. Businesses today need to identify those who are at risk to provide the support needed.WORKING PARENTS, AT THE HEART OF THE COVID STORMWorking parents are one group which stands out as more likely than most to have significant mental health issues in the COVID-19 world that we all now inhabit. They now have to juggle the demands of a team at work and the demands of young children at home, simultaneously.They are even more at risk than before pandemic: when 8.5% of adults were showing strong signs of depression, this number has skyrocketed to 28% since March 2020. This results in feeling down or hopeless; loss of interest in things that normally bring joy; low energy; trouble concentrating; or thinking about self harm.MANAGERS, EXTROVERTS AND NEW HIRES FACE MOUNTING STRESS AND BURNOUTIf one were to think about one category of people who might be better insulated from the mental health impacts of COVID-19, they might not think of managers. However, there are reasons why managers are having a great deal more trouble with this situation than most. Managers are often highly concerned about the stability of their jobs. Plenty of managers have been forced to retrench staff as COVID-19 related restrictions have reduced their business revenue significantly.Dealing with the pressure of a smaller team, negative feelings towards redundancies, and a to-do list that gets longer and longer as the team gets smaller, are a few of the main ingredients for burnout. Additionally, when a manager is retrenched, it can be extraordinarily difficult to find work in a similar position, which adds to the stress and frustration that a manager may feel today.New hires are in much the same place as managers. They have just now been brought into a business which might be looking to make a cutback. New staff are easier to reduce, because they don't have as much institutional knowledge of the businesses' processes. Their skills are not as valuable to the business as those who have worked there for an extended period of time. A layoff for a new hire also means an awkward gap of time on their resume.Finally, is it any wonder that extroverts are feeling the cold sting of COVID-19 restrictions even harder than a lot of us? This group has personality traits which are directly impacted by the way that societies are currently structured in response to this virus, specifically they:โข Gain energy from being around other peopleโข Are known to want to speak up in groups of peopleโข Like to receive attention from their peers for good ideasโข Solitude can make them feel low energy and frustratedThere is no clarity about exactly when things will return to normal. As we navigate through lockdowns, social distancing and border restrictions; assessing your teams and their specific conditions that might make their lives harder during the COVID-19 era, will help to keep them engaged, loyal and happy.BE MINDFUL OF THOSE WHO HAVE HAD STRUGGLES BEFOREIndividuals who have struggled with mental illness in the past are the most at risk for developing additional issues or for seeing a resurgence or intensification of preexisting mental issues. It is best to draw those people in close as much as possible right now and to check in with them often. Millions of people suffer in silence, and there is no reason why we should knowingly allow that to happen.
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Employer Insights The Evolution of Performance Reviews
โWhile many people confuse individual employee performance for growth, workers can perform well and hit their company targets without necessarily growing professionally. This usually happens when employees are working in jobs that fail to optimise their skills and talents. The win-win situation is when work performance goes hand in hand with professional development, ensuring that both the employer and the employee benefit.Employers can help their workers achieve peak performance and professional growth goals by setting up an ideal work environment and putting in place development programs to enhance the knowledge and skills necessary for progression. When employers focus on work performance and organisational goals instead of individual professional growth, they take the risk that they may create boredom and job stagnation, demotivating good employees in the process and leading to high turnover.How Remote Working has Affected Work PerformanceRemote working has challenged previous work culture and HR policies, including aspects of performance and growth. Apart from their company goals, employers have been forced to re evaluate how they perceive and measure performance.According to Forbes, a recent survey revealed that 63% of workers interviewed felt the pressure to perform and therefore recorded their virtual meetings for future reference and improvement. Challenges in communication, technology, cybersecurity and health remain huge obstacles to remote employees' performance and productivity. This is in addition to the outbreak of 'zoom fatigue' experienced by employees across the world, due to the increased number of virtual meetings.Tips for Improving Performance and Growth in 2021.Businesses have to make many improvements in 2021 in response to the changes and challenges with which they have had to grapple ( and overcome) in 2020.These include:Redesigning work and workforcesโ The workplace changes brought about by COVID-19 demand a new approach and set of skills for businesses which want to flourish. Business operations are now conducted virtually and HR managers might consider this when redesigning tasks and goals for their employees. This has compelled businesses that want to attract and retain top talent to redesign and recraft jobs according to their new demands. Additionally, rather than annual performance evaluations, HR managers opt for project based and task based goals that can reflect new development opportunities.Upskilling is also one of the main focuses of 2021, with many companies prioritising the development of their employees. This is in response to various skill gaps that have been brought forth by new operation methods, the latest business trends and border restrictions. In particular, technological skills have become a 'must have' for many employees working remotely and companies are training employees on how to use technological solutions to execute their roles effectively.Prioritising Employee Wellbeingโ Many employees have been negatively affected by work-from-home demands. Unfortunately, Mercer's study reveals that while nearly 48% of executives acknowledge their employees' wellbeing as a top concern, only 29% of HR managers have taken steps to implement health and wellbeing long term strategies. Even though most business leaders are able to grasp the correlation between employee wellbeing and productivity, it's essential to formalise an employee wellbeing strategy to follow throughout the year, to ensure the plan doesn't become an afterthought.Data Driven HRโ Data driven HR performance will be a much needed upgrade for HR leaders who want accurate strategies for improving performance in 2021. Structured analytics can help businesses gather insights on skill gaps, performance capabilities, and training needs. Talent assessments, psychometric tests, and risk assessments can yield important performance related information for HR managers.HR managers can use this information to eliminate the guesswork and effectively invest their resources in strategies that engage and motivate their employees, hence improving performance and growth. Some top tier businesses have already embarked on these new strategies to enhance employee performance and growth and others will likely follow suit.
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Career Advice Be an Eco Warrior in the Workplace
โโItโs time not to save our planet but to save usโ, says Sir David Attenborough in his 2020 Netflix documentary โA Life on our Planetโ.ย If like me, those words gave you a heart palpitation or two, I wouldnโt recommend watching this before you sleep, unless you have time to squeeze an episode of โSchittโs Creekโ in beforehand.ย Historically, Sir Davidโs documentaries have showcased tantalising tales of the globeโs wondrous wildlife, and whilst โA Life on our Planetโ offers similar aesthetics, it tells a darker story of how humansโ habits have caused our planetโs severe decline over the last eighty years and a road map guiding the only way out alive.The endless amounts of coffee cups, always forgetting a carrier bag when going to the supermarket, throwing leftovers out, eating meat in every meal, ordering solo Uber rides...the list goes on.ย I have since made a conscious effort to change my daily habits, not only in my personal life but also whilst in the office. Which leads me to providing some action points on how you too can become an eco warrior in your workplace.ย โRecycle and use recycled paperGet a couple of small bins for recycling. Have a separate bin/bag for soft plastics which you can take to the supermarket once full and deposit in their soft plastic bin. Soft plastics include cling film, chip packets and bubble wrap.If you have an office/household cleaner, communicate with them that you are making a conscious effort to recycle and would like them to empty the bins accordingly.ย Default printer settings to print out on both sides.ย โUse keep cups or/and use a real coffee maker.ย Buy a keep cup and then use it! Have one for home and one for work. Using a reusable drinks bottle that is refillable, rather than buying plastic bottles. Youโre also likely to drink more water if you have it constantly with you.ย โEncourage car-pooling or/ and catching public transport ย To and from work and for any external meetings. There will be many more meetings now taking place online which is efficient, cost saving and sustainable.ย โMove towards using digital storage instead of paperย Using post it notes and pads of paper need to be limited and eradicated if possible. There are post it notes on your desktop you can use. Similarly, I use a saved Word document every day for all my random note taking and I delete as I go.ย โAir-conditioning and heatingGrab a jumper or hot water bottle before cranking the heating. The sneakiest part of working from home is you can have a blanket draped over you and your slippers on and no one would be any the wiser!Also, on the not so outrageously hot days, lay off the air conditioning. As much as itโs invaluable in the moment, itโs part of the problem in adding to global warming.ย โKeep ink and toner out of the environmentInk and toner shouldnโt be put in the general waste. Here are some ways you can recycle them:Take them to a local big-box retailer Drop them off locally at an office supply storeย Look online for a recycling program which accepts themโPurchase energy efficient lightingIf no one is in the room, why do you need lights?ย Look into lighting which automatically turns off when no one is present and moving in the room. Yes, I may have to stand up and wave occasionally, but itโs not such a bad thing to be ushered off your chair a few times an hour.ย โEnsure electronics and appliances are energy efficientFor those at the back, turn the switch at the plug socket off if youโre not using it.ย Look for the bright yellow EnergyGuide label (or similar) on an appliance to compare energy efficient refrigerators and how much energy they use. An energy efficient appliance with a higher price tag is a more cost effective option overall.โUse eco friendly technologyExamples include -Meeting virtually using video conference platformsย Using LED light bulbsย Replace your old computers and devices with Energy Star rated products that work a lot faster in an energy-efficient wayUse the cloud otherwise, your in-house device will be required to consume high amounts of energyโShut down your computer in the evening and put it in sleep mode when youโre not using it.It was such a bad habit of mine to keep my computer on overnight as I didnโt want to close unsaved documents down and lose my notes.ย I now have a miscellaneous document on Google Docs that I open every morning which has my scribbled notes, and it is autosaved every day in the cloud.โProduct check โ choose companies that endorse energy efficiency and green alternativesDo an annual audit of the products that are being used in the office space. Also, make a conscious effort when you are purchasing in the first instance.ย โBuy plants for the office to promote better air quality and reduce the amount of Green House Gas emissionsPlants in any space add to the aesthetics, so this is a no brainer for me, the more plants the better. Itโs also fun and cheap to propagate plants such as devil's ivy and monstera as they grow.ย โPut in place some eco friendly activities and encourage people to participate.ย Some ideas could include:Everyone creates an outfit or garment using recyclables onlyEveryone brings unwanted clothes or/and items, then swaps them. Those that donโt get taken can be:Dropped off at an opportunity shop or clothes bank The social media content of these activities, plus employees using their Keep Cups and being active in the recycling programsThese are some of the ideas Iโve decided to put into practice Do you have some ideas on being an ultimate eco warrior in your workplace Iโve not shared? Please comment below, Iโd love to hear from you.ย
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Career Advice How to ask for and get, a pay rise during a pandemic!
โ2020 was tough! Your expenses are piling up and a pay rise could really come in handy right about now! But is it the right time to ask? If you are a woman, chances are you find it hard enough to ask for a raise at the best of times, and this has not been the best of times! However, with the beast that is COVID tamed, business confidence is on the increase with a positive outlook for 2021 and many organisations are focused on hiring to leverage their strong position โ global pandemic be damned! With sights on new talent, it is crucial for businesses to not just retain the good people they already have but to continue to nurture the employees that have helped them survive and now thrive through a crisis. So yes, maybe now is a good time to discuss salary. Here are some tips for taking away some of the awkwardness around the conversation, for you and your manager, and for getting what you are worth.โNothing ventured, nothing gainedMany people, especially women, can be reluctant to ask for a pay rise. This may be due to imposter syndrome, being unsure of your professional worth, fear of refusal and dealing with the consequences of a pay rise rejection. You need to be aware of the possibility that you might not get what you ask for, but the benefits if you are successful far outweigh the potential effects of rejection, so prepare yourself and go for it!โBe objective and relevantA salary review should be about your professional worth, not personal worth. Focus on professional achievements and performance rather than challenges/financial struggles in your personal life. You should state your case for a pay rise based on the value you bring to the business, rather than your needs. More about overachieving KPIs, winning a new client, improving processes to save time and money; less about upcoming school fees, mortgage repayments or even reining in credit card debt from all that online shopping during lockdown!โKnow and acknowledge the marketYou should consider if conditions in the market and in the business are right before asking for a pay increase. Is wage inflation tracking above CPI? If salaries are increasing more than inflation across the board, you have a good argument to increase your salary to keep up with the market. Now more than ever it is important to consider if the business is in a strong enough financial position to offer wage increases. You might not have access this information but a good place to start is to acknowledge measures taken to protect staff through COVID-19 and ask if they are open to salary reviews this year.โPrepare and practicePrepare yourself with a plan for the discussion โ this is not a situation for winging it! Gather evidence of your performance and other reasons to justify an increase. Use salary benchmarking information to show if you are underpaid. Give specific examples of overachievements or when you have taken on extra responsibilities. Have you been covering more than one role? Organise your โevidenceโ into key talking points. An email asking for a meeting to discuss your salary with simple bullet points of your key talking points is a great way to bring up the subject in a way that allows your manager time to consider objectively and avoids a knee-jerk reaction. If you are still feeling nervous about the conversation, try practicing with a friend or in front of a mirror to make sure you cover off your main points.โBe negotiation readyHave a figure in mind (that you can justify) and know your minimum. In this market be open to discussing alternative options if a salary increase is not feasible. Are there other benefits such as flexible working, car park, study grant that could improve your working conditions? Do not go in expecting to be rejected and then have no idea what to ask for if they are open to it. Equally, you donโt want to go in too hard, so it seems like you are giving an ultimatum. Remember you want to aim for an open, objective discussion, not emotional combat!
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Employer Insights How to show Gratitude to your Team, after a Tough Year
โMental health issues are impacting millions around the world, but much of this suffering is not discussed in public. Businesses today need to identify those who are at risk to provide the support needed.WORKING PARENTS, AT THE HEART OF THE COVID STORMWorking parents are one group which stands out as more likely than most to have significant mental health issues in the COVID-19 world that we all now inhabit. They now have to juggle the demands of a team at work and the demands of young children at home, simultaneously. They are even more at risk than before pandemic: when 8.5% of adults were showing strong signs of depression, this number has skyrocketed to 28% since March 2020. This results in feeling down or hopeless; loss of interest in things that normally bring joy; low energy; trouble concentrating; or thinking about self harm.MANAGERS, EXTROVERTS AND NEW HIRES FACE MOUNTING STRESS AND BURNOUTIf one were to think about one category of people who might be better insulated from the mental health impacts of COVID-19, they might not think of managers. However, there are reasons why managers are having a great deal more trouble with this situation than most. Managers are often highly concerned about the stability of their jobs. Plenty of managers have been forced to retrench staff as COVID-19 related restrictions have reduced their business revenue significantly.Dealing with the pressure of a smaller team, negative feelings towards redundancies, and a to-do list that gets longer and longer as the team gets smaller, are a few of the main ingredients for burnout. Additionally, when a manager is retrenched, it can be extraordinarily difficult to find work in a similar position, which adds to the stress and frustration that a manager may feel today.New hires are in much the same place as managers. They have just now been brought into a business which might be looking to make a cutback. New staff are easier to reduce, because they don't have as much institutional knowledge of the businesses' processes. Their skills are not as valuable to the business as those who have worked there for an extended period of time. A layoff for a new hire also means an awkward gap of time on their resume.Finally, is it any wonder that extroverts are feeling the cold sting of COVID-19 restrictions even harder than a lot of us? This group has personality traits which are directly impacted by the way that societies are currently structured in response to this virus, specifically they:Gain energy from being around other peopleAre known to want to speak up in groups of peopleLike to receive attention from their peers for good ideasSolitude can make them feel low energy and frustratedThere is no clarity about exactly when things will return to normal. As we navigate through lockdowns, social distancing and border restrictions; assessing your teams and their specific conditions that might make their lives harder during the COVID-19 era, will help to keep them engaged, loyal and happy.BE MINDFUL OF THOSE WHO HAVE HAD STRUGGLES BEFOREIndividuals who have struggled with mental illness in the past are the most at risk for developing additional issues or for seeing a resurgence or intensification of preexisting mental issues. It is best to draw those people in close as much as possible right now and to check in with them often. Millions of people suffer in silence, and there is no reason why we should knowingly allow that to happen.
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Employer Insights Virtual Leadership: Five Skills
โWhile leadership has been under tremendous change in the past few years, COVID-19 has disrupted the way we manage and lead our teams, adopting a more human approach to coaching.โVULNERABILITY: AN UNDERVALUED LEADERSHIP SKILLIf we watch any Hollywood film about great leaders, we will likely see the management stereotype of a leader who pushes others around, makes unreasonable demands, and always gets what he or she wants. This model ignores vital skills which are essential to building trust within a team.Vulnerability is a top skill for leaders of all kinds because it leaves the door open for others to express themselves and their ideas openly. When a leader can admit his or her shortcomings, it makes it easier for others to do the same and to look for solutions to problems that stem from those shortcomings. Vulnerability fosters team cohesion and transparency, which helps leaders to identify the roots of the issues faced by their teams.โVISION: INSPIRING YOUR PEOPLEIt is easy to get caught up in the day-to-day details at any given job or any other aspect of life for that matter, but true leaders think several steps ahead. They are focused on the big picture and view the details as stepping stones for where they need to go.More importantly, great leaders know how to share this vision with their teams, and bring meaning to pieces of work that are in many ways repetitive and not necessarily fulfilling. They don't let day-to-day tasks confine them, but they are aware that their vision is a good reference point to look to when working out any given issue that arises or when looking for motivation to keep pushing the boundaries of the world of work.โADAPTABILITY: BECOMING FLEXIBLE TO ANY SITUATIONThe adaptability skills of entire workforces have been put to the test this year as COVID-19 tore up any game plans previously laid out. Working from home rather than from a physical office space has been the biggest change experienced by the most people, but there have been plenty of other situations when adaptability becomes essential. Decreased profit margins, layoffs, personal work/life issues are just a few of the challenges that have required this skillset in spades. Adaptability doesn't mean constantly changing course. Processes that are working properly do not require change. However, the ability to make dramatic changes when they are called for is a skill worth admiring.โINCLUSIVENESS: IMPROVED WORKFORCE OPTIONSRecruiting is a lot easier in an environment of inclusiveness. As a company gains a reputation for being inclusive, they enjoy the benefits that come with that. This includes having a larger pool of talent from which to draw. Many more applicants want to work somewhere they believe they have a shot at being included.Another advantage stemming from a more diverse workforce is improved creativity. As leaders gather employees from very different backgrounds, creativity improves, problems are solved in a faster manner, and as the spectrum of employees gets more diverse, organisations will get better at understanding their audiences and customers.โEMPATHY: PUTTING YOURSELF IN ANOTHER'S SHOESEveryone brings to work a different set of personalities, life experiences, political and religious views, and so much more. It is easy to view the world simply from our own narrow perspective. It is much more challenging expressing empathy with the views of another. That being said, it is well worth the endeavour and is a great leadership skill.Mike Martin, Executive Director at the Halogen Foundation, has always had a keen interest in the qualities that make powerful leaders tick. He has run an in-depth study of those traits which mentions the importance of the ability to experience the feelings of others."The hallmark of successful leadership wherever I have seen it is a person's ability to put themselves in the shoes of everyone around them. Whether they be their superiors, subordinates, friends and even enemies. If you can master this skill, it can take you to some interesting places..."Taking other viewpoints into account and using what others have to say to help grow a business is the sign of a great leader.โ
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NZTOPDOG A Doggy Policy for a Doggy Office!
โBy Craig Williams, Country Manager, PETstock NZ.A robust policy is required if you are keen to have โcanine colleaguesโ in the workspace. โCheck out this simple policy to get you started:Dogs need to be well-trained, obedient, and sociable.Dogs need to be clean, potty trained, properly vaccinated, and free of parasites.Owners are 100% responsible, 100% of the time, for their dogโs wellbeing. Owners must take breaks, feed and water and clean up after their dog.Health & Safety standards for allowing dogs in the workplace such as dog-free areas for those who do not like dogs or are allergic, are required.Ensure landlord policies are not being breached. NO DOG SHALL: exhibit aggressive behaviour; disrupt co-workers, inhibit work productivity; bark excessively.โOk, with your policy in place, now what about some cute, stylish or practical โoffice accessoriesโ for your working pooch! TrainingGrooming Free of parasitesClean up Dog feedingDog free areas/safety... and some toys to occupy, stimulate and comfort โโ#NZTOPDOG is BACK! Proudly brought to you by Frog Recruitment and PETstock, your NZ retailer of pet supplies.โ2020 Charity: Pet Refuge. Support this pawsome cause.โ
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NZTOPDOG The Superpower of a Dog at Work
#NZTOPDOG is BACK! Get your dog in today.โPets in the workplace make employees happier, increase productivity and team morale, improve employee retention, decrease stress and absenteeism โ just be being themselves. Howโs that for pawsome!Since the launch of NZ Top Office Dog (2014) Frog Recruitment has observed a steady increase of businesses that are open to their employees bringing their (well-behaved) dog to work. Be it on a building site in their own vizy-vest, supporting the gang at the ad agency, adding light relief at the courier company or legal firm; there is no doubt that Willow, Ruby, Allen, Whisky, Lottie or Texas have super-powers that make a positive impact! โ5 Science-Backed Reasons to Have Dogs In The Workplace.1.ย ย ย ย ย ย Stress Reduction A โstress-reduction tacticโ, a policy that allows a dog in the workplace helps the mood of everyone in the office and thereโs research to prove it. Deakin University: โcontact with a dog can provide an effective strategy in the prevention of mental ill health.โ ย ย Washington State University: โpatting a dog for just 10 minutes a day reduces stress because as you cuddle or stroke a dog, your body releases oxytocin, a stress reducing hormone.โVirginia Commonwealth University: โemployees who brought their dog to work stayed considerably less stressed than those who left their dog at home.โย 2.ย ย ย ย ย ย Increase Retention / Decrease AbsencesA welcoming, relaxed work environment creates a workspace that humans are less likely to want to leave.Allowing employees to bring their canine friend to work can make them feel valued which translates into loyalty and talent retention. The less the stress, the less the absenteeism; the more job satisfaction the better the retention. โ3.ย ย ย ย ย ย Drive Up MoraleDogs have a magic way of lightening the mood and making people smile which in turn, lifts the morale in the workplace. For many years, organisations have dreamt up โice breakerโ activities to get people interacting, but it appears that a four-legged colleague can quietly engineer this to happen every day they are on the job โ even by video link!โ4.ย ย ย ย ย ย Optimal Performance!Possibly seeming counterproductive, studies show that regular breaks such as walking the dog, are an ideal refresher or distraction to encourage positive mental breaks which support people to perform optimally. Clearing the mind by literally walking the dog for a short break is an excellent way to boost brain power.โ5.ย ย ย ย ย ย Boost ProductivityDogs remind humans to pause/step back/take five/go for a walk/have a little playtime - all of which helps clear the mind and boosts brain power โ and is a sure-fired way to boost productivity. โโ#NZTOPDOG is BACK! Get your dog in here. Proudly brought to you by Frog Recruitment and PETstock, your NZ retailer of pet supplies.โ2020 Charity: Pet Refuge. Support this pawsome cause.โ
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NZTOPDOG โ6 Work Lessons My Office Dog Taught Me
Our dogs make great companions, but did you know that these four-legged friends can teach us a thing or two about being a successful employee?ย Ruff! Yes, it true. Positivity, sincerity, and curiosity can go a long way in terms of your pooch getting his favourite treat so could imitating the very qualities that makes your pooch so lovable, benefit you in the office and beyond?ย We think so. Read onโฆโPositive Typically, no matter whatโs going on around them, dogs have a knack of being able to focus on the positive. They could be left at home, lose their favourite toy, or not feel well, and yet they will still be wagging their tail when you walk through the door, eager for a cuddle on the couch. Staying positive amid turmoil at work is a good professional strategy to use; we're more productive and relaxed when we're able to focus on the good in the day rather than the bad.ย (NOTE: Couch cuddles are not included as recommended office advice.)ย ย PlayWork shouldn't be serious or stressful all the time. 2020 has proven this to be true without a shred of doubt.ย To stay energised and focused on your most important tasks, try to make time for fun at your job, too. Give yourself permission to be creative, break the rules on occasion, and take breaks when you need them. You will feel rejuvenated when you return to your responsibilities, and Mable or Scooter will certainly approve.ย ย ย Letting GoOne of the best qualities a dog has, is their ability to forgive and forget. Perhaps Spot got in trouble for digging the lawn again?ย Well, an hour later he has forgotten all about it and is back to his jovial self again. We could learn a thing or two from this mentality. Rather than getting hung up on our mistakes and setbacks in the office, take the time to learn from it and strive to do better next time. Holding onto the past will only hurt you in the long run โ and after all, we are human!ย Sniffing & CuriousIt can be easy to fall into a rut work, especially if in the same position for some time. When feeling uninspired, bored, unmotivated, or lazy, seek out opportunities to challenge yourself by learning something new. How can you make your job easier, more efficient, or more entertaining? Being curious is a good habit to master and opportunities for improvement are always available if you take the time to sniff around a bit.ย ย Be YourselfAuthenticity rules the day! It is hard to trust a person who is pretending to be something they're not which is one reason dogs are so charming; they aren't afraid to be themselves. If you are feeling the pressure to put on a show for your boss or co-workers to respect you, think again. Rather than exaggerating to make aspects of yourself seem different than they are, be yourself. You may be surprised by just how much others appreciate the traits that make you special.ย LoveWhen you incorporate love into how you do your job, it shows. Not only do your peers and customers notice, but the people above you will as well. Dogs are known for the unconditional love they give to everyone around them, regardless of who they are or what they have to offer. They give freely without expecting anything in return, and people appreciate them for it. By mimicking this approach, you're sure to make everyone around you feel great, yourself included!ย Final yelp!People can learn a lot from their dogs, especially when it comes to thriving in the workplace. Whether you just landed your first job or have been running your own company for many years, becoming a happier, more productive, likable employee could be a s simple as behaving like a dog!โโ#NZTOPDOG is BACK! Proudly brought to you by Frog Recruitment and PETstock, your NZ retailer of pet supplies.โ2020 Charity: Pet Refuge. Support this pawsome cause.โโ
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skills organisation Kids, Distractions & People in the Middle
โFor school holidays, the option of a โstaycationโ was the key choice for families as they navigated keeping kids amused alongside juggling flexible working routines.During lockdown levels, we marvelled at the ability of many families to adapt and try new things. Walks, board games, Tic Tok, establishing vegetable patches, quiz time, strenuous exercising of the dog featured - and some ingenious art and craft creations made their way into ZOOM meetings across the business community.Lockdown also produced some mighty fine efforts in the kitchen โ so much so that, as we know, flour became the โnew goldโ with four years supply being sold in 2 months! (And didnโt Jamie Oliver make cooking humble food from the fridge look so #easypeasy โ and all the while his kids wandered through to get some attention.)So back to these past school holidays, and knowing many were faced with entertaining an energetic audience, we decided to create a nifty little resource to help families fill in some time - Frogโs Distraction Holiday Cookbook!The โtried nโ trueโ culinary delights that came from the hearts and kitchens of our team, were collected to simply be helpful in assisting with ideas for yummy distractions for little people.To date, over 1,020+ people have downloaded the cookbook โ and it leads us to the crux of the topic which has become very evident while we have been researching trends impacting workplaces:โโPEOPLE AT THE CENTREโQ: How did companies positively respond to their employees during lockdown?โIn our travels, we have heard numerous stories from both ends of the spectrum, about how companies responded to their people during COVID.Only focussing on the positive end of the scale, weโve been told:A virtual team of 20 set up to call the 5,000 people in their care, once a week, every week.Care packages โ in all shapes and sizes, were sent to employees across NZ.New equipment was delivered to use at home and supplies.EAP systems were set in place.Access to online training was given to employees.On-line programmes were provided to help keep positive mental health.One organisation, that demonstrated they understood the pressure their people were under during Alert Levels 4 & 3 was The Skills Group. As explained by their Group HR Manager, Anna McNicholl, their CEO, Garry Fissenden put plans in place immediately regarding their team of 300, as Alerts were announced โ and the pressure families were under was recognised as well.Actions they took included: A duvet day available for all employees if they just needed a break from workGiving all staff an hour a day, to โlearn something newโ โ not work relatedA reminder that no work emails be sent after work hours โ their usual practise but reinforced over lockdownDeveloped a kids programme that included:A kids Yammer page for all to use to post Kids doing Fun StuffAll kids who posted received a fun gift to keep them busy & give parents a break. Gift preference was NZ made products to support local businesses.A kidโs resilience on-line programme for different age groups - similar to the companyโs Mind Dojo Resilience programme that is available to all staff.As well, every staff member was personally called by the HR team, and the CEO send a twice weekly video update messages to everyone with some humour and fun too.In talking with their employees, it is clear they were incredibly touched by these actions. And as one person put it; โWe feel so proud to be part of this company. You should have seen the face of my child when the courier came with a parcel addressed to her!โSo, as we look to Victoria, Australia at the moment, and see the anguish they are experiencing, we wonder that, if we were faced with lockdown again, even at a regionalised level, have we become even better at owning the mantra of โpeople at the centreโ?For all contracting, temporary, remote or permanent staffing requirements, we are only a phone call away: 0800 GO FROG!โ
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As part of the people2people group, we have made available salary information for Kiwi career seekers and businesses.