โ
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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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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Employer Insights How to Save Time Within Your HR Team
โAs we all know, things can change with little or no warning.โYou can plan for some situations - an event or a project - but unexpected resignations or even a global pandemic are likely to catch you off-guard and feeling overwhelmed. Life is unpredictable. Some days youโre on top of your workload and feel like you can take on the world โ you can visualise where youโre heading and what you want to achieve - other days, well, letโs just say, you canโt visualise the woods for the trees.On those days you might consider some temporary support. Listing your pain points and the key areas you need support in is a good place to start. You might consider, for example, someone to take sole responsibility for certain tasks leaving you free to pursue more pressing matters, or someone who can simply assist you as you go through your day, making your life a little easier. Adding a temporary resource to your team is a brilliant way to get your job done. But where do you even start?Isnโt it ironic? You need additional support because there arenโt enough hours in the day which invariably means youโre too busy to find that someone too. Advertising, reviewing CVโs, screening, interviewing, verifying and speaking with referees all take time and complying with health & safety and employment law obligations is paramount. Such a huge investment in time for a position youโre not even sure exists yet (and what if you still donโt find the right person after all that?). Due consideration should also be given to your brand. Every CV in your inbox will need to be responded to in a way that provides a memorable brand experience. How do you say โitโs not you, itโs meโ without the negative connotation? The good news is that we take care of that too. We consider ourselves custodians of your employer brand and we understand that every touch point must be memorable for all the right reasons.So, once youโve identified your need, get in touch with our team of specialist temp consultants. We work collaboratively to find you the right person (or people) with not only those hard skills you so desperately need, but the all-important soft skills. We select only the best temporary talent who are all interviewed by a Frog Talentologist, credit and background checked (if required) and reference checked twice. If youโre not already a Frog client, we will first seek to understand your organisation, visit you on site to meet your team and observe your environment then consider one of our hand-picked temps who will meet all your requirements, including team and organisation โfitโ. Most Frog temps have worked with us before in a variety of assignments so we know where they will thrive and, more importantly, where they will exceed your expectations. Thereโs a reason many of our Frog temps are offered permanent positions with our clients.So, thatโs the selection process sorted, but weโve also taken the hassle out of paying for your temporary resource. Our temp rates are extremely competitive and include all payroll costs and employer obligations. You wonโt need to manage holiday pay, sick pay, public holidays, ACC, or KiwiSaver costs, itโs all included in our fee. We take care of IRD too. Our timesheet authorisation process is as easy as opening an email and clicking on a link. Our invoicing is simple too. You only pay for each hour worked and nothing else. Lastly, If your needs change mid-assignment or you no longer require support, we take care of that conversation too. Our minimum assignment period is four hours so the length of time you have a temp on board is up to you - and there is no minimum notice period?โWhat could be simpler? Take a few moments now to get in touch and we will save you hours of time and stress. Peace of mind is a phone call away: 0800 GO FROG.โ
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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 Shaping Up Business at Home
โExercising at home is one thing as many in their bubbles will tune into a Les Mills Workout on TVNZ (an excellent initiative!) or a Zumba class on-line, as we work and โwork outโ in our bubbles, butย our current hibernation provides a time for employers to become โfitโ too. In an interview with Jane Davis, Director, The Flourishing Institute, we looked at the three different stages of adaptability that are set to become apparent as we navigate this significant disruption.#1 AdaptingKiwi businesses are adapting to the situation.ย Business have made some tough calls to reshape teams and adapt their workforce to match the current market. As an example, one employer, a pharmaceutical company, has pivoted quickly and hired a temporary backup team to manage the volume of orders โ all within twenty-four hours. Another, an IT business, has moved all their employees to form a โmonster IT help teamโ to support Kiwis across the country.Communications last week, with over 2,500 business and government agencies nationally, showed that this first phase, or โthe hitโ, saw many Kiwi businesses doing well, pointing clearly to the strength of their Kiwi ingenuity.#2 BoredomAccording to Jane Davisโs research, the second phase will require some quick attentionย as New Zealanders get used to being in their bubbles and boredom becomes one issue that needs combatting.A few industries will emerge as the clear winners in the second phase such as entertainment, streaming organisations, app development companies, online training, and online services. Jane Davis suggests that plugging people into programmes to keep them focussed on positive mental health is key in this phase. With programme topics such as managing distractions, thriving through change and building healthy thinking patterns being ideal for employees in their home locations, supporting people at this time will pay huge dividends.The good news isย that if businesses didnโt have enough time to plan for the extremely fast arrival of the first phase, they now have room to act quickly for the second one. Digital transformation, already a trending topic prior to today, is set to become a pillar to reinvent our business models. From gym businesses creating more and more online content to one of our employers, a medical technology firm, using โaugmented realityโ to create new training programs through to toy suppliers designing mobile appsโฆ there are opportunities out there.#3 Slow return to normalIn the third and last phase, the โslow โreturn to normalโ,ย our New Zealand way of life may have been disrupted to the extent that โnormalโ could see significant changes. For example, once-considered perks, such as working from home, flexible hours, four-day working weeks might just become a natural part of the way we work.Jane Davis believes that Kiwi organisations having been given an opportunity to test and enjoy the advantages of working from home, remote working systems and flexible hours, could use this as a time to evolve organisational models, improve productivity, add a competitive advantage to their business vis increased speed and responsiveness plus reduce operational costs.So, with the first phase under way and the second phase looming,ย the goal of coming out of this extraordinary time in great shape as stronger, hardier and more productive and innovative is in our collective hands. By using new channels, learning new remote leadership techniques and developing strong teams, we can use this time to build our organisational fitness to a level that sees us healthy and in great shape.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 shannon@frogrecruitment.co.nz
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Career Advice Looking For Work in the Midst of Upheaval
โThe Coronavirus upheaval and challenging economic fallout have led to restructures and redundancies in many fields. Wage subsidies across New Zealand have made it easier for employers to hold their employees, but the stark reality could be that new jobs are in short supply and are likely to be for some time. With the following two questions in mind, we explore trends in the midst of the Coronavirus crisis.Q:ย What to do if you need a job now?Q:ย Should you leave your current position or hold off?#1 Many companies are still hiringWhile there is certainly turmoil in the employment market, it does not necessarily mean that jobs are not available. Many industries are still hiring during the coronavirus crisis, such as:Essential businessesย need to urgently increase the number of employees they have on hand to help manage the continuing situation.Surge industriesย have cropped up to respond to this extraordinary situation such as an insurance contact centre needing to employ six hundred people, new styles of home services and delivery positions, increased on-line support with eCommerce.Manufacturing companiesย have extended to a 24ร7 operation to meet demands.Agriculture companiesย experience acute shortages due to the reduction in overseas workers and are desperate for workers.Businesses with strong remote setupsย are discovering weaknesses in their current infrastructures that need to be filled by new employees.Skill shortageย areas pre-COVID-19 still exist.ย #2 Build your skillsIf you are looking for a job or anticipate that you might find yourself in this situation, it is important to consider how you can make yourself more appealing to a potential employer and stand out from the crowd.Look at the vast array of online classes that are filling the internet to see how you can expand your skills.Right now, you can:Obtain a new certification in your industry.Learn a new technical skillset.Pick up related skills.Book yourself on to a course.Whether you are job hunting now or planning to job hunt as soon as businesses start reorganising, itโs a great time to enhance your skills, set yourself apart from the pack of applicants, and show your resilience.And donโt forget that a professional, updated CV as well as a snappy LinkedIn profile are essential.ย #3 Consider the right factors when looking for a jobAlthough it may seem counterintuitive, there are some good reasons to seek a new opportunity at this time.a)ย Skill shortages existedย prior to COVID-19 and will continue to exist going forward.b)ย Some skills are in hot demandย such as communications, instructional (content) designers, remote nurses, on-line help desk support. Government positions are available and now, given the openness to remote workforces, open opportunities for skilled people in other parts of the country to apply. e.g. policy.Factors to weigh up before you move forward with accepting a job include:How long is this job likely to last? Short term/long term? If you are being hired into an essential industry, think about the long-term demand for your position, not just the short-term need.Yes, a short-term job can help you bring in a steady pay check in the midst of the crisis but donโt forget to keep an eye out for a job for the future.NOTE:ย Those who assisted by working in an essential industry or volunteering at this time, are being held in high esteem in the current climate. This will stand you in good stead going forward!Has the hiring package been impacted by the coronavirus? Businesses may make temporary cuts to help them weather the coronavirus storm โ including decreasing their offers to new employees. Check that your new offer is up to industry standards before deciding whether to accept.Are you comfortable with remote-style training? You may find that the company that hires you intends to retain their remote workforce model for quite some time โ so you will need to be independent and learn how to use many of their systems on your own.We have heard of some wonderful induction experiences that were arranged for โnew hiresโ during lockdown โ but equally candidates reported that it โfelt very weird meeting colleagues on-line onlyโ. Our suggestion โ check out some of the โhow to guidesโ to locate some handy tips about to increase your chances of success in the early days.Job hunting in the wake of coronavirus is likely to look very differentย from the way it did prior to nationwide shutdowns: companies and positions will disappear, new positions and systems will appear, start-ups will start up, skills shortages will be evident, remote working will open up roles across the country, technology tools will be in hot demand.The word โpivotโ, popular as a business buzz word, seems a very apt way to describe how we all need change to maximise our chances of success.On a final note, one thing that remains the same is our commitment to support you, to understand your needs, and assist you secure a position that is right for you.ย Any questions? Donโt hesitate to make contact viaย emailย or call 09 362 0528ย to learn more about how we can help connect you with the ideal position for your needs.
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Employer Insights How to Create Success in Newly Promoted Managers
โHey, donโt forget, new Managers need training. People leave managers, not companies.One common complaint we hear from job seekers when we are deciphering their ideal working environments, is that they often feel unsupported by their managers.As we dig further, it becomes all too apparent that in many organisations, newly appointed managers are not receiving the support they need in order to be successful in their role.ย This creates a knock-on effect of employees not feeling supported and before you know it โ you have a vicious cycle on your hands.Thinking about promoting one of the team into a managerial position?Getting to the nub of the issue, success starts right at the beginning of the promotion phase with several questions that need answering:Are the right people being promoted?What qualities should a good manager have?What ongoingย ย should the organisation offer?Before going any further, consider the following to ensure you are fostering a collaborative environment for the entire team.Q1: Does your employee actually want to be a manager?This question may seem very obvious but for some reason, all too often, it is overlooked in the wider scheme of workforce planning.ย But the reality is โฆ not everyone wants to be a manager. And thatโs okay.Success lies in promoting employees who truly want to lead and can handle all the responsibilities that come with their new job title.Great managers believe that the goals of others are as important as their own and as such, make the time for others. They build meaningful relationships that can then serve to achieve results together, as a team. So, does this person enjoy helping others achieve their goals?The impact of poor managers can be catastrophic. Decreased employee morale, increased staff turnover, increased absenteeism, reduced market share and a reduced bottom line โ so finding someone who actually wants to manage and understands what it means to be a leader, is essential.Q2: Is the manager a communicator or listener?We all know that communication is the foundation of every successful relationship but the fact is;ย โthe soft stuff is the hard stuffโย for most managers.Managers need to communicate with all employees in a way that they understand as well as being open to hearing about ideas, suggestions or concerns that their team have to offer.And hereโs how simple it can beโฆ in a study of 85,000 adult workers in the US in 2014, a high percentage admitted they would work harder if they simply received more praise for their efforts.ย Thatโs it!Wrapped up in communication skills, a successful manager will have solid people skills which are the essence of leadership. Being able to relate to others and for others to be able to relate to you is critical in earning trust and building a foundation of respect.Q3: Can they motivate the team?As mentioned, many employees feel that they do not feel supported by their manager, so when selecting an employee for promotion, it is important to assess that this person can focus on the success of the entire team.It means having a genuine understanding of what employees need to feel motivated and valued.ย Itโs about the ability to connect with the team in a truthful, sincere and genuine way so that team members feel they are being listened to and understood. Insincerity is sniffed out so quickly in the work place โ itโs not something that can be faked โ it has to be real.Employees want to know that their bosses see their efforts and truly value it.ย This connects to a feeling of job security, well-being, and opportunities for development.ย And it affirms that the whole team is seen as being trustworthy, dependable, creative and resourceful.In short, by ensuring employees feel motivated, recognised and rewarded, the platform is set for a positive working environment, increased productivity and skyrocketing results.Now what? Provide training!Now that you have assessed this is the right candidate for promotion, it is essential to develop and implement ongoing support for the new manager. Contrary to popular opinion, learning to be a good manager takes time because good talent management skills are not intuitive to most. Training is about:Giving effective feedbackCoaching employeesTracking employee performanceSetting clear goalsDeveloping employeesRecognising and rewarding good performanceDealing with performance issuesThere really is no excuse not to provide training. There are loads of excellent books, podcasts, blogs, webinars, training courses, mentors and coaches, articles, seminars and short courses available to help your managers develop or hone a basic talent management suite of skills.Your investment in developing strong employee performance and talent management skills in your managers will pay off in terms of high employee performance, employee engagement, satisfaction, retention, and ultimately, improved organisational results.Feedback is vitalReceiving performance feedback from others is one of the best ways for a manager to learn. Identify people who can help your managers identify their strengths and areas that need development, without judgment or condemnation.The best way for an organisation to support their management is to provideย ongoing support and training, just as you expect managers will do for their teams.Open lines of communications between managers, their supervisors or the business owners are needed as is a willingness to foster a whole company environment that is supportive of the needs of its employees. This creates an ideal knock-on effect and before you know you have a virtuous circle in place.For more information on promoting new managers in your organisation, or information on recruiting management for your company,ย contact usย today.
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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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Career Advice Stand Out as a Quality Contractor
โWhen an employer makes the decision to engage a contractor, they are looking for both a skill-setย andย a list of qualities that need to be met.With the increase in the use of contractors globally, a greater confidence in managing flexible workforces and businesses having to nimbly navigate increased pressure and complexities; our employer audience is far more adept at sussing out the high calibre contractors versus the contractor of unremarkable ability.Along with the dynamics of the modern work environment and restructured work models, more and more people are trying their hand at contracting. Either by design or through necessity, the knock-on effect has resulted in a crowded market, increased contractor competition, less workflow stability and greater choice for employers.What this means for you as a contractor, is that it has become essential to stand out from the clutter for all the right reasons, which ultimately means you will enjoy wider contract choice, increased rates, steady workflows and a broad portfolio of success.In the past, just having the skills was all you needed to be hired, but in todayโs competitive market, contractors need to possess both a deeper understanding of the extras an employer is looking for andย the ability to convey their attributes in these areas.Most desirable contractor qualitiesTo assist you โhit the right noteโ with your profiles and at interviews, we developed a list of the eight most desirable contractor qualitiesโ that employers are looking for. Being able to articulate your track record, expertise and confidence in these areas will give you the inside running at being successful in securing high-value contracts:Personableย This might not always spring to mind as a high-value trait of a good contractor, but the truth is, contractors typically have to collaborate with numerous others to accomplish the job. Being able to demonstrate your ability to connect with people successfully points to your ability to be effective on the job.Problem SolversAlmost by default, the job description of a contractor if spoken in laymanโs terms, would read โproblem solver.โ This is what you do every day โ and it means you need to be able to highlight your ability as being solutions focused.Begin with the End in MindEmployers want contractors who are outcome focused.ย Having the ability to break down the individual steps required to obtain the expected outcome is a great asset โ and one you should be keen to talk about.Be prepared to answer questions about how you work within a process that involves multiple steps and be able to talk through the process. The right emphasis here means you will be seen as someone who is a worker and a thinker.Management and Organisational SkillsContractors are called on to manage/get involved in a variety of processes so having the ability to multi-task, think on your feet, manage people โ requires a project management mentality and excellent organisational skills. These need to be honed and kept current. Ability to ListenThe bigger the project, the more working, moving parts that are going to be involved. The ability to listen and hear what others are saying in addition to hearing the directives from above clearly, is an essential quality. If not asked about this when being interviewed for a contract, it is useful to weave your experience in this arena into the conversation. Expertise here is a powerful benefit.PersuasionPeople tend to look at contractors with a level of expectancy because they feel the contractor is the expert, possessing unique knowledge about the industry. By inference, a contractor is perceived as having a high degree of clout which means they are able to invite and bring stakeholders along on the journey.ConfidenceManagement skills, the ability to persuade and being personable all require that you exude a degree of confidence. Nobody has more insight or better knowledge about the progress and process of a project than you, the contractor. The nature of contracting often results in others looking to you for direction and guidance so a confidential manner speaks volumes throughout the company.Planning SkillsTime constraints, schedules, budget, inspections, safety protocolsโฆ only begin the list of items that you, as a contractor, must be aware of and manage. It is essential you know the right tools to assist you to get the job done โ on time and on budget.In summary; organisations know that the right contractor is worth the effort of finding and hanging on to. Like the wing on the soccer team, your role is to lead, be open to getting your hands dirty, to get the job done the right way and above all, succeed.For more information on the world of contracting and howย the team at Frog can help you or your organisation, please call us on 09 362 0528 or email usย here
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FEATURED INSIGHTS
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Upskill!
Stay on top of the leadership and career trends with Frog and the people2people group's webinar series.
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Know your worth
As part of the people2people group, we have made available salary information for Kiwi career seekers and businesses.