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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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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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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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Employer Insights 7 Measures of a Great Contractor
No matter what the job or project, when gearing up to add additional expertise, itโs natural to want to have the crรจme de la crรจme on the team. Yet, faced with a vast sea of independent contractors all boasting an array of expertise and capability, how do you determine whether youโve found a good one? Or not?Success in hiring contractors starts, by knowing at the outset, that you are clear about exactly what your company is looking to achieve within the contract.With this in place, the next step is to identify people who fit in well with your company to ensure your company will receive the planned results it needs, when it needs. To assist you identify high calibre contractors each and every time, here is our take on the 7 ideal contractor qualities you need to be on the lookout for;#1 Connectors:ย ย Possessing a natural affinity to connect well with people, the best contractors are the ones who understand the importance of communicating effectively with people across all levels of your organisation.Now โ weโ re not saying that contractors have to be โpeople pleasersโ but they do need the confidence to navigate an organisational matrix and work effectively with a wide range of individuals. The skill here, is taking the time to get to know the individuals they are working with and connecting with them to ensure that theyโre able to effectively meet their needs.#2 Active listeningThe best switched on contractors are adept at listening. From your conversations with them, they in turn, decipher your real needs out of the conversation. They donโt require you to break things down for them, instead they will listen, absorb the information, ask questions to clarify and then apply the information youโve given them to complete your project. Poor listeners can derail a project, so make sure you check their โears aptitudeโ.#3. Solution findersA switched-on contractor can see and understand the problems facing an organisation and will be willing to go the extra mile to offer solutions needed to assist solve these organisational dilemmas. Itโs both an intuitiveness with problem identification and a willingness to offer practical solutions that make them so valuable.#4 Outcomes seekersGreat contractors have the expertise to look at the outcome required and develop a process that will get you, and them, there. ย Itโs the ability to be able to break down the pieces of a project, work backwards from the projected outcome and plot the process needed to get the job done. (aka: strategic staircasing)#5 Highly organised and carefully plannedContractors must be able to zero in on the goals rather than scrambling around to find relevant information. When hiring contractors, actively search for those who have demonstrated previous organisational skills with a project management mentality that guided their work. Check they were structured, organised, well-planned and efficient on the job. And check out that they stayed within the timeframe and budget given them. Extensions are prone to be very costly!#6 InfluencersLike great leaders, great contractors have the capacity to bring stakeholders along with them on the journey. Some situations reveal that a brave conversation is needed to highlight errors,ย mistakes or areas for improvements or alternative solutions.ย Given the audience might be less than receptive, this is where the โrubber meets the roadโ in contracting-land. Confident, respectful and diligent contractors are worth their weight in gold when it comes to instigating those awkward conversations that could end up saving you millions.#7 Ego-freeย ย Great contractors arenโt seeking fanfare or accolades; rather they are driven to using their skills to get the job done and to do it well regardless of the recognition that they receive in the process.For more information on all things contracting, please call us on 09 362 0528 or email usย here.
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Employer Insights Snap Survey: In the Midst of a Pandemic
โIn April 2020, Frog Recruitment and the people2people group sense-checked key workforce areas to obtain a โgut feelโ for how employers were feeling about the Australian and New Zealand labour markets during Covid-19. The survey was both qualitative and quantitative, and covered:Senior managers representing over 160,000 employees.300 career seekers across Australia and New Zealand.A range of industries that included: health, education, IT, legal, government, not-for-profit, manufacturing and professional services.Thereโs no doubt, uncertainty is creating huge angst at this current time. However itโs clear, innovative and future-focused thinking has been at the forefront of respondentsโ minds. In 2020-2021, employers and career seekers need to adapt and evolve.Download the Snap Survey report.
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Employer Insights COVID-19 Burnout: Is it a Thing?
โTWO THIRDS OF YOUR EMPLOYEES ARE FEELING MORE BURNOUT THAN THEY DID PRIOR TO COVID-19Stressed employees adapting and readapting to an ever-changing work environment through the Covid-19 pandemic has led to an increase in burnout, according to leading recruitment agency Frog Recruitment.A recent survey of 900 Kiwi workers showed that more than sixty-four percent feel more burnt out at work now, than they did prior to the lockdown beginning.Burnout, officially recognised as an occupational condition by the World Health Organisation, is a syndrome occurring from chronic workplace stress that has not been successfully managed.As New Zealand has moved down the Alert Levels, many in our workforce have seen the emergence of new routines and new places of work such as the kitchen table; forced reactional decisions, fostered a no-handshake hello, and seen virtual work relationships develop.Virtual work is intertwined with technology and as our workplace has become more portable, the boundaries or personal time and work time have been blurred.Jane Kennelly, Frog Recruitment Business Relationship Director, says employers and managers feel a pressure to over-perform, and many have developed work and lifestyle habits that have blurred work and home life so much, that they struggle to separate the two.โIn many cases this means anxiety levels are through the roof. We have heard from clients whose sleep patterns have been disrupted, eating and drinking are on the up, and balance has become a thing of the past.โItโs time to think about restoring the balance. To successfully thrive in our new world order that may mean working from home and the office, it is essential to plan a sustainable work and life flow.โWhen canvassed, employees raised the issue of the disappearance of boundaries between work and life. One commented: โI feel I am on duty whenever Iโm not asleep and on weekends as well.โ Another said, โas a working parent, I find myself stealing a couple of minutes to send emails as I am getting dinner ready.โOrganisational psychology expert Jane Davis fromย The Flourishing Instituteย says research is starting to emerge internationally showing there are increases in anxiety, depression and post-traumatic stress due to Covid-19.โBurnout seems to be more prevalent and many employees are experiencing fatigue and exhaustion due to prolonged stress. Right now, it is very important for leaders to listen deeply to their team members and understand their personal situations. Focus on meeting their needs; particularly the psychological need to feel competent, the need for control, and social needs,โ says Davis.Kennelly suggests a proactive stance be taken by employers and employees to acknowledge the merging that has occurred and agree new healthy work habits that drive an environment where both results and balance are achieved.Overcoming Burnout#1 Acknowledge the situationThe last three months have been a rollercoaster for employees and employers. Tough decisions have had to be made, which has increased stress on all sides of the work spectrum. For those working in harder-hit hospitality, travel and events sectors, there is uncertainty to when their stress will end.In general, our response has been to work longer hours and do whatever it takes to help, to go the extra mile and to give our all โ coupled with making-do in the home work setting where the demands are high and resources are low.#2 Spot the signsBurnout is a gradual process. It can start with complete commitment to the job at hand, compulsion to prove oneself, high productivity levels and readily accepting responsibility despite the onset of stress beginning to creep in. Some days become more difficult than others, optimism wanes and stress symptoms appear such as lower levels of energy, and efficiency, reduced motivation, headaches, fatigue, irritability, and frustration.When work overload is chronic, which is how people have described their โwork from homeโ in recent months, there is little opportunity to rest, recover, and restore balance.#3 Prevention strategiesIt is important to identify employees who are the most at risk e.g. overachievers, working parents, โyesโ people. Start with designing prevention strategies at an organisation level then customise it to individuals to match their situation.Provide clear expectations for all employees and make sure that each person understands these expectations.ย Check that employees have the necessary resources and skills to meet expectations.Provide ongoing training to maintain competency.Reinforce their value to your organisation and their contributions to the organisationโs goals.Set reasonable work hours. People without good boundaries need to be checked.Assess the workload for those who feel pressured to beyond normal business hours.Set reasonable and realistic expectations. Be clear as to which activities require the highest standards and when it is okay to lower the bar and still meet business needs.Foster social support and respect within and among work teams.Encourage and support physical activity throughout the workday.Strongly encourage the taking of breaks away from the work environment.#4 Leaders leading the wayPositive mental health starts at a company level with leaders paving the way by showing support for physical activity throughout the day, taking breaks away from the workplace and working during work hours only.When a manager replies on the team to work after hours, it can give the impression that you need to work outside of your normal hours to succeed. Now, with many employees working from home, the problem is exacerbated further. Kennelly says, โAn email notification arriving in at 8pm can result in an immediate response. And so, the vicious circle develops that sees more work occurring โjust for a couple of hoursโ, every night.#5 Design a recovery planEven with the best plans in place, Kiwi employers wonโt be able to stop burnout, however learning to avoid unhealthy habits leading to burnout does require regulating the โworking from home regimeโ. Establishing a new balance will result in higher productivity, happier employees, and lower turnover.Here are three elements to include in a plan:Know how to recognise and celebrate your employeeโs wins and successes. Feeling valued at a team and organisational level will fight a loss of confidence.Rethink the work relationships and task allocations within the team. Focussing on what people do best will reduce cynicism and anxiety.Assess and prioritise workload with team members so it is manageable. Provide clear expectations to foster motivation and sense of accomplishment.For all questions about our survey results, donโt hesitate to contactย Jane Kennelly.ย Tย 09 362 0528ย lย ย Eย janek@frogrecruitment.co.nz
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