Bianca, Author at Spice HR

The New Currency of Work: Why Skills Are Taking the Lead

Once upon a time, your job title said it all. “Marketing Manager.” “HR Coordinator.” “Accounts Ninja” (okay, maybe not that one). Your role was your identity. Your daily script.

But in today’s fast-moving, digitally driven world of work, conversations around talent are evolving. You’ve probably heard it: “Skills are the new currency!” And they are, kind of.

But let’s be clear right out of the gate: job titles and job descriptions still matter. They remain crucial for setting expectations, maintaining structure, and fulfilling legal and compliance obligations.

That said, if we only focus on what people have done in the past or what’s written in their job descriptions, we risk missing out on a bigger opportunity. What if, alongside those foundational elements, we also put the spotlight on what people are capable of, their transferable skills, hidden strengths, and untapped potential?

That’s the shift we’re seeing in the workplace: not “either/or,” but “yes/and.” Yes to job descriptions, yes to experience, and yes to a skills-based, strengths-led future.

Why Skills Are Gaining Ground

The reality is, work has become more complex, cross-functional, and fluid. Employees are increasingly asked to collaborate across teams, adapt to fast-changing priorities, and step into responsibilities that might not be covered in their original job description.

And so, organisations are evolving how they think about talent. Here’s how that’s playing out:

Skills-based talent management is being layered over traditional role-based structures. Rather than limiting talent decisions to what someone’s done before or what role they’re in now, employers are starting to ask: “What skills does this person have, and how else could they contribute?”
Hiring and career progression are expanding to include not just credentials and job history, but the potential to grow. It’s about valuing experience while also recognising the importance of adaptability, curiosity, willingness and capability.
Strengths are becoming strategic assets. People bring more than their résumés to work, they bring their natural style, communication preferences, and problem-solving approach. And those qualities are often invisible unless we actively explore them.

This is where the magic happens: when you combine what someone’s done with what they do best, you unlock new energy, engagement, and impact.

Strengths-Based Development: The Missing Piece?

If experience is the foundation and skills are the currency, then strengths are the engine room. What do we mean by that? While experience provides the solid base, and skills are what individual’s use to navigate their professional landscape – their practical abilities and competencies – people’s strengths are what truly propel them forward and make them uniquely effective in their role.

But in many workplaces, people’s strengths remain under-used or overlooked entirely. That’s a missed opportunity, not just for individual development, but for organisational performance.

When people are encouraged to work in ways that align with their natural style, whether that’s leading, supporting, analysing, creating, or connecting, they don’t just perform better. They feel more confident, more resilient, and more fulfilled.

At Spice, we use Extended DISC to help teams and individuals uncover these strengths. Extended DISC offers insight into how people prefer to work and communicate, and how they can flex those preferences depending on the situation.

This isn’t fluffy. It’s practical, measurable, and transformational.

The Role of AI and Workforce Data

Another big player in the skills-based movement? AI and data.

Smart talent platforms are now helping HR teams and business leaders map the skills they have, the skills they need, and the gaps in between. It’s enabling more proactive workforce planning, more targeted learning and development, and more meaningful conversations about career growth.

But tech is only part of the story.

The real power lies in how organisations use these insights to create a culture where learning is continuous, feedback is constructive, and strengths-based leadership becomes the norm, not the exception.

Why This Matters: The Stress Connection

This shift isn’t happening in isolation. It’s happening in a context where stress-related unscheduled leave has increased from 40% to 50% between 2023 and 2024.

That’s huge.

When employees feel boxed into rigid roles, with no room to stretch or be seen for what they could do, it takes a toll, not just on performance, but on wellbeing.

Skills-based, strengths-led approaches offer a better alternative. They allow people to move, grow, and contribute in ways that are more aligned with their strengths, and far less stressful in the long run.

What Organisations Can Do Now

If you’re thinking, “Okay, this all sounds great, but how do we make it real?” here’s where to start:

1. Keep the structure, but build flexibility into it.

Yes, job descriptions still matter. But can they evolve? Can you write them in a way that invites stretch, development, and shared ownership?

2. Shift conversations from ‘What’s your title?’ to ‘What can you contribute?’

Make space for people to talk about their skills, passions, and aspirations, not just their current role.

3. Invest in strengths-based tools and frameworks.

Tools like Extended DISC can help your teams understand themselves and each other, and build more trust, clarity, and collaboration.

4. Create visible pathways for growth.

Whether it’s lateral moves, project work, secondments, or learning sprints, make it easier for people to grow without always needing a promotion to do it.

5. Use data wisely.

AI won’t replace human insight, but it can supercharge your people strategy. Use workforce analytics to guide decisions, not just guess.

The Bottom Line

We’re not replacing job titles, tearing up job descriptions, or throwing out experience.

What we are doing is widening the lens.

We’re recognising that in a dynamic, human-centred workplace, experience + skills + strengths = real, sustainable performance.

And that’s the future of work worth investing in.

Want to Take the Next Step?

At Spice, we help organisations future-proof their teams by blending the best of both worlds: structure and flexibility, experience and potential, clarity and curiosity.

Whether it’s Extended DISC, vision and values alignment, team chartering, or culture workshops, Spice HR are here to help you create a workplace where skills and strengths come to life.

Is Performance Measurement Shifting from “Me” to “We”?

Once upon a time (okay, like ten minutes ago in corporate terms), performance at work was all about you. Your KPIs. Your quarterly review. Your lone battle to impress your manager and maybe, just maybe, score a slightly bigger slice of the bonus pie.

But times are changing. Work is no longer a solo sport. It’s more like a relay race, with lots of passing the baton, and hopefully not dropping it.

So, here’s the question on everyone’s lips (or at least in every HR workshop):
Is it time to stop measuring performance as a solo act and start giving the whole team some credit?

Why “We” Might Just Work Better

Let’s be honest: the old-school annual review is about as exciting and useful as dial-up internet. According to research from CEB, a whopping 95% of managers aren’t satisfied with performance reviews. That’s not a typo, it’s almost everyone!

Why? Because these reviews are built for a world where people worked in silos. Newsflash: silos are for grain, not high-performing teams.

These days, work is wildly collaborative. It’s brainstorms, Slack threads, Zoom calls, and collaborations. They’re co-created and pressure-tested by teams. No one’s working alone anymore..

And yet, we’re still measuring success like it’s 1989.

From Star Performers to Winning Teams

Forward-thinking companies are turning the spotlight away from individuals and shining it on the entire team.

Instead of just asking:

“What did you achieve?”
They’re asking:

“How did your team do?”
“Did you help others succeed?”
“Are you a team player?”

Now, don’t worry. You’re still accountable. It’s just that accountability will be reframed within the context of collaboration, contribution, and culture.

Culture: The New KPI

Yes, culture. That fuzzy, feel-good word that’s suddenly muscling its way into performance reviews. And for good reason. Culture isn’t a poster on the wall. It’s how people actually treat each other when deadlines loom and coffee runs dry.

Ask yourself:

Are people lifting each other up, or elbowing for the spotlight?
Are teams working together or hoarding information like it’s the last piece of cake in the break room?
Are we living our values—or just listing them on the intranet?

When culture becomes measurable, it becomes meaningful. And that’s when the real magic happens.

Turning Ideas Into Action, with a Little Help from Spice HR

At Spice, we help organisations turn good intentions into great cultures. Because collaboration doesn’t just happen, it takes tools, trust, and a tiny bit of magic (okay, a lot of strategic planning).

🧭 Want everyone paddling in the same direction?
✔️ Try our Vision, Mission, and Values Workshops.
We’ll help your team lay the foundation for aligned, purpose driven teams.

💬 Sick of crossed wires and silent Zoom calls?
✔️ Our Team Charter sessions and DISC profiling tools decode the mystery of how people work and help people understand themselves, and each other, better

🚀 Ready to level up your culture?
✔️ Our Acentia-accredited Culture Workshops tackle the big stuff, like cross-team drama, leadership gaps, and turning nice teams into unstoppable ones.

Because let’s face it, high-performing teams don’t happen by accident. They’re built on clarity, connection, and a shared sense of “we’ve got this.”

The Bottom Line: Me + We = Success

The future of performance isn’t about the lone genius or the spreadsheet warrior. It’s about what we achieved, together.

The future of performance is collective, connected, and culture-powered.

So if you’re ready to stop measuring who ticked the most boxes and start rewarding the people who made real progress possible?

You’re ready for the “We” era.

And if you need help along the way? Spice is here to help you lead the charge, with purpose, with strategy, and yep, with a little extra heat..

Stamping Out the Potential for Workplace Bullying

Each May, Pink Shirt Day shines a light on the dangers of bullying. And having just celebrated Pink Shirt Day, we figured now is the perfect time to explore this topic.

As much as we’d like to think we left the bullies behind when we graduated from school, we really didn’t. While no one is pulling your pigtails or stealing your lunch money anymore (we hope!), bullying is still occurring in many different settings.

Unfortunately, one of the most common settings can be the workplace.

Bullying is not just about name-calling or aggressive behaviour. It can take on many forms in an organisation.

It’s important to be aware of the danger signs of workplace bullying so that you can maintain a safe and inclusive space for your entire team.

Let’s explore the ways you can make that happen.

What Is Workplace Bullying?

The truth is that workplace bullying takes many forms – it can look really different from one example to the next. Some forms of bullying are overt, while others are more subtle. So, you need to stay aware of what is going on in your business.

In a nutshell, workplace bullying is repeated, unreasonable behaviour directed towards a single employee or a group of employees. Bullying behaviour will generally create a risk to the health, safety and wellbeing of the person being bullied- either physically or psychologically.

We should remember that bullying is not just having someone in a grump or raging around on a one-off bad day. It is persistent behaviour that makes another person in the workplace feel intimidated, humiliated or threatened.

Workplace bullying can include:

Repeatedly yelling at someone or verbally abusing them
Regularly excluding people from certain meetings or social gatherings
Spreading rumours or gossip about people
Not passing on key information so that someone purposefully fails
Constant criticism or harassment
Threatening the safety of someone’s job without cause

Workplace bullying is really dangerous. It can negatively impact your workplace culture, along with the wellbeing, productivity and mental health of your team members. That’s why it is vital to manage any risks to your team by stamping out any hints of bullying in your work environment.

How To Create a Psychologically Safe Space

A safe workplace environment is one where people feel safe to speak up and share ideas, a place where they can make mistakes without persecution, and also a space to be themselves without feeling embarrassed or excluded.

Achieving an environment like this will do amazing things for your business. Your team will want to come to work and give their all. Safe workspaces encourage a healthy culture and a productive place for great team performance.

Here’s how you can infuse psychological safety into everything you do:

Start with your Company Values

Your Values are the foundation of your workplace culture and help to shape the safety of your people within that culture. Think of it like this:

Your Vision sets the long-term goal for your business
The Mission outlines the plan for how you are going to get there
Your Values shape how everyone in your team behaves to achieve your goals

When these three things are aligned, you have the ingredients for a collective focus, along with respectful and inclusive behaviour. With your values clearly articulated, everyone understands what good looks like – no excuses!

Tip: Values that encourage behaviours like kindness, respect and integrity ensure that everyone, from leaders to junior employees, will consistently strive for these qualities on the daily.

Create a Team Charter

Team Charters are a powerful way to unite your team. A charter includes the expectations for behaviour so that everyone can work better together.

It does that by providing your team with a shared understanding of how things are done in your workplace. If people step outside those expectations, then your Charter can help you address any behaviour not in line with your culture.

Tip: Develop your Team Charter together. If your people can be part of setting the rules and expectations for your business, they are more likely to follow them.

Craft a Code of Conduct

While your Team Charter contains the overarching principles of your business, a Code of Conduct is more of a formal guide for workplace behaviour. Right there in the name, a Code of Conduct sets the expectations for how people should conduct themselves while at work.

It outlines things like:

How you would like people to behave – punctuality, respect, safety and all those other good things should be covered in your Code of Conduct.
Conflict resolution – if a conflict should arise, your Code of Conduct can detail how to handle those moments or what to do if people have a difference of opinion.
Rule breaking – When boundaries are crossed, your Code of Conduct should detail what the response and repercussions will be.

When you have a formalised Code of Conduct, people know what is acceptable, what isn’t, how they can speak up if they feel something isn’t right, and how things will be dealt with.

Tip: Make sure your Code of Conduct is well communicated and easy to find. Include it in every team member’s onboarding pack, in your Handbook if you have one, and store it in an accessible drive or folder.

Encourage Open Communication

You want to make it easy and safe for your team to openly communicate about everything, especially the hard things. If people are able to raise their concerns early, it can stop things from escalating.

There are plenty of ways you can create open communication channels. Regular one-to-one meetings, fostering inclusive discussions in team meetings, and providing clear (and confidential) ways for people to raise any issues.

It is also important to normalise the process of asking for help without fear. Let’s face it, we are all human, and at times, there will be mistakes or errors made. Your workplace should be an environment where people can admit mistakes, receive feedback, learn and move on from the situation.

To do that, management and team members need to be real with each other. Your leaders should model behaviour that shows they are human. You should create feedback loops that work from the top down, but also the bottom up, and it’s great to praise curiosity, questions and suggestions.

Tip: Encourage communication by making the environment safe for people to speak up about the things that are bothering them. If you are receptive to the small things now, it lays the foundation for communication about the big things later!

Let Your People Thrive at Work

When your people feel safe at work, they are more likely to be productive, innovative and loyal. Obviously, that all means great things for your business!

If your workplace culture is good and free from bullying, then your people can truly thrive. So, it is important to level up your workplace safety in the psychological sense.

Here at Spice, we are all about supporting businesses to support their people! Together, we can craft policies and practices that help your people feel safe and respected whenever they are at work.

Chat to us now about how we can make that happen.

Vision, Mission, Values: The Recipe for A Purpose-Driven Workplace

What truly sets a thriving business apart in a world of shifting priorities and endless to-do lists? Spoiler: it’s not just snazzy logos or ping-pong tables! The real game-changers are purpose, clarity, and culture; all wrapped up in three powerful words: Vision, Mission, and Values.

These aren’t just corporate buzzwords. They’re the beating heart of every organisation that knows where it’s going, why it’s going there, and how it’s going to show up along the way.

Vision: Our Dream Destination

Think of your Vision as your business’s dream holiday destination. It’s that amazing place you’re all trying to get to – big, bold, and maybe a little scary (in a good way!). Your Vision answers the question: “Where do we want to go?” It should be inspiring enough to light a fire under your team and clear enough to steer your long-term strategy. Bonus points if it makes people say, “Yes! I want to be part of that!”

Mission: Why We Get Out of Bed

Your Mission is the reason you show up every day (well, that and coffee!). It’s your “why,” your impact, your purpose. A solid Mission keeps everyone rowing in the same direction, even on the days when the waters get choppy. It tells your customers, your team, and even your dog (if you’re into that kind of thing!) what you’re here to do and why it matters. It answers the question: “Why do we do what we do?”

Values: How We Roll

Your Values are the vibe, the glue, the unspoken rules of the road trip. They guide how you treat people, make decisions, and handle success (and setbacks). But let’s be real: Values don’t mean much unless they come off the wall and into real life. That’s where the fun (and the work) begins:

Run Values Workshops to get everyone involved in shaping your culture. Bring your people on the journey with you.
Create a Team Charter to provide clear direction and alignment around expected behaviours. These become your Guiding Principles.
Put it all in a friendly Handbook, along with your policies. A good Handbook should clearly set your expectations around ‘what good likes like’, as well as guidance on ‘how you do things around here’, and (and here’s the tricky part!) it shouldn’t put people to sleep!
Use tools like Extended DISC to help your people understand the different personalities within the team, how to adapt to improve communication and boost collaboration.
Design a warm Welcome and Onboarding experience that helps newbies feel the love right away!

When Vision, Mission, and Values Click

When these three are singing in harmony, magic happens. Your team is engaged. Your customers feel it. Your culture gets stronger, not just shinier. Alignment here means fewer mixed messages and more moments of, “Yes, this feels right!”

Build Your Foundation with Intention (and a Bit of Fun!)

Whether you’re starting fresh or doing a brand refresh, keep it human. Get curious. Involve your people. Laugh a little. Ask the real questions:

Vision: What do we want the future to look like (and what would make it awesome)?
Mission: Why do we get up and do this every day?
Values: What do we believe in enough to never compromise on?

Because, in the end, businesses that live their Vision, walk their Mission, and breathe their Values aren’t just doing business. They’re building something meaningful and having a great time doing it.

At Spice, we’re all about bringing your culture to life in a way that actually works. Whether it’s shaping your Vision, giving your Values a refresh, rolling out a Team Charter (that people will actually use!), or helping your team understand each other better with Extended DISC, we’re here to help. We also make sure your onboarding hits the right notes from day one.

Whatever you need, we tailor practical, people-focused solutions that match your vibe and support your goals. Culture done right. Just add Spice!

So, if you’re ready to build a workplace culture with both heart and direction, get in touch. Anything great could happen!

Health And Safety Is Not A Choice In The Workplace

Do you duck for cover when you hear the words Health and Safety?

Yep, we know many organisations don’t enjoy this necessary aspect of running a business!

We get it. There seems to be a lot of regulations and boxes to tick and it can feel overwhelming. The thing is though, the safety and wellbeing of your people is not a choice – it’s a must.

The key ingredients involve compliance, accountability and a strong workplace culture. So, let’s explore how you can add them all together for a safe and successful workplace!

The Legalities

Every New Zealand business is bound by the Health and Safety at Work Act 2015. Put simply, it’s New Zealand’s workplace health and safety legislation. It requires employers to have a working Health and Safety Management system that allows them to keep their workplaces safe – by identifying risks, managing hazards, and actively involving their people to provide a safe work environment.

Whilst ignoring safety protocols can put everyone who comes near your business at risk, it’s also against the law! Worksafe New Zealand actively monitors compliance with the Act, and they can and do conduct proactive audits on workplaces to check for compliance.

The big question is: would your business be ready?

If you are a little murky on where you stand or the answer is a flat out no, then it’s time to do something about it and get your Health and Safety sorted!

Can You Prove It?

You can say that you are prioritising Health and Safety at your place, and you can even walk the walk. But, unless you can prove it with well-documented policies and records, how are you going to prove it?

Many businesses are actually really good at the practicalities of keeping their people safe, but unfortunately when it comes to record keeping, this is where they fall down. As you can imagine, this can lead to big problems if WorkSafe comes knocking! That’s why a well-documented Health and Safety Management System is your best defence. It shows you are serious about keeping your people safe and details how you do this on a daily basis.

If you aren’t sure what documentation you need, then it’s time to have a chat with a Health and Safety expert. The team here at Spice can guide and support you with the implementation of the correct documentation, systems and policies, as well as getting those processes fully embedded in your workplace so it becomes natural – it’s just ‘how we do things round here’!

How Often Do You Talk Safety?

Safety is not a tickbox to check off once. It should be an ongoing focus including conversations with key people in your organisation. Regular toolbox talks or Health and Safety meetings are a great way to keep your team informed, engaged and aware of the risks that surround them, as well as a way to gain their input and feedback on what’s happening on the shop floor.

So, how often should you be having these talks?

There is no definitive answer across the board. Some industries will require daily Toolbox meetings, others with lower risk can get by incorporating it in the team monthly meeting. Decide on a frequency that suits your risk level. Then make sure your meetings happen consistently, the information talked about remains relevant and of course, is well documented.

Annual Reviews

When you have a consistent focus on safety, with regular discussions happening with your teams, it allows you to continuously assess best approach to managing your risks. However, it’s really important that these continuous improvements are also documented and updated into your Management System, as that’s your evidence of your commitment to keeping people safe!

An annual review of your systems is essential to keep on top of any changes. When you conduct a formal review, you have the opportunity to reassess all risks, update your procedures as necessary and ensure your policies remain current and effective. The set-and-forget approach is not effective for protecting your people – proactive businesses keep their focus solely aligned on safety by undertaking annual reviews.

Strong Safety Culture = Strong Business

In previous blogs we’ve talked about how important workplace culture is. This is not solely about creating a pleasant working environment for your people – it should also extend to how seriously your people take Health and Safety.

As long as everyone understands that Health and Safety is seen as a priority for your business, then your workplace will remain safe and harmonious. However, if safety practices are being ignored or your team sees compliance as just another box to tick, then your culture may well need some work.

A strong safety culture fosters trust, accountability, and a sense of responsibility among your team members. This is where the real success in safety rests!

World Day for Safety and Health at Work

Mark your calendars! World Day for Safety and Health at Work is coming up on 28th April. Every year on this important day, the world turns its attention to workplace Health and Safety.

Whilst Health and Safety should be a daily focus area, this specific day in the calendar is a timely reminder that keeping people safe at work is not negotiable!

Time To Act

Are you feeling underprepared, overwhelmed or simply unsure about how to get the correct Health and Safety procedures in place? Don’t worry – we’re here to help!

Spice offers tailored solutions to implement, document and improve your Health and Safety Management System, making compliance easy and stress-free. We will also spend time ensuring you and your team understand your Health and Safety Management System, and helping you embed it into your daily activities, making Health and Safety part of your business DNA.

Don’t wait until WorkSafe comes knocking! Let’s get your business Health and Safety-ready today! Contact Spice now to turn workplace safety from a chore into a culture.

7 Top Tips For Creating A Thriving Workplace Environment

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

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

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

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

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

7 Top Tips For Creating A Thriving Workplace Culture

1. Define Your Culture Clearly

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

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

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

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

2. Leadership Sets the Tone

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

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

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

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

3. Focus On Employee Wellbeing

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

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

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

4. The Power Of Diversity And Inclusion

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

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

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

5. Recruitment & Retention

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

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

6. Encourage Feedback and Collaboration

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

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

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

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

7. Commit To Continuous Improvement

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

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

Invest In Your Workplace Environment

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

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

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

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

Workplace Culture: The Secret Ingredient to Business Success!

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

It’s not just a buzzword, we promise!

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

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

What Is Workplace Culture?

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

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

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

The Key Elements of Workplace Culture

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

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

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

A Flavour for Every Business

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

Here are a few common workplace culture types:

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

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

How Workplace Culture Impacts Performance

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

A thriving culture:

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

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

Crafting and Evolving Your Culture

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

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

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

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

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

Let’s Build Your Workplace Culture Together!

Want to take your workplace culture from bland to brilliant?

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

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

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

Interested in exploring workplace culture further?

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

Read it here.

5 Ways To Start The Year With A Productive And Positive Mindset

That New Year feeling infects and motivates everyone…

The promise of a new beginning.

A refreshed outlook after a summer break.

And ready to smash out some goals.

If you can get your team to harness and channel all that positive energy now, they will be set up for a successful year ahead.

So, how do you help your team form a productive and positive mindset? We’ve got 5 ways right here…

1: Setting Clear And Achievable Goals

With all that New Year’s resolution energy floating around, now is the perfect time to encourage your employees to set both personal and professional goals for the year. If they can define clear and achievable objectives now, it will provide them with direction and purpose once the glow of the new year begins to fade. Setting the tone for a successful year early can help to boost team motivation during busy times.

The key to achieving a goal is not pushing yourself as much as humanly possible. The secret is actually setting a good goal in the first place. It needs to be just hard enough to challenge you, but not so hard that you can’t balance it with your existing responsibilities. We love using the S.M.A.R.T.E.R. goal setting framework – specific, measurable, achievable, relevant, time-bound, evaluate, and re-adjust – to ensure success!

2: Promote Professional Development

Often, goal setting and professional development go hand in hand. So, once your employees have set their S.M.A.R.T.E.R. goals, it is helpful if they share them with their manager in case there are professional development opportunities that can help them achieve those goals.

Even if there is nothing goal-related for certain individuals, the new year can be a great time to learn new skills or refresh existing ones. As a proactive leader, it is important to explore any upcoming training opportunities that might benefit your team. You can look for physical workshops, encourage the use of online training, or even facilitate development sessions within your workplace.

By investing in the personal growth of each of your team members you add value to your business and encourage your employees to be the best they can be.

3: Reinforce A Positive Work Culture

The end of the year acts as a reset, as many employees will take time away on their summer holiday. That means you will need to ensure they are re-engaged when they return to the workplace in the new year.

The start of the year is the perfect time to recap your business values, mission and vision to ensure that your team members continue to work in alignment with them. It’s a great opportunity for leaders to communicate the company’s purpose and how each person’s role contributes to the bigger picture.

Fostering re-engagement of your positive workplace culture right from the first day of the year can keep your team motivated. That will help to build strong morale and a good level of productivity from the word go.

4: Encourage Healthy Work Habits

There is a reason that companies are always chasing the elusive work-life balance for their team members. When that balance is achieved, people are happier, healthier and more productive. Of course, this is great on both a personal and professional level for your employees and your operations.

The summer months are the perfect time to encourage your employees to find their balance and build healthy work habits. Promote the benefit of good practices like taking breaks, setting boundaries between work and home and prioritising wellbeing. This will help your team keep perspective and prevent things like burnout and excessive stress.

You may even want to introduce initiatives like wellness challenges or mindfulness sessions to get your team in the right frame of mind early on. This can help them to translate their refreshed and energised summer holiday feeling into the workplace.

If you would like some advice on how to set up wellbeing programs for your team, give us a call!

5: Celebrate The Wins

Positivity breeds more positivity, so celebrating wins of all sizes will boost team morale and keep everyone motivated. Making a commitment to recognise early accomplishments and incremental progress, no matter how small, will have amazing benefits for your team.

It creates a sense of achievement and reinforces a culture of continuous improvement. Celebrating wins helps maintain momentum and encourages your employees to stay engaged with their goals throughout the year. So, consider the ways you might be able to celebrate those wins. This can be privately or publicly with a weekly workplace-wide shoutout.

Incoming Positive Mindset!

By embracing these five strategies, you can set the tone for a productive, positive, and successful year ahead for your team. From clear goal setting to fostering a positive work culture and encouraging healthy habits, each step plays a vital role in helping your team stay motivated and engaged.

At Spice, we specialise in helping businesses implement these strategies effectively, tailoring our solutions to fit your unique culture. So, if you’re ready to start the year strong and ensure your team stays on track with a positive mindset, contact us now to discuss how we can support your journey to success this new year.

Before Christmas Closedown, Finish The Year The Right Way!

With another year about to come to a close, the attention of your team might be shifting away from the computer screens and towards the end of year celebration!

The promise of summer just around the corner always seems to lift the mood in the office.

So, it is the perfect time to capitalise on this feeling by celebrating together as a team.

Here are some tips for good Christmas Party etiquette and finishing the year the right way by recognising and thanking your team members.

A Successful Celebration

Christmas parties can be particularly notorious for “interesting” behaviour! Rather than considering it a blowout, your end of year celebration should be a great opportunity for everyone to relax, wind down and celebrate the achievements of the year.

Here’s how you can make it a successful celebration for everyone…

Inclusivity

A big part of making it fun for everyone is prioritising inclusivity. That starts with choosing a venue and activity program that all team members will feel comfortable with. Then, encourage respect for the diverse range of cultures, traditions and beliefs in your team. This will ensure everyone feels comfortable and welcome.

Professionalism

To create a positive, unified environment, it is important to let your employees know that they can have fun but need to maintain a level of professionalism. Remind your team to keep in mind that their behaviour reflects your reputation and brand, and that you expect them to represent the business accordingly.

Set Expectations of Conduct

Before any celebrations kick off, set clear expectations for behaviour, especially concerning alcohol consumption and interactions with other colleagues. Just like when you are highlighting the need for professionalism, it can be helpful to remind your team that the event is a social one, but is also a company-sponsored gathering, so appropriate conduct is expected.

More Than Just A Party!

Christmas parties should be so much more than just a festive gathering. They are a great opportunity to reflect on the year’s achievements and recognise and thank the team who made those achievements possible.

Beyond the decorations, party atmosphere and Christmas cheer, end of year celebrations can foster appreciation and unity – a great platform to recognise the work of your team and individual accomplishments.

By acknowledging hard work and personal milestones in a social setting, you can strengthen team relationships and morale, setting the scene for a positive vibe in the coming year. Your employees can finish this year feeling that their contributions to the company are valued and appreciated.

Here’s how you can make that happen:

Recognise Employee Achievements

When you are already in celebration mode, it is the perfect time to celebrate the team’s hard work and successes from the year that has just been. Showing appreciation can boost the overall morale and motivation of your entire team.

It doesn’t have to be a big thing either. Small gestures of appreciation like a handwritten thank you note, gift card or even an award can all be powerful ways to show thanks. Giving these tokens shows that leadership values each team member, reinforcing a positive morale that can extend far beyond the holiday season.

Focus On Gratitude

Gratitude is pretty amazing. It doesn’t have to cost anything, but the returns are immense! Something as simple as a “thank you” can have such a positive impact. Taking the time to recognise and thank your employees for their contributions is a powerful way to end the year.

You can do this publicly or privately, and even encourage your team to thank each other. This builds a supportive work environment where everyone can feel comfortable and valued. When you have this kind of environment, people will want to come to work each day and get greater satisfaction. We don’t have to tell you that this has the added bonus of reducing absenteeism and fostering loyalty in your team.

End Of Year Feels

While it is really nice to do all these things at the end of year celebration, they should not be cursory gestures reserved for one afternoon or evening. These important ideas should be infused throughout your workplace culture as a whole.

Genuine recognition and regular acknowledgment of your team’s efforts will create a culture of respect and motivation that lasts all year round. By maintaining small, consistent acts of gratitude, like a simple thank you, team shout-outs, or a structured reward program, you can have a positive impact on morale and engagement.

Weave appreciation into the fabric of your team’s everyday work life to foster stronger relationships and connections, boost productivity, and create a workplace where they feel valued and inspired all year round.

Building A Positive Culture

Surely if everyone is happy, a positive team culture will build itself, right? Not necessarily! A long-lasting culture of respect and appreciation will take some work. Partnering with a people-focused support team (like the Spice Gals!) can transform your workplace from ‘nice to work in’ to a place where gratitude, appreciation and positive vibes are embedded into everyday operations.

As experienced people partners, we specialise in creating tailored strategies that prioritise the wellbeing of your team, along with fostering engagement and development. From implementing effective strategies for recognition to encouraging open communication, we can guide you on your quest to nurture a strong and productive team.

Chat with us today, if you’d like to know more.

Wishing you all a wonderful and safe festive season – with parties that go off without a hitch and employees that behave!

Making Your Workplace A Community That Values Mental Health And Wellbeing

In the wake of last month’s Mental Health Awareness Week, it’s timely to turn your attention to the thing at the core of good mental health… wellbeing and wellness.

Are they a priority at your workplace?

If not, now is the time to change that!

Creating an environment that promotes good mental health and wellbeing not only benefits your individual team members but can also enhance the overall performance of your business.

So, let’s explore how you can create that environment now.

What Is Wellbeing?

According to the Mental Health Foundation website, ‘Wellbeing means we have the tools, support and environments we need to be who we are and to build and sustain lives worth living.’ And we couldn’t agree more!

Good wellbeing is all about creating an Aotearoa where we feel good and do well most of the time. It’s not about eliminating tough times, mental illness or distress – these will inevitably still occur. But it is about ensuring we are equipped with the tools, support and environment we need to work through any difficulties we encounter.

While a lot of that is down to the individual involved, a person’s workplace also has a huge role to play in achieving excellent wellbeing. So, let’s explore what that means in greater detail.

Supporting Good Mental Health

Before you can even begin to support mental health in your business, the people in key influencing roles need to understand what mental health actually is. There can be a perception that when we talk about mental health, we are actually talking about mental illness.

That is not what the focus should be at all.

Just like physical health, mental health is something we all have and need to look after. After all, there is no health without mental health! When our mental health is good, it translates to better physical health, greater resilience and the ability to feel happy, confident and secure.

Everyone can enjoy good mental health and wellbeing, regardless of what they have going on in their life. A big contributor to that will be a supportive and positive working environment.

Your Workplace Is A Community

A workplace is more than just a space where employees go to carry out their duties and meet deadlines. While work obviously goes on in a workplace (duh!), it should also be a space that ensures individuals feel supported, valued and connected.

It should be a community.

Communities are all about connection. That strong feeling of belonging, support and a shared purpose creates a sense of togetherness. When your team feel like they are part of a community, they experience all the elements that encourage good wellbeing. They are also more likely to experience job satisfaction and loyalty, along with greater productivity.

Building a workplace community is not just about good remuneration or creating a great office vibe. It’s also about creating an inclusive environment where everyone feels respected and heard, meaning that they are always able to contribute their best.

So, how can you build this community of wellbeing?

Build A Community Of Care

Community focused workplaces don’t happen by accident. Everyone from leadership to the most junior employee should consistently foster an environment where wellbeing is prioritised and mental health holds the same importance as physical health.

These are just some of the ways you can build a community at your workplace:

People At The Heart: When you are focused on your people, they know they are a valued asset to the business. Create regular opportunities for team interaction and connection so you are constantly building the bonds between your employees. While some scheduled team building events are helpful, you can also foster this connection through informal team catch-ups and morning teas, a walking lunch or a shared project. These moments are continual opportunities to feel connected and appreciated.
Wellbeing Initiatives: Initiatives that support wellness can be a big hit with employees and do double time on the wellbeing front by encouraging good mental health. These could be anything from wellness challenges to healthy office snacking or even mindfulness sessions and wellbeing benefits. The simple act of integrating wellbeing into a daily workplace routine reinforces the message that good health matters to your business.
Empathy and Leadership: One size certainly does not fit all when it comes to mental health. Your managers and leaders should lead with empathy, recognising that each team member will experience unique challenges. By offering support, showing understanding and maintaining regular communication, you can build trust, psychological safety and a positive work culture amongst your team.
Check Ins: You won’t know unless you ask! So, maintain regular check ins for your team, both at an individual level and as a collective. That way, you can always have a gauge of how your employees are feeling. Depending on the employee and their specific situation, check-ins can be formal one-on-one meetings or a casual chat – the objective is simply to identify any issues early and maintain a strong connection.

Valuing Wellbeing and Mental Health

A big part of building your community of care will be valuing wellbeing and mental health. Not only does it mean fostering the positive space we just discussed, but it also involves recognising everything can’t be sunshine and rainbows all the time!

Stress and anxiety are ever-present threats to your team’s mental health. That’s why it is more important than ever to take proactive steps to prioritise wellbeing.

Here are some ways you can do that:

Open Communication: When mental health is openly discussed in the workplace it helps to remove any associated stigma. Your team should feel comfortable speaking about wellbeing without fear of judgment. Management should take the lead in creating safe spaces for open conversations and getting some of your team trained in mental health first aid will also really help.
Provide External Support: Support within the workplace is essential, but sometimes people will feel more comfortable speaking with an experienced professional. Offering an Employee Assistance Program (EAP) or mental health workshops will give your employees access to strong support and demonstrate that their wellbeing is a priority. Here at Spice HR we are loving a new NZ start up’s approach to holistic wellbeing support for employees. Reach out if you’d like to find out more!
Encourage Work/Life Balance: A healthy work/life balance is essential for maintaining good mental health. So, encourage your team to create a balance that works for them. It could be flexible work hours or conditions, taking designated mental health days, or fully disconnecting outside of work hours.
True Inclusivity: Inclusivity is not just a buzzword, it is vital for wellbeing. A truly inclusive workplace will embrace diversity and ensure everyone feels valued regardless of their background, culture or personal circumstances. When people feel included, they are less likely to experience feelings of stress and isolation, preserving their wellbeing.

Prevention Is The Key

Is your workplace more than just a place of employment? Are your people active members in a community that helps them to thrive?

If not, now is the time to do something about it! When it comes to mental health concerns, you don’t want to be the ambulance at the bottom of the cliff! While mental health support is important, prevention of stress and burnout is the better avenue.

So, if you can work to build a great community, you’ll be taking proactive steps towards prevention and creating a great space for your team to work within.

If you are feeling stuck on how to ensure wellbeing is a big focus for your business, there are some great tools that can help make it happen. Firstly, it can be super beneficial to speak to an HR wellbeing expert. And you’re in luck, we Spice Gals are the experts you are looking for!

Backed with plenty of experience in this field, we can craft wellness solutions that make wellbeing a true priority. We can even help you implement a fantastic wellness platform that empowers your team to look after themselves in the ways that suit them best.

What are you waiting for? Make wellness a priority and contact the Spice gals now!