colinfindlay, Author at Spice HR

How To Find The Elusive Work Life Balance

Rollercoasters can be a lot of fun, but imagine if you were forced to ride one when you weren’t really in the mood for excitement.

You’d probably be more stressed than excited, but you’d tolerate it, dust yourself off and move on.

But what if someone forced you onto that rollercoaster again and again, never giving you time to prepare and never telling you how many times you’d have to go around the loop-de-loop before you were allowed to disembark.

Even a resilient lover of thrill rides would tire of that vicious cycle, becoming worn out, anxious, and just plain over it.

That’s where we’re at, folks. We’ve been riding the COVID rollercoaster for nearly two years. And even though New Zealand had a pretty decent break, we find ourselves thrust back onto the ride, whether we like it or not.

So, what can we do?

How To Find The Elusive Work Life Balance

Prioritising What’s Important

Uncertainty takes a toll on our ability to work, parent or even just do what needs to be done around the home. That’s why mental wellbeing is more essential now than ever – and finding work life balance plays a significant role in our mental health.

Let’s talk about why it’s so important to switch off from work and how to separate home and work life.

We’ll also share some valuable mental wellbeing resources to help you and your team survive the COVID rollercoaster together.

Climb aboard and buckle up!

Why Finding The Work Life Balance Is More Important Than Ever

If your resilience and tolerance are wearing thin (or long gone), it’s understandable. The uncertainty of being in and out of lockdown, working from home, parenting from home, and living under social restrictions is stressful for everyone.

Work life balance has been a hot topic for years, but in the current pandemic climate, it’s a lot more complicated than it once was.

The lines between work and home are becoming increasingly blurred. While that’s particularly true for those working from home, it’s still relevant for essential workers who need to leave the house.

Partners or flatmates may be working from home, changing the home environment completely, and if you have kids, the juggle struggle is real, regardless of whether you work from home or not.

On top of all this, we’re trying to cope with worries and fears about illness, sick friends and family, and an uncertain future – both personally and professionally.

That’s an awful lot to deal with.

The Mental Wellness Discussion

With everything that is currently going on, mental wellness has become a crucial conversation.

If we don’t prioritise work life balance and take care of our mental health, we’ll find it hard to cope with any aspect of life.

The ongoing stress can result in unproductivity, loss of motivation, depression, and anxiety. And if we don’t find ways to mitigate the demands of work and home, we’re likely to experience that stress physically, too, with fatigue, headaches, digestive issues, and long-term health issues.

Not only do we need to take responsibility for our own mental health, but we need to support those around us too – our friends, family, colleagues and employees.

It may have been said so much that it’s become something of a cheesy cliché, but we are all in this together!

How To Separate Home And Work When Working From Home

How’s the productivity going now that you’ve been working from home for a while? Should be a piece of cake, right? Do you have your routine sorted? Do you knock off on time every day? Are you more productive than ever?

If the answer is yes, then virtual high five for you – you’ve nailed the demands of WFH.

But for so many workers, the struggle continues. Working from home isn’t all it’s cracked up to be, and it can be hard to separate home and work.

If that’s you, here are some tips to help you regain that work life balance.

Stick to a morning routine

Resist the temptation to get straight on the laptop to start work the minute you wake up. Try to stick to the same kind of routine you had before COVID. Maybe you’re a morning person and used to exercise and shower before heading to work. Or perhaps you grabbed a coffee at the gas station and sat in traffic every day.

Either way, create some kind of routine to separate your home life from your work life. Get up, get ready, walk around the block, then arrive in the “office” and get to work.

Create a dedicated workspace

If possible, devote an area of your home to your workspace. Resist working from the bed or couch – it’s too distracting (and horrendous for your back!). If you have a separate room to work in, fantastic! Set that area aside and only use it for work.

If not, make do with what you have, but make it your designated work area. You may have to work at the dining room table, but choose a special chair or cushion, and only use that for work and nothing else.

Leave the Office at the End of the Day

Create an end of work routine to separate your workday from home. Don’t sit and browse your laptop once you are finished. Instead, get up and leave – even if it’s just to walk around the garden!

Establish boundaries – and stick to them

Make sure you, your manager, your colleagues (or clients) are clear on your work hours. Agree that work emails or phone calls only happen between those times, and resist the temptation to fire off a “quick” email outside of those hours.

Don’t forget to set boundaries with your family or housemates too. Let them know that when you’re working, that’s work time, and you’re not available for chores or chats. The best way to get the time you need is to communicate that you need it.

Take breaks

Schedule a lunch break and stick to it. Don’t spend that lunch break on your computer – step away! Go outside and take some deep breaths, grab a book to read while you eat, or chat with the family. Take regular breaks away from your workspace during the day, too.

Ask your employer for support

If you’re struggling to cope, be open with your employer. The best organisations will have strategies to address health and wellness. Ask for resources to help you manage overwhelm.

Go easy on yourself

You know those people you see on social media who are nailing their careers, baking delicious meals, home schooling their kids and doing yoga every day? Forget about them.

Even if their posts accurately reflect their lives (and chances are, they don’t), you are not them. You don’t have to do everything perfectly. It’s ok just to cope. It’s ok if you’re not coping. Give yourself a break and focus on what you are achieving instead of what you’re not.

Take care of your physical health

Your physical health directly impacts your mental health, and vice versa. It’s important to prioritise habits and activities that improve both. That means finding time to exercise (even if it’s dancing around the house) and eat well.

Oh, and don’t forget to laugh! Find things that make you smile and forget about the rollercoaster for a while.

Health And Wellbeing Resources

Rather than you having to trawl the internet for resources that might be helpful, we have compiled a handy list:

Mentemia

App and Website – Tried and tested tools to help promote and manage well being. Free for general use, but with tailored options available to businesses.

Mental Health Foundation

Practical wellbeing tips and advice based on the Five Ways to Wellbeing.

Working Well Guide

Resources for workplace wellbeing.

Getting Through Together

A pool of resources, tips and inspirational stories focused on health and wellbeing during COVID-19.

Working Well

A guide to mental health in the workplace.

Staying on Track

A free e-therapy course teaching you practical coping strategies for the COVID rollercoaster.

Small Steps

Digitally-based tools to help you maintain mental wellness.

Whakatui Mai – The Wellbeing Sessions

Free virtual community events aimed at supporting well being in real-time.

A Mental Health Guide for New Zealand Leaders

Comprehensive document aimed at leaders and managers to help them support the mental wellbeing of their teams.

And, of course, if you are feeling stuck, overwhelmed or unsure of how you can support your team with creating a good work life balance, then get in touch with the Spice Gals today. We can help you create a plan that supports your team remotely or in-person.

How To Be An Ethical Leader During A Crisis

During times of crisis, it’s natural for our focus to become very singular. We go into survival mode, prioritising the things that will help us endure until life returns to normal.

While this is understandable, it’s often not the best course of action when it comes to people management.

Leaders who focus on saving the company at all costs may ensure it stays afloat during the storm, but end up paying the price when the dust settles and the bigger picture comes back into focus.

Ethical leadership is about balancing the needs of the business with those of your employees. It’s never an easy task, even at the best of times. But if you succeed, your team – and your business as a whole – will be stronger.

So, what does it look like to be an ethical leader? And how can you get the balance right amidst uncertainty?

Read on for our Spicey insight.

How To Be An Ethical Leader During A Crisis

Why Ethical Leadership Is Vital To Success

Can a business succeed if the leaders are unethical?

A recent study published in the Journal of Business Ethics reveals that it is possible, but only for a brief period. For long-term success, ethical leadership is vital. And this is even more important during times of crisis.

Ethical leaders are better at engaging and retaining staff, and a culture of ethical leadership ensures your business becomes an employer of choice.

People vs Profits

During the early days of the pandemic, things changed so rapidly that businesses were at risk of getting whiplash trying to keep up. And while we’re a way down the road from that now, an element of uncertainty is still present.

Decisions often need to be made rapidly, putting the pressure on managers. Amidst the unpredictability of life, employees look to leaders to provide clarity, honesty, and a sense of stability. Managers must rely on empathy to communicate with their teams, but need to retain a fact-based approach to assess business decisions.

And there are tough decisions to be made. Do you choose your employees over financial rewards? Profit over people? And where do you draw the line? How do you do the right thing when everything feels wrong?

Ethical leadership isn’t about perfection. Sometimes, the right decision isn’t necessarily the easiest or most comfortable one. But as long as managers are guided by ethics, their choices will be the right ones.

When your employees can see that you are doing your best by them, they tend to rally. There’s a bond created by feeling as if “we’re all in this together.” Instead of jumping ship during tough times due to a lack of faith in management, staff are more willing to make sacrifices to help the business survive.

Qualities Of An Ethical Leader

There’s no flowchart for ethical decision-making: every business and situation is unique. However, there are specific guidelines to help managers find their way to ethical leadership.

We love the V.I.T.A.L method referenced in an article by the Human Resources Director.

This method of crisis communication provides a roadmap to help business’s work through difficult times using five key concepts:

Visibility – don’t hide behind others by delegating the uncomfortable discussions. Communicate with your people rapidly and often, even if it’s to let them know you are still waiting for more information.
In It Together – always refer back to your business’ mission, vision and values. Create a culture of inclusion and empowerment.
Transparency – share what you know, don’t hide bad news, address rumours, and keep your employees as informed as possible.
Accessibility – be available for your people, and let them know where to turn when they have concerns or need support.
Listening – really hear your people when they talk to you. Understand where they are coming from, and give them an outlet to speak up.

Remember, your customers and future potential employees are far more likely to remember how your business behaved during a crisis than how high your profits were during that year.

Ethical leaders must strive to model the values of their business when making difficult decisions. This means embracing integrity, authenticity, and compassion. It’s about being real with your team, especially during hard times.

Ethical leadership is as important to us as it is to you. Which is why we want to help you embody it within your HR policies. Reach out to us today to chat about how we can Spice you up as an ethical leader!

How To Build Resilience In The Workplace

The last few years have been pretty brutal for everyone. Many people and businesses have experienced a lot of loss due to the pandemic, and the long-term stress continues to take a toll.

But have you noticed that some people seem to be able to bounce back more easily than others?

While some individuals may be struggling to cope, others are able to learn from what’s happened, grow from it, and persevere.

What does it take to do this? How do they manage so well? What do they have in their personal and professional lives that enables them to get right back up and carry on?

The answer is resilience. This quality helps people adapt when faced with adversity, conflict, and trauma.

Resilient employees are an enormous asset to any organisation, so building resilience in the workplace should be a top priority for leaders.

But what is resilience in the workplace and why is it really important? And how can leaders encourage resilience among their workers? Let’s answer those questions now.

How To Build Resilience In The Workplace

What Is Resilience

Resilience is an individual’s ability to respond to the stresses and demands of life. The dictionary definition talks about concepts such as flexibility, durability, strength, and speed of recovery.

Basically, resilience is the capacity to respond to adversity and challenge throughout all aspects of life.

So, where does resilience come from? Is it in our DNA, or can it be nurtured and grown?

Interestingly, it’s likely to be a little bit of both.

Although some people seem to inherently be more resilient, it is possible to cultivate and nurture this quality to help people not only cope, but even thrive through challenging times.

Resilience is cultivated through healthy habits and a positive mindset. There are many small yet effective ways to build your own – and help boost those around you.

The Benefits Of A Resilient Workforce

Resilience is the foundation for many desirable workplace qualities. It improves general wellbeing, helps people be more flexible and adaptable to fast-paced environments or changing circumstances, and aids in effective communication.

Research has shown that resilience can help businesses stay competitive and profitable even during times of uncertainty.

Resilient workers contribute enormously to a positive workplace culture. They are more likely to be engaged, productive and innovative, even in high-pressure situations, and less likely to succumb to burnout.

Building Resilience In The Workplace – Where To Start

Leaders have a unique struggle on their hands. They need to somehow find a balance between striving for financial performance while addressing the mental wellbeing of their team.

One of the best ways to do this is by encouraging resilience in your workers. Here are some of the most effective methods for building resilience in the workplace.

Become a resilient leader

Your own resiliency impacts the way you lead, which trickles down to affect those who work with you. Use these tips to develop personal resilience:

Take steps to manage your own mental and physical wellbeing
Work on reframing threats as challenges
Pay attention to your thoughts and behaviours and work on cultivating a growth mindset
Create (and lean on) a social support network
Build mindfulness and self-awareness

Support the wellbeing of your workers

Emotional wellbeing is the foundation of resilience. We all cope better when we are well-rested, healthy, and have a manageable work-life balance. Consider implementing measures that support workplace wellbeing, such as flexible work arrangements.

Foster positive work relationships

Social interaction and support are essential in building resilience. Ensure you provide your employees with the chance to bond and socialise, even if you have remote workers. This can be through organised activities within the workplace, events held outside of working hours, or simply encouraging your team to connect with each other on a social level.

Don’t neglect performance and development

Self-reflection helps cultivate resilience. Don’t let challenging times derail your performance reviews. Your people still need feedback on how they are doing and the opportunity to reflect on their challenges and successes. Make sure you provide this in a formal review setting, but also on a regular, more casual basis.

Focus on the future

As part of your performance reviews, you should be helping your employees effectively set realistic, achievable, relevant goals. The right goals can motivate people and help them focus their energy on what’s ahead of them, instead of dwelling on what’s behind them. It also helps them to look beyond the current adversity to a time that may be calmer.

Provide resources

Even the most resilient people can struggle with tough times. Our resilience changes from day to day, and sometimes we may need support to manage. Ensure your workers have access to resources to help them cope, such as employee assistance programs, stress management coaching programs, or similar initiatives.

When you are the one who is expected to lead, sometimes it can be difficult to always demonstrate resilience. So, it can be helpful to call in the experts to assist.

If you want to build resilience in your workplace (and yourself), then reach out to us here at Spice HR. We help businesses tackle the tough times so they can be ready to capitalise on the good.

What The “New Normal” Means For The Wellbeing Of Your Team

With everything that’s happened in the last year, it’s safe to say that wellbeing, life – and work – as we know it has changed. Every month that passes shows us how unlikely it is that things will return to exactly the way they were.

Business looks different, work-life looks different, and these changes aren’t so temporary anymore. That means it’s time to progress out of survival mode and into thrive mode.

Organisations need to look at workplace trends and think seriously about where they should be investing their time and energy. We need to think about staff wellbeing in the context of the “new normal”, how we can retain a cohesive team environment in these times of change and uncertainty, and how to prepare for the “next normal”, whatever that may be.

We know it can be overwhelming, but keep reading for some guidance on where and how you might want to start focusing your attention.

Workplace Trends Post-COVID-19

We know the pandemic is still here, but the immediate shock of it is passing. Businesses and individuals have begun to accept how things have changed, and we have all had some time to sit down, breathe, and take stock of how much has happened in the past year.

So, what’s next?

Time to review how well your team and organisation have adapted to physical distancing/remote working, and look at the trends for 2021 and beyond. Here’s an overview.

Remote working has increased

Well, duh! Yes, clearly, any organisation with the capability to implement remote work has done so.

But what’s interesting to note is that many will continue to explore and experiment with hybrid work/remote work even once the pandemic is under control. The “office” as we knew it will probably never be quite the same again.

Increased data collection

More employers are making use of technology to monitor their employees. Everything from productivity and engagement to wellbeing and employee experience is being tracked and analysed to create safe, productive, and innovative workplaces.

Increase of contingent workers

Many organisations are reducing the number of full-time employees and hiring contingent (freelance/gig) workers instead. This allows them flexibility and helps save costs but may lead to confusion around performance management as well as a loss of team cohesion.

Emphasis on the employer’s role in wellbeing

The pandemic has seen employers playing a vital role in the health and wellbeing of their employees. The emphasis has been on the ability of businesses to provide sick leave, financial assistance, flexible hours, and support for the wider community.

A move from efficiency to resilience

Pre-pandemic, the big focus was on efficiency. Now, the emphasis is more on building resilience in processes and organisations. Systems must be responsive and flexible to adapt to rapidly changing circumstances. Employees must be adaptable and have diverse, cross-functional roles that can navigate change.

What Thinking Do We Need To Alter?

The trends reflect the changes that most organisations have experienced. That is a move away from traditional workspaces and systems, and an increasing emphasis on strong, resilient, flexible teams and processes.

This is a defining time for all of us: how we respond to the trials of the last year will impact the future. And while things have been challenging, this moment in time presents a range of opportunities for businesses.

Choose to be innovative. Strive for more resilient teams instead of trying to recreate what no longer works.
Embrace the possibilities provided by hybrid and remote work.
Introduce initiatives that bolster the wellbeing of your people.
Find new ways to create and control your corporate identity and employer brand post COVID-19.

What Does Team Building Look Like Now?

When it comes to HR, one of your biggest challenges will be rethinking team building. With social distancing and hybrid work now par for the course, team bonding and culture development won’t happen quite so organically.

So, how can you provide spaces and opportunities for your team to bond away from the lunchroom and water cooler?

By behaving with intention and thinking outside the traditional office box.

Here are a few examples:

Host team huddles

Connect your entire team by having a regular online “huddle”. This could be for 15 minutes every morning to check-in and connect, or twice a week – whatever works for your organisation. This is not a formal meeting, but a time to chat, catch-up and check-in with one another.

Schedule virtual meet-ups

People need one-on-one time as well as group-bonding. One to one personal meetings are perfect for that. Facilitate online meet-ups for two people to chat and get to know each other better, or build on an existing established relationship.

Keep the game time going!

When our levels dictate that laser-tag or mini golf are a no-go, there are still plenty of games that can be played virtually by your team. Schedule some fun virtual activities that everyone can attend during a lockdown. Things like quizzes or online escape rooms are perfect.

Learn together

Successful teams learn new things together. Set up virtual workshops and webinars to promote professional development and facilitate online group learning.

Using Extended DISC To Get A More Informed Plan

A remote or hybrid team isn’t doomed when it comes to bonding or performance. In fact, research shows that remote teams can perform better than in-house teams if they are managed in the right way.

Extended DISC profiles can help managers understand the work style and personal preferences of their team members. They provide you with valuable insights into the best ways to manage individuals and bring them together.

You will learn how much support and contact each team member requires from you and what kind of work they respond well to.

If we have learned one thing from COVID-19, it’s the importance of a bonded, resilient team in navigating change. Challenges can bring people together or push them apart. The stronger your team is, the stronger your business is.

Regardless of what comes next, Spice HR is here to help you and your team navigate the new normal and prepare for what’s next. If you’d like advice or support about how to move forward, contact us for a chat today.

Let’s Talk! Who Is Spice HR?

In the vast, wonderful, and limitless world of the internet, it’s easy to forget that there are living, breathing, real people behind the blogs you read, the photos you double-tap, and the posts you like – and yes, even the dreaded comment section! As much as technology seems to dominate the world, humans are still the ones behind it all, and connecting human to human is the core of what Spice HR is all about.

So, what better way to start connecting than by having a chat and giving you a behind the veil glimpse of who we are and what we do!

So come on in, put your feet up, and get to know us – the Spice Gals.

Meet The Spice Gals

No, not the Spice Girls – we are the kiwi-based, business-focused HR version of the famous girl band. And while we might not be able to sing or dance quite as well as the famous five, we do know our stuff when it comes to managing people.

Our duo (featuring Nicole Griffiths and Nichola Gold) started with a power walk, believe it or not! On that fateful day, we talked about our talents and values and realised we both had very complementary skills in the HR world. We ducked into a coffee shop, and by the end of our first latte, we had crafted a plan for Spice HR.

A Facebook page was born, bookings began to come in, and our business began!

The Spice Philosophy

HR has a reputation for being dull and dreary – a tick the boxes, soulless kind of activity.

However, we are pretty much the opposite of what you think you know about HR! Yes, we are HR professionals with vast skillsets, but we are also authentic, spicy, and full of energy and enthusiasm for what we do.

We work closely with businesses to help them do the right thing for staff and improve staff performance. Of course, every organisation – and every individual – is unique, so we tailor our approach to partner with you on your specifics.

We go into a business, get to know the culture and the people, and make decisions around the things that work for them. We are there to back you up, to partner with you, and add the right blend of spice to your business.

Every successful business should be clear on their values, and Spice HR is no different. Our philosophy is literally in our name:

Service – tailored to your business needs.

People – the essential business ingredient

Ideas – we don’t do bland

Culture – no two spices are the same

Engagement – spice it up!

Our Passions

Human resources is a fascinating area to work in. It’s not just about forms, handbooks, and employment agreements (although paperwork is certainly a large part of what we do).

It’s about people.

How they work, how they think, and what they value. Nobody starts a new job with a bad attitude and zero engagement. Most of us are excited, eager to learn, and fully engaged. It’s what happens later that changes things!

Our passions revolve around the following areas:

Engagement And Retention

Staff engagement is one of the most undervalued areas of managing people. Engaged staff allow you to work on your business, not in your business. If your staff are ambivalent – or worse, disengaged – you are too busy putting out fires and doing the work they are not. It’s a huge time waster and not good for anyone!

There are so many ways to increase engagement, and they don’t have to cost money. Nothing is ever broken, and often, only a simple fix is needed. Nine times out of ten, it’s about communication, and ten times out of ten, we can help!

Training And Development

People love to feel as if they are progressing, upskilling, and growing in their jobs. Training and development is an enormous part of that, and an area that we love to explore.

For training to be effective, it must involve a behavioural change. We use professional tools and platforms that can transform your team.

Wellbeing

Remember, people want to go to work and be happy! If they are not, their wellbeing suffers, right along with your workplace culture and business overall. The health and wellbeing of your team is vital, and we have loads of ways for you to improve workplace wellbeing effectively and simply.

Providing Feedback

Giving timely, relevant and useful feedback is the key to all the above areas, but it doesn’t come easily for many managers. We can help you figure out the right way to provide feedback for your business and integrate it into your workplace culture.

Once you’ve got that part down, the engagement, development and wellbeing of your people will flow.

How Are You Doing?

So, that’s us, but no conversation is complete unless both parties have had a chance to speak.

So how are you doing?

How have you and your business navigated the COVID climate? Have you evolved and adapted and learned new skills, or are you still struggling to find your way through? Are your people engaged – are you engaged? What’s missing in your business?

As always, we’d love to hear how you are doing out there, and always welcome the chance for a chat to see if we can help you fine-tune, problem solve, or brainstorm a solution for what ails you.

Thanks for the talk, let’s do it again soon,

Nicole and Nichola – the Spice Gals.

Spread The Christmas Cheer With An Office Christmas Party

The good old office Christmas party has somehow earned a bad reputation over the years. They are often portrayed as painfully awkward events that people only attend for the promise of free food and drinks.

In reality, the workplace Christmas shindig is a priceless opportunity for businesses.

When done right, an end of year party can play a vital role in building team spirit and developing your workplace culture. And let’s face it, we all could use a little more fun and frivolity after the year we have had!

Read on to find out why it’s more important than ever to spread the Christmas cheer with an office party this year.

**Is An Office Christmas Party Really That Important?**

The answer to that question is yes, yes, a thousand times, yes!

But only when it’s done well! Most of your employees devote a third of their lives each year to helping your business succeed. While you should be acknowledging, thanking, and celebrating them year-round, a Christmas party in their honour is the icing on the cake.

It’s a powerful way to publicly recognise their hard work over the past 12 months and show how much you value them.

Teams that play well together tend to work well together. What better time and place to relax and bond as a team than the office Christmas party? Events like these bring everyone from all management levels and departments together, encouraging positive communication and camaraderie that can flow through into the next year.

Your Christmas festivities also reflect your workplace culture. Which company do you think becomes a coveted employer of choice – one that offers a fun-filled Christmas bash showcasing teamwork, support, and positivity, or one that skips the party and sends a formal thank you email from management on the last day of the year?

Christmas Parties In The Time Of COVID

You certainly don’t need to be reminded of the craziness that was (and still is!) 2020. Businesses have been heavily impacted. Many workplaces were transformed as people worked remotely, and the budgets took quite the knock.

Understandably, you might be wondering if it’s appropriate to celebrate 2020 at all or just write it off and move on.

Truthfully, your office Christmas party is more important than ever this year. Sure, you may have to do things a little differently due to restrictions, social distancing, and budget issues, but if 2020 has taught us anything, it’s that we can be really adaptable when we need to!

Reconnecting As A Team

More than likely, your team have become disconnected via remote work and social distancing this year. The Christmas party is a way to bring them back together, rebuild those bonds, and let off some steam after a gruelling 12 months.

Remember, it doesn’t have to be an extravagant, high-budget affair if times are tough. You can create a fantastic environment on a smaller budget by adding personal touches and working within your company culture. If you are struggling for ideas, ask your staff what they would like to do, and see if they have any cost-saving suggestions to help make it happen.

Many people are sliding into the end of the year feeling exhausted, anxious, and unsure about the future. Help your team relax, smile, and go out on a high note by creating Christmas cheer that will last well into the New Year.

Staff morale probably took a huge knock in 2020. You might be feeling like your team are a little more disconnected than they used to be.

This is something that you can work towards improving in 2021. A positive team environment can mean all sorts of good things for your business. So, if you want to make sure 2021 starts on the right foot, get in touch with us here at Spice HR.

We have some effective tactics that you can implement to pull your team together and get ready for a great 2021 ahead. Reach out to us today for a chat about what that could look like in your business.

How To Become An Employer Of Choice And Showcase Your Business

A stellar employee (or two or three) can propel your business from average to outstanding. So naturally, you need to entice, intrigue, and retain high performers. But dangling a few carrots and hoping for the best isn’t going to cut it. These days, you must tailor your benefits and perks to the top talent and find ways to communicate why you are an employer of choice.

Not only will this help you attract high calibre employees to your business, it will also ensure you retain them long term.

Read on to find out what will give you the edge for today’s best candidates, and how to dazzle them during the interview stage.

Become An Employer Of Choice And Showcase Your Business

What’s On The Wishlist?

Most skilled professionals are looking beyond a fat salary. So don’t assume that as a smaller business with a lower budget, you can’t compete with larger organisations. Conversely, businesses with higher wages shouldn’t sit on their laurels and rely on numbers alone to attract the talent.

Here are the benefits and perks that today’s workforce value most:

Flexible work schedules
Remote work opportunities
Generous paid time off
Family leave
Student loan assistance
Education and development
Wellness initiatives/work-life balance
Health insurance

Supporting Work-Life Balance

Even before 2020 hit us with work from home rules, flexible work hours and remote work opportunities were some of the top priorities for experienced candidates. And they continue to dominate.

With that in mind, how can your business support employees to find that work-life balance? A few of the options from the list above are a great place to start, including leave and paid time off, remote working, and flexible schedules.

Other simple yet valuable options might include day care, health and wellness programs, pet-friendly offices, and firm guidelines on no-after hours emails or phone calls. This is particularly essential for employees working from home, who may find it harder to separate work and home life.

Don’t forget that you still have H&S responsibilities even when your employees work from home. Ensure you develop policies to help them manage their health and safety effectively.

Flip Your Interview Strategy

Interviews of old have traditionally been rather one-sided. It’s all about what the candidate can offer you, rather than what your business has to offer them. But, things have shifted now. Remember, you are not the only business looking to hire the most qualified and experienced applicant. You may be facing stiff competition, so take the opportunity to showcase your employee value proposition during the interview.

What sets you apart and makes you a fantastic employer over and above anyone else? Once you know this, communicate it by giving each applicant a unique and engaging candidate experience – from your first job post to the final hiring process.

Instead of whipping out the old behavioural-based questions, think of how you can show your organisation’s personality. Focus on having a conversation with each candidate, and think about culture fit as well as skillsets.

When coming up with questions, frame them around the values and culture of your business, and attach your purpose and why. This will help candidates understand your culture and help both parties figure out if the fit is right.

Welcoming the ideal candidate into your business is only possible when you position yourself as an employer of choice. Think beyond dollars to carve out your unique employee value proposition, craft a compelling candidate experience, and you will find it much easier to be united with qualified and experienced applicants who are the perfect fit for you.

If you need help with crafting the employee value proposition then get in touch with the team here at Spice HR. We can help you nail all the aspects to become an employer of choice! Reach out to us today.

Is Learning Part of Your Company Culture?

Have you ever wondered what the Spice Girls would be like now if they had stayed together? We sure have! Sadly, we can only imagine the incredible tunes they might have produced if they had been allowed to grow and evolve within the group instead of being trapped in their predetermined ‘roles’. Today’s workforce is much like Posh, Ginger, Sporty, Scary, and Baby: they need to be in an environment where their learning and development opportunities are supported.

If denied that learning culture, they will quickly move on.

So, what can you do about it? How can you create a strong learning culture in your company?

Let’s explore what a training and development culture looks like, and why it’s so vital.

Is Learning Part of Your Company Culture?

What Does A Learning Culture Look Like?

Because every business is different, there’s no one-size-fits-all prescription for a learning culture. Each business should create development and training opportunities that fit into the values and culture that already exists.

However, there are commonalities.

Training and development is not merely a “ticking the boxes” kind of activity. It’s a strategy that encompasses all the ways your people share, support, and learn together, both on individual and collective levels.

It’s about connecting the dots and understanding that individual learning is the foundation for collective success.

Opportunities Are Everywhere

Traditionally, training meant sending your staff to lengthy courses and trying to cover their time out of the office. Now, development opportunities can take place both inside and outside the workplace.

The standard 70:20:10 model suggests that a mere 10 percent of learning occurs at formal training sessions, 20 percent from informal studying, and a whopping 70 percent is on the job development.

Online courses are extremely popular, but less structured opportunities to learn, such as YouTube videos or TED talks, can be equally effective. Find the tools and resources to fit your team.

People Enablement Is Where It’s At

The concept of people enablement was trending a few years ago and is still growing in popularity.

Rather than a static progression along a pre-defined pathway, organisations are focusing on a learning culture that allows employees to gain valuable experience, explore new skillsets, and reinvent themselves.

Training opportunities could look different for each team member, depending on their skillset, progression ambitions and availability.

Integrate Development Plans

Performance and development go hand in hand, so development plans should be part of your toolkit. Employee reviews and catchups should have a heavy focus on growth and development. They should be created as a two-way discussion with employees, where you both identify the support and tools needed for success.

It’s a great opportunity to speak with each team member about the areas they want to improve in and how the business can enable them to skill up.

The Delicious Side Effects of A Culture Of Learning

Providing development opportunities to your team drives employee engagement and strengthens your culture. The benefits are numerous and include:

Employee Retention

The modern workforce, particularly Millennials and Gen Z, highly value learning and development. If they can see opportunities to upskill within an organisation with a robust, built-in learning culture, they are likely to be fulfilled and won’t need to seek opportunities elsewhere.

In fact, 93 percent of employees say they will remain at an organisation that invests in their development and training. Not only will you retain your best employees, but you will also save money by reducing employee turnover.

Recruitment

To attract top talent, your organisation needs to become an employer of choice. Having a successful culture of learning builds your brand and makes you more attractive to skilled employees. This reputation will generate a better quality of candidate.

Improved Performance

At the most basic level, training helps people perform their tasks efficiently. Enhanced efficiency equals enhanced productivity. But beyond this, there are other tangible benefits, such as increased confidence, innovation, and creativity, a problem-solving mindset, and improved morale.

People development initiatives are just one piece of the puzzle in building an engaged, exciting, and high performing team. Your employees are your biggest asset, so it makes perfect sense that an investment in their knowledge and skills is an investment in your organisation, too.

Don’t let your team drift apart to make their own opportunities like the Spice Girls did… provide them with opportunities to grow, learn, and experiment, and you’ll stay strong for years to come!

If you would like to discuss how this could look in your business, then get in touch with us here at Spice HR. We can help you create a people and culture development program that will make your company an enviable place to work! Drop us a line today.

Managing A Workforce of Different Generations

Variety is the spice of life, right? Well, today’s workforce is certainly full of variety! It is a diverse makeup full of different generations. You have Baby Boomers, Gen X, Gen Z, Millennials (also known as Gen Y), and maybe a few from the “silent generation.”

So, what does that all mean when it comes to a combined workforce?

People from each generation tend to have different values and expectations in the workplace, so it’s essential to customise your management style and benefits to meet each one.

Here’s an overview of how to approach a multi-generational workforce.

Talkin’ ’bout My Generation

We’re not big fans of labels, but just so we’re on the same page, let’s clarify the generations you might see in your organisation.

The Silent Generation (aka Traditionalists) – born between the late 1920s and 1945

This generation was formed well before the computer age hit. However, many are still very capable of using digital tools, but may prefer personal interactions. They value fair pay, recognition and the chance to share their expertise.

Baby Boomers – 1946 – 1964

The Boomers are a very goal-focused generation and hold a reputation for working hard. They value job security and a more structured environment.

Generation X – 1965 – 1979

A generation that is completely up to date with tech, but are not shy about face-to-face communication. They value autonomy and a good work/life balance.

Generation Y (Millennials) – 1980 – 1996

The consummate internet babies who are all over every technological gadget to hit the shelves. They value skills development and a deeper purpose.

Generation Z – Born in 1997 or later

Known as the tech native, social media generation, they have lived in a technology based world since their birth. They value flexibility and social responsibility.

So, now that we know about the different generations, what does this mean for your workforce and management styles?

Use Reverse Mentoring

Cross-generational mentoring is a great way to quickly stamp out any age biases and maximise various experience levels in your team. Both young and old can learn a lot from each other! Avoid always placing similar age groups together.

Instead, pair up people from different generations and get the knowledge flowing both ways. You will be amazed by the diverse solutions that appear when combining the thinking of multiple generations.

Get Everyone Engaged

While every generation is known by different characteristics, they are not always out of sync in every instance. What every generation has in common is their need to feel involved in their work. Ensure you find a way to motivate all employees (outside of the pay cheque) by finding common ground for them to buy into.

Work on Your Flexibility

No, we are not talking about yoga – though if that fits your workplace, it’s not a bad idea to bring people together!

You shouldn’t expect every team member to be satisfied with the same hours of work, the same work environment, or the same tasks. Experiment with the different strengths to find the ideal balance for your organisation.

Recognition and Benefits

Not everyone wants ten-year job security and a retirement plan, although some might. Gen Zers might be looking for support with further training or help to pay back student loans, while Millennials could prefer daycare services or parental leave.

Again, each individual is different: the point is to offer a range of benefits and perks to suit different lifestyles and needs.

Avoid Stereotypes!

Now that we’ve gone and put everyone in their box, it’s time to say – don’t judge people by the boxes you put them in! It goes without saying that every individual is different. Regardless of their age and background, they have essential skills, needs, goals, and dreams that may be vastly different from their peers.

However, it can also be useful and enlightening to acknowledge and learn from age-based differences in the workplace.

Understanding Your Team Dynamic

Getting to know each employee individually is your most important task as an effective leader. So use your newfound knowledge of generations alongside your insight into each employee, and you will be on the right track.

Another way to gain a greater understanding of your workforce is to use DISC Profiling. This is a psychometric assessment tool that can help with the personal growth, team building and leadership potential of your employees.

Here at Spice HR, we are certified practitioners of the Extended DISC Profiling system and can help you gain greater insight into the different personalities present in your team. Get in touch with us today to find out more about how this useful tool can help your business.

Managing Performance and Expectations In Your Team

Are you confident that your employees understand the performance expectations of their current roles? Is your feedback timely and relevant? Are you helping your team stay engaged and motivated?

That is a lot of questions to answer!

But, in the current fast-changing landscape of business, they are important questions to consider.

There is a lot of uncertainty in the world right now. People are developing a different set of needs based on recent events and the way the world is behaving.

With many businesses evolving and adapting thanks to COVID-19, it is the ideal time to review the way you communicate expectations and manage performance with your employees.

Let’s do a quick check-in to see if everyone is on the same page.

The Importance of Managing Expectations

Imagine you are training to be a pro athlete – let’s say a high jumper for the sake of this example.

At the beginning of your training, your coach tells you to practice jumping to be ready to qualify for nationals in six months. They hand you some running shoes, point you in the direction of the track, book you in for a review in five and a half months, and leave you to it.

What are your chances of successfully qualifying without any other assistance?

Pretty slim, right? You don’t know the height to aim for to qualify, get no feedback on your technique to improve, and have very little motivation or accountability to get you even close.

No coach worth their money would train someone without laying out expectations, giving continual feedback, and reviewing performance. But unfortunately, many employers and managers do just that to their employees.

We would go so far as to say that without clear expectations for your team members, it’s impossible to hold people accountable. And you can forget about managing performance altogether! Honestly, how can you expect people to meet your expectations if you don’t clarify what you expect of them!?

Setting Clear Expectations

Much like managing performance, setting expectations should be an ongoing conversation rather than an infrequent event. People develop their skills, clients adjust their needs, and even routine jobs and tasks can change, particularly as businesses adjust to life post-lockdown.

Ensure you stay up to date and redefine expectations as necessary. Don’t just assume that everyone is on the same page about any changes that have been made. It’s time to hone those communication skills and ensure everyone knows exactly what needs to be accomplished (and by whom and when!).

Where possible, capture the expectations as part of a written performance development plan, as key performance indicators or milestones.

Development vs Reviews

If someone is falling short of your expectations, try asking yourself if those expectations are clear. Of course they are to you, but are they crystal clear to your employee? As in the high-jumper example, it’s hard to be motivated if you don’t really understand what you should be doing or why.

Once the expectations are laid out clearly, your employees are far more likely to be engaged and motivated.

Keep your team on track with effective performance management that is relevant, timely, positive, and forward-focused. To get you into the right mindset, it can be helpful to reframe “performance reviews” as “development reviews.”

This approach focuses on helping employees develop their skills and grow with the business, rather than focusing too heavily on the things that went wrong.

If you have regular catch-ups designed to lead your people and your business forward with a growth mindset, they will feel as if they are on a journey with you, and life will be that much easier for everyone!

The word ‘uncertain’ keeps cropping up in conversation lately. And rightly so, these are uncertain times in many regards. Which is why managing performance and setting expectations is so important for your team.

If you are unsure how to tackle that in the current circumstances, then get in touch with us here at Spice HR. Together, we can help you navigate through the uncertainty. Drop us a line today!