Introducing Safety Spice – The Ultimate Health And Safety Resource

Let’s talk Health and Safety.

Wait, stop! You don’t have to hide under the desk, we see you and it is ‘safe’ to come out!

Health and Safety doesn’t have to be a drag or an onerous task that you hide from.

You know it’s a vital component of your business and Safety Spice is here to make it easy for you!

So, let’s get started.

Health and Safety Legalities

All New Zealand businesses should have a Health and Safety system in place. And that system can be as straightforward as it sounds – it’s literally a plan that details how you intend to keep your team, your premises and any visitors safe at all times of the day and night.

While that all sounds straightforward, if you’ve been involved in Health and Safety in any respect, making sure you have the right things covered off and implemented can feel somewhat more complicated! Especially as the need to prove you have a comprehensive Health and Safety system in place is becoming more and more prevalent.

So, what can you do to make this process easier?

Enter our newest addition … Safety Spice! Specialising in all things Health and Safety, this Spice Gal is ready to help you protect your people and your business.

Your Health and Safety Plan

If you don’t have a H&S plan in place for your business, now is the time to remedy that. Many businesses put this task off as they don’t necessarily understand what should be included and how they should go about putting it together. That’s why it can be really helpful to work with a H&S expert (like Safety Spice) as they can guide you through the process.

When it comes to Health and Safety, there are 3 key areas to consider:

1: Hazards

Every workplace will have some form of hazards present, even if you just have a simple desk and chair home office setup. So, the first part of any H&S work is identifying what these potential hazards could be, investigating how you can raise awareness of what they are and what you can do to minimise the risk to your people.

Once you have established what those hazards are, you can then move onto documenting them and putting controls in place to manage the risk elements. This information then needs to be shared with your team so that they can be aware of potential dangers and the practices they need to follow to carry out their role safely in the workplace.

But you still aren’t done yet! Identifying, documenting and sharing the hazards is only the initial phase. From there, you will need to regularly review your hazards and note any changes. You’ll also need to assess if your controls are correctly minimising risk and if there is anything further you can be doing to create an even safer space.

2: Incidents

From time to time, you will experience incidents in the workplace. It is important to document them all so that you have a record to refer back to. It is hard to remember each little thing when only using the power of your memory, so documenting is vital.

Documentation also allows you to see if there are repeated incidents in the same space, role or task and what the severity is. This can help you to identify trends, particular hazards or declining safety measures.

Be thorough when documenting each incident. Indicate what happened, who was involved and where it took place. Consider the severity of the incident and note whether it was a near miss, First Aid incident (FAI), Missed Time Incident (MTI), Lost Time Incident (LTI) or Serious Harm incident (which you need to report to WorkSafe).

Use the documented incidents to conduct reviews of your safety protocols and assess whether modifications or additional measures need to be introduced. And don’t forget to communicate this information to the relevant team members for awareness and to enact change where necessary.

3: Staff Involvement

Health and Safety is incredibly valuable for your business, but only if you have good staff involvement. After all, what is the point of having documented safety measures if no one knows what they are and how to follow them? Staff involvement is key!

The very first step comes during the onboarding phase and it involves inducting new team members into your H&S system. But it isn’t just new team members who need this knowledge. Everyone on the team needs to be aware of the wider safety protocols in place and which areas impact their role specifically. They need to understand their obligations and what (if any) documentation they are required to keep.

Regular training and refreshers are essential to ensure everyone remains up to date. It can be helpful to hold a monthly meeting to raise concerns, note incidents and provide a forum for idea sharing and solutions. And it’s important to remember that the feedback you get from those ‘at the coalface’ can give invaluable insight into what’s really happening.

K.I.S.S

Keep It Simple Spiceys!

While vitally important, Health and Safety does not have to be overly complex. If you focus on the three key areas we just listed, you will build yourself a great foundation for a safe workplace.

Keep your team involved in the process with clear communication and be open to the ideas they present. Ensure that you have everything documented in a central place so that everyone knows where to access the relevant information when they need it.

Make sure your management team leads from the front by adopting good safety practices themselves as this will help it to flow down to all levels of the business. Normalise safety so that it just becomes part of what everyone does each day – it shouldn’t be a box to tick or some chore to perform.

The “What If” Test

So, how safety conscious is your workplace currently? One of the best Health & Safety indicators is to perform the “What If” test. It’s super simple to do, you simply ask yourself – what if the worst happens?

What if we had an incident, an accident, or we weren’t properly prepared – where would it leave me, my business, my workers, or my customers?

What if we have a framework already, but aren’t using it effectively, and have no records and documentation to back it up – where would it leave me, my business, my workers, or my customers if a WorkSafe audit or a serious harm incident were to happen?

If the answers to these questions start to scare you, then it’s time to chat to Safety Spice!

Health and Safety doesn’t have to be difficult when you have the right support and guidance. And that is exactly what Safety Spice (and the rest of the Spice Gals) will provide for you.

We understand how important it is to protect the safety and wellbeing of your team so we will help you meet not only your legal obligations, but also to fulfill the genuine care you have for your people. Get in touch with us today and take your first step towards sorting that Health and Safety!

When Automation Meets Human Leadership

It’s no secret that we are living in a world of developing technology.

And one of the biggest advancements in recent times is automation.

Incredibly helpful for streamlining processes and creating capabilities, automation is a useful tool that can aid with HR functions in your business.

However, it is important to remember that ‘Human’ is right there in the name when you are talking HR!

So, let’s explore what happens when Automation meets human leadership and how you can strike the right balance in your workplace.

When Automation Meets Human Leadership

What Is HR Automation?

HR automation refers to the use of technology and software to streamline and automate various Human Resource processes. This can include tasks such as record management, employee onboarding, performance management, payroll, and other administrative tasks.

There are a variety of HR automation tools available, with the most popular being an HR Information System (HRIS). These tools can help businesses save time and reduce errors by automating routine HR tasks, enabling employees to self-serve certain HR functions, and providing managers with better insights into employee performance and engagement.

Some of the benefits of HR automation include improved efficiency, increased accuracy, reduced administrative burdens, and better compliance with employment laws and regulations. Additionally, by automating certain processes, businesses can free up their HR team to focus on more strategic initiatives, such as employee development and engagement.

How To Use HR Automation

HRIS can help enhance engagement and productivity when it comes to the HR functions in your organisation. An HRIS can offer transparency and real-time data to allow for better feedback and reward and recognition.

Here are some of the benefits of using an HRIS in your business:

Easier onboarding

An HRIS can help to streamline your onboarding process as many of the manual tasks (like paperwork, orientation scheduling and sending welcome emails) can be automated. This can save your HR team time and creates an efficient process where nothing is missed. Onboarding progress can also be tracked, ensuring new team members are always fully onboarded and ready to start work.

By having a central platform that employees, managers and new hires can communicate through, it reduces confusion and ensures everyone is on the same page. Generally an HRIS also integrates with your other HR systems, such as payroll and recruitment platforms, so it makes it easy to have your new team member accurately set up in all the necessary systems and onboarded effectively.

Better training experiences

Even though automation is a big part of an HRIS, you are still able to personalise training programmes within the system, allowing managers to create tailored learning plans for individual team members based on their roles, skills and development needs. This is especially helpful as it means each training module is then relevant and useful to the individual employee, creating a more effective learning experience.

Having an HRIS that your team can log into means training material is easily accessible in one location, and everyone’s progress can be monitored.

Performance reviews

The automation capabilities of an HRIS can streamline your performance review process. Automate the tasks of scheduling review meetings, sending reminders to employees and managers, and collecting feedback from the right people to create an efficient, consistent and standardised review process.

Your system can also help you deep dive into performance data to identify high performing employees and areas of improvement. This helps with remuneration and creating plans for additional training and support where needed. Helpfully, this can also integrate with your payroll system too!

Having the review process standardised allows for timely feedback to be provided.

Staff engagement

You can use an HRIS platform for sharing employee appreciation and recognition. You can also track and monitor employee engagement outside formal review times via pulse surveys.

A wealth of data

Over time, an HRIS becomes a repository of HR documentation and employee history. It means you will always be able to lay your hands on specific HR detail when you need it.

It also allows for quick and easy reporting on HR data, creating the opportunity for analysis and prediction of trends that might influence your people strategy.

This data portal is not only of benefit to HR, it also has self-service elements to ensure leave requests and employee information remain up to date.

Keeps people connected

Workplaces have evolved in the last few years. While we used to all sit side by side in the office, things are quite different now. So, your HRIS can be used as an internal communication hub. This provides a seamless connection for all team members, whether they are in the office, working remotely, or a hybrid of the two.

Considering Human Leadership

Technology is clearly a massive part of our daily functions. But, we can’t rely solely on robots yet! There are simply some things that AI and automation systems cannot do. We still require strong human leadership to complement technological advancements.

Employees still want to be able to connect with their leaders on a human level. They don’t want leaders who are emotionally distant. They need connected, empathetic leaders who value investing in relationships with their team members.

Part of that is creating an environment of positive role models. It’s also about creating a great team vibe and leaders who provide personal and timely feedback on employee performance. Finally, today’s team members don’t simply want to work for managers, they want to collaborate on projects together and work for common business goals.

Leaders may need further training in soft skills to facilitate all of this. This will help them to develop trust and share accountability with their team. Remember that “Human Leadership” prioritises employee wellbeing and corporate culture. There is no longer a cookie-cutter approach to managing humans.

Balancing Humans And Automation

Creating the perfect working environment is about balance. You want to incorporate the benefits of automation that an HRIS offers, but ensure that your team is still backed by strong human leadership.

Need some help striking that balance?

Then the Spice Gals are here to help you do it. Have a chat with our team today!

Future Proofing And Upskilling Your Team For The Year Ahead

The new year is always a great opportunity for a new start. 

It is a time when most businesses set goals. But this year, your goal setting might look a little different. 

2022 was a more challenging year than anyone anticipated. We were expecting it to be our return to normalcy and a time to find our feet again. 

Instead, it was something quite different. Many of us reached the end of the year tired and burned out. 2023 looks like it may hold a whole new set of challenges, so let’s explore how you can future proof your business and your team by having a people focused approach for the year ahead. 

Future Proofing And Upskilling Your Team For The Year Ahead 

Set Your Focus 

In previous years, your business goals were probably based on practical elements like growth and revenue targets. While you might still be setting these kinds of goals for 2023, it is also important to think about your key asset – the people element of your business. 

Everyone has experienced a rough couple of years. While Covid restrictions have been lifted, life has not returned to the way it was before. As a result, people are tired and they are looking for more in their lives than simply going to work to earn a living. So, you’ll need to keep this in mind when setting your focus for the year ahead. 

Your workplace should be a destination that people want to come to each day. Consider how you can make it a great, welcoming space and uphold a positive team morale. One way to do that is to build a focus on investing in your internal staff to retain the great talent you have. 

Here are some ways you can do that. 

Invest In Your Team 

If you have amazing people in your team, your 2023 focus should be retaining and developing that talent. Why? Well firstly, you want to keep that great team! 

Obviously, it is far easier to retain the amazing staff you have than it would be to hire new employees. Apart from the monetary cost to your business of advertising, hiring and training new staff, there is also an opportunity cost of losing great people. You may not be able to recruit others of the same caliber or those that work together as well as your current team do. 

Plus, investing in your team is greatly rewarding. Not only do the employees you know, like, and trust gain greater skills and further their professional knowledge, but they also become more productive, loyal and motivated. This can only mean good things for them and for your business. 

So, how do you do it? 

Upskilling For All 

In the last few years, it hasn’t felt as if there’s been much time for progression. The focus has been more about treading water and staying afloat to weather the current storm.  

With many businesses starting to look to the future, what do you want that to look like for your team?”

The answer should be a happy, healthy, empowered team who enjoy their work. Some of that comes down to creating a great team environment to work in. But, another element is the chance for progression. Now, that doesn’t necessarily mean promotions for everyone. Progression of skills and opportunities is also really attractive. 

Types Of Upskilling 

This 2023, factor in how you can upskill your staff. This can include team-wide skills training via workshops, conferences and training days. But, it can also include encouraging your staff to pursue individual interests via short courses and study programmes. These could be both free and paid courses to support the progression and growth of your team. 

A vital area to include in your training programme is financial literacy. While this might not be pertinent to an employee’s professional role, it will certainly help them in a personal capacity.  

Current economic predictions are quite bleak, so helping your team navigate the impending situation is not only responsible, but helpful for maintaining a calm workplace that is free from as much stress as possible. 

Training The Trainers 

Much of the internal training within a company falls to leaders and management. So, don’t forget to factor in training for the trainers!  

Of course, that means the usual forms of professional development that you would usually have in place for your leaders. But, it also means exploring what it means to manage a team in a post-pandemic environment. 

Consider what new ways of working mean for your company. Things like handling hybrid working and leading a remote team might be new for some of your management team. They might have leadership skill gaps that need plugging.  

Implement training and development to address these areas and support them to confidently lead hybrid or remote teams and everything that comes along with working in 2023. 

Ready to tackle 2023 head on? As we mentioned above, this year is likely to be a lot more people-focused than in previous years. You may find you need to revisit your HR policies and procedures. 

If you need help with policies and procedures, upskilling, engagement or any other HR related questions the Spice Gals are here to help you

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.

Is Learning Part of Your Company Culture?

Is Learning Part of Your Company Culture?

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.