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- Audit of HR processes
A full audit and recommendations to increase your business' HR processes and good practice.
- Consultant Session (subscriber)
If you need a little more support, book some time with our consultants. This is perfect for services like: one on one coaching / running disciplinaries / carrying out redundancies / recruitment support / responding to personal grievances.
- Book an Employer Direct Consultant
If you need a little more support, book some time with our consultants. This is perfect for services like: one on one coaching / running disciplinaries / carrying out redundancies / recruitment support / responding to personal grievances. $300+ GST per hour
- Five ways... to empower your team
#5ways Empowering employees is a crucial aspect of building a successful and productive workforce! When employees feel empowered, they are more engaged, motivated, and committed to their work. This, in turn, leads to increased productivity, better customer service, and improved overall performance! 1. Autonomy No one likes being micromanaged, and no employer has time to watch over every step of every process. One of the key ways to empower employees is to give them autonomy and trust. This means allowing them to make decisions and take ownership of their work and in return, you'll probably find that they feel empowered to go above and beyond. 2. Give them the tools they need Another important aspect of empowering employees is providing them with the necessary resources, training, and support to do their job effectively. It can be hard to feel empowered if you don't have what you need to do your best. This includes access to the relevant technology, ongoing professional development, but most importantly the time and staffing levels that allow them to achieve. 3. Communicate with them Communication is also a key element in empowering employees. Regular, open, and honest communication helps to build trust and create a positive work environment that empowers your team. Knowing what your business goals are and how they can contribute can make for an engaged and motivated workforce. 4. Listen to their initiatives They're on the ground day to day, so they know your business in a way that you might not. Employees that know that they will be listened to are more likely to think creatively, come up with new ideas, and take initiative which might mean a better way of doing things, new products or even just less time giving direction. 5. Recognise and reward them Finally, recognizing and rewarding employees for their contributions is an important way to empower them. Acknowledging their hard work, celebrating their achievements, and providing opportunities for growth are all key to an empowered, focused team. Even something as simple as a quick, sincere congratulations could make all the difference
- Employer Guide: What is medical incapacity?
What is it? Medical incapacity is a term used to describe an individual's inability to work due to a medical condition or illness. This might be a permanent condition, or one that they could recover completely from. Either way, an employer may need to consider this if they cannot work around the employee's condition. But it certainly should not be rushed into! What should an employer do before considering medical incapacity? If you are concerned that an employee is not going to be able to return to their role, either for a significant period or indefinitely, before doing anything, an employer should start by considering what their employment agreement says whether the business can operate without them until they can return fully? if they can't, could the role be filled in a casual capacity, by a temp or by another employee for the temporary period that you need the role covered? Note: We don't recommend replacing them permanently while they are still employed, this could be unlawful! The medical incapacity process First and foremost, this is a process! You must consult the employee before making any decisions. The employee needs to know that this could affect their employment as well, so it needs to be a formal and documented process. This process involves knowing what the employee says what their medical experts say if there are alternative hours or roles that they could, and would, do? ... before you make a decision! As with any process, there can be a lot of risk if you get it wrong so we recommend that you seek advice before starting it.
- 5 Ways to... Navigate the Great Resignation
The Great Resignation or The Big Quit is a growing phenomenon which is affecting businesses in USA, Europe and even China. A recent AUT study found that about half as many people are committed to sticking with their job this year compared with 2020 which means that this trend is likely to happen right here in NZ. How can you navigate the great resignation as an employer? 1. Understanding the Cause To solve a problem, first you need to understand it. According to a Harvard Business study, resignation rates are the highest among so called mid-level employees, typically those aged between 30-45. Previously the most common age group was 20-25 year olds. The study states three possible reasons: Mid-career (30-45 year olds) employees are in more demand as companies with remote work policies may not be keen to take on inexperienced new employees without supervision, thus giving them greater leverage in securing new positions They might have resigned earlier but felt things were too uncertain, so the boost we’ve seen over the last several months could be the result of more than a year’s worth of pent-up resignations Many of these workers may have simply reached a breaking point after months and months of high workloads, hiring freezes, and other pressures, causing them to rethink their work and life goals Let's look at some ways to counteract these forces so that you can navigate this complex time... 2. Improve the Remuneration Package While the amount of pay your employee earns is not always the only factor in whether they will continue working for you, it does play a huge role. For instance, if they are not making ends meet because of rising interest rates, cost of living and general inflation, they may start to look elsewhere. Because of the labour shortage we are experiencing in NZ currently, there may be plenty of roles advertised that offer more pay. Solution: Aside from the obvious pay rise, there may be other options which can help your employee to feel valued and able to make ends meet. For instance: If they are trying to get into the housing market, you could discuss making higher contributions to their kiwi-saver so that they could afford a deposit sooner. Another idea is reducing their costs of coming to work. Are they able to permanently do their job remotely only requiring them to come into the office when needed? The cost of public transport or parking in cities can be upward of $200 a month - making this adjustment doesn't cost your business a cent and some studies have shown that employees work more efficiently from home. Top tip: To check if you are competitive with what you are paying your employees - check out https://www.glassdoor.co.nz/Salaries or advertised roles on Seek.co.nz and Trademe. 3. Increase Flexibility Having flexibility in your work is extremely valuable to employee. So while other advertised jobs may pay more than you do, having the flexibility to pick up kids from school, or work from home from time to time to be there when the kids get sick or to do other things, can be huge incentives to remaining with your business. Top tip: if your employee has been under a lot of stress, could you as a gesture of good will give them a paid week off? It may sound crazy, but helping to prevent your staff from burning out may be worth far more than a weeks wages in the long run. 4. Improve Your Environment Obviously if a workplace environment is toxic, an employee will be looking to move on ASAP. They might even take a pay cut to get out of it. Especially if they have been working from, or just staying home over lockdowns, they may notice how much a toxic work environment was impacting them and may want to remove it from their lives. Solution: It's never too late to start improving your work environment. See this article on how to increase team morale. Reasonable employees will see that you are putting in effort to improve things. Better still, if you enlist their help, they will feel part of something greater than themselves and this sense of purpose may motivate them to stay with the team to gain the satisfaction of seeing the results. 5. Build Relationships While the employer-employee relationship can seem one-dimensional, getting to know your employees as real people and fostering healthy working relationships can be invaluable in building loyalty and unity - two powerful traits that will help them to feel an attachment to you and your business. Checking in regularly with your employees to see how they are coping with these changing times, keeping the lines of communication open and commending and expressing your appreciation for them will help your employees to feel valued. In conclusion... There is no silver bullet when it comes to solving this issue. After trying all of these steps, an employee may have simply decided it is time for a change and may still leave. But creating a positive working environment, building relationships with your staff, creating flexibility and offering competitive remuneration packages will all help to make your business a place where people want to be. And don't forget, if people are looking to change jobs, they may be looking at your business as viable option, so having these things in place will increase your chances of attracting new talented people to your team.
- Human Resources & Employment Law | Employer Direct | New Zealand
Employer support: Its what we do We take the headache out of HR, by providing small business owners affordable, easy-to-access resources and expert support to reduce the risk of employment issues, improve productivity and increase profitability. And all this without charging you a fortune! And if you need it, we have expert consultants on hand to ensure the best outcome in any sticky situation. COVID-19 FAQs HIRING FAQs EMPLOYER HELP FAQs EMPLOYER'S RIGHTS FAQs DISCIPLINARIES & DISMISSALS FAQs SUPPORT We can help your business thrive! Free discovery call Find out how we can support your business Book now Wondering how we can support you? In short, we take the hassle out of the HR and employment law so your business can flourish and you can free up your time. You get the space to do the things you love in your business, while we take care of the human resources stuff you don't. Get our free DIY HR Checklist Want to know how your business' human resources processes stack up? Or if there are gaps you need to sort? Don't wait until you're in a sticky situation - our DIY HR checklist is a great way to start... and it's free! Thanks! We'll send you the checklist shortly Name Email Submit DIY Checklist Six very good reasons to team up with us: ON DEMAND SUPPORT TRAINING & GUIDANCE EXPERT CONSULTANTS NO HIDDEN COSTS 50+ DOCUMENTS IN OUR LIBRARY TOOLS TO PREVENT ISSUES We know what we're doing and our clients agree! Honey & Royal Jelly Exporter Auckland, New Zealand "I'm so glad I didn't try handle it myself. You delivered on everything you promised."
- Pricing | Employer Direct | New Zealand
Support Plans PAY AS YOU GO $ 200 200$ Every month No commitment here! For HR support on a more ad hoc basis. Select Unlimited access to the Employer Direct document library Request template creation (3 day turnaround) Access to Employer Direct helpline Email support Employer Direct Academy training modules YEARLY SUPPORT $ 1500 1500$ Every year Save $900+GST on your HR subsciption! Select Unlimited access to the Employer Direct document library Request template creation (3 working day turnaround) Access to the Employer Direct helpline Email support 20% discount on consultancy services Employer Direct Academy training modules 20% discount on our partner's leadership training courses Recommended YEARLY SUPPORT PLUS+ $ 2200 2200$ Every year Save $1400+GST per year on your HR support! Select Personalised HR audit and plan Two complimentary hours of HR support from our consultants Unlimited access to the Employer Direct document library Request template creation (3 working day turnaround) Access to the Employer Direct helpline Email support 20% discount on consultancy services Employer Direct Academy training modules 20% discount on our partner's leadership training courses ALL THE HR YOU NEED! $ 4000 4000$ Every year Everything you need PLUS unlimited consultant hours Select UNLIMITED dedicated HR consultant hours* Personalised HR Audit and plan Unlimited access to the Employer Direct document library Request template creation (3 working day turnaround) Access to the Employer Direct helpline Email support Employer Direct Academy training modules 20% discount on our partner's leadership training courses Details about our Support Plans Download Terms & Conditions that apply to all plans Download Charity or social enterprise? Employer Direct offers a 'koha plan' to selected charities and social enterprises. It provides the same level of support and service as our 'Pay as you go' plan, but at a discounted rate and with a free trial. You're doing important work and we'd love to support you. Contact us here .
- Covid Employer Support | Employer Direct | New Zealand
Covid Lockdown Support Employer Direct wants to make sure that employers get HR and employment law right. We realised that this becomes very difficult during lockdowns due for financial reasons and confusing requirements around paying employees and vaccination mandates. This plan provides the same level of support and service but with the first 7 days free because we recognise that businesses are doing it tough at the moment. Note: that this does not include consultant services. $ 200 200$ Every month Select Unlimited access to the Employer Direct document library Request template creation (3 day turnaround) Access to Employer Direct helpline Email support Employer Direct Academy training modules
A good employment relationship is not simply about ticking boxes. The law recognises the importance of how both parties act in an employment relationship. This module is designed to give you a good grounding in what this looks like including acting in good faith, remaining communicative and what it means to be a reasonable employer in the eyes of the law. After you complete each part of this module, your knowledge will be assessed through a series of questions. At the end of this module you should be able to confidently do these things with assistance from the Employer Direct document library.