Waikato Business News July/August 2017

More documents

Recommendations

Info

20 WAIKATO BUSINESS NEWS July/August 2017 Don’t expect the unexpected From the moment an employee is hired to do a job, everyone has expectations. An employer will quite rightly expect the employee to do the job they were hired to do. The employee expects to be given a meaningful introduction to the business and their role and be paid fairly in return. If they do better than expected, then they might hope for a promotion or a pay rise in due course. So how many employment relationships are ended because both parties weren’t talking openly about what their expectations were? The answer is we don’t know, although I expect someone at the Ministry of Business Innovation and Employment to keep a count of how many employment disputes may have been resolved earlier before they had irretrievably broken down. Evidence tells us that employment relationships end for a multitude of reasons. But more often than not, many end because the two parties have not been clear in their expectations or one party has such lofty expectations that no demi-god would even be able to fulfil them! Like any relationship, an employment relationship requires honesty, good faith and expressions of hope of a future together. That requires an understanding of what both parties expect from each other. So why is it so tough for employer and employee to talk about their expectations? If they expect something better, then it might sound like we are really avoiding a discussion about what is not working for us. When an employee first starts in their job, the employer will provide a job description or a list of duties which describes what the employee is expected to do on a regular basis. But it doesn’t always tell the employee how they are meant to do it. The Employment Relations Act 2000 talks about “an inherent inequality of power in employment” reflecting the employee’s reliance on the employer making good on their promise to reward the employee for the performance of work. That doesn’t mean the employer shouldn’t talk to the employee about what is expected of them and neither does it prevent the employee asking what they expect from the employer. What does setting expectations involve? At the job interview, it means employers should give a “warts and all” job preview and talk about the challenges that are affecting the business. Similarly employees should be open about matters that might impact on their ability to do the job. For example, if there is a medical condition, make it clear how that medical condition can be managed. If a trial period is involved, then both parties should be talking about what is going well or not and the same should be discussed during performance reviews after the trial period has concluded. It is even more important when both parties are talking about their hopes for the future. MANAGEMENT AND HR > BY BLAIR HINGSTON Human Resource administrator, Everest Group Limited. Everest Group, Creating Exceptional Workplaces, www.everestgroup.co.nz There is nothing wrong with an employee saying: “I am struggling and I need time away from the business.” Or perhaps that they want to take a less substantial role in the business if there was an opportunity to do so. So, come on people, let’s talk! EMBER New Beginnings New owner, new chef — Ember Restaurant and Bar has a new life. Jerk Kid New owner, Mark Davis, has a background in business management and had been looking long and hard for a new challenge. The previous owners David Kerr and Ryan Ladbrook were keen to focus on their burgeoning catering business and are happy to have passed their beloved restaurant into Mark’s hands. Just before the change, chef Niels Naumann was appointed to oversee the kitchen. Niels trained in Auckland having three years at the Viaduct’s popular Soul Bar & Bistro before four-and-a half years at the three upmarket restaurants on Queensland’s Hamilton Island under Michelin Star chef Adam Woodfield. It’s probably due to Adam’s influence that some of the Modern American dishes on the Ember menu now have intriguing Asian touches. (Adam ran the highly successful Thai Betel restaurant in New York.) Niels’ wife Hansa has also joined the team. Hansa trained at Auckland’s award-winning French Café before moving with Niels to Hamilton Island. She is a devoted foodie with a passion for matching the right wine with the right dish. Born in India, Hansa was raised in Cambridge where she attended The Ember team from left: Executive chef Niels Naumann, assistant manager Hansa Malhotra, owner Mark Davis, restaurant/general manager Mark Smithells. St Peter’s School. At the helm is experienced restaurant/general manager, Mark Smithells who brings special expertise and character to Ember. “Whether it’s shared plates such as Prawn Dogs, Mussel Po Boy and Jerk Kid, or something more substantial from our Robata Grill such as Beer Braised Baby Back Ribs,” says owner Mark Davis, “our team is confident there are temptations for everyone on our delicious new menu. We are sure we will make Ember a foodie Mecca.” For more information or interviews please contact Mark Davis on 0276 766 427 HAMILTON'S PREMIER BAR & GRILL Ember, the award winning Restaurant & Bar has a new life.. a dining and social experience like none other.. and its only going to get better!! WATCH THIS SPACE www.ember.net.nz OPEN HOURS MON - FRI 9am - late WEEKENDS 11am - late ADDRESS 60 Church Road Pukete, Hamilton CONTACT 07 850 9339 eat@ember.net.nz P6843W
WAIKATO BUSINESS NEWS July/August 2017 21 New CEO for child advocacy organistation A former lawyer and child abuse detective has been appointed as the new chief executive of child advocacy organisation, Child Matters. Jane Searle was appointed to the role in March after spending two years as general manager of Child Matters. She takes the reins from Anthea Simcock, who established the Hamilton-based organisation in 1994 and helped develop it into the highly-respected child advocacy group it is today. Child Matters is also a world-class provider of training, policy and consulting services, providing quality advice for people working with children. After working as a barrister and solicitor, practising criminal and family law, Mrs Searle joined the New Zealand Police where she worked on the child abuse team as a detective. Mrs Searle also led a fraud detection and investigation specialist team in the United Kingdom. She attributes Mrs Simcock with a tremendous job over the past 20 years, fighting for the rights of vulnerable children in New Zealand. “However, there’s still plenty to be done. New Zealand is moving into a new era, which includes the Ministry for Vulnerable Children - Oranga Tamariki. “It’s important that we all work together and our revitalised focus means that we’ll continue to support the new ministry, as well as form strategic partnerships with other key organisations to be an innovative and effective voice for children within our communities. “As individuals and communities, we all have a critical role in keeping children safe and together we can genuinely make a difference.” Child matters chief executive Jane Searle. New operations manager appointed to Hill Laboratories Hill Laboratories operations manager Jay Wilkinson. Jay Wilkinson is proof that a professional rugby career can set you up with an incredible working career. Jay has just been appointed as the new operations manager for New Zealand's leading analytical testing laboratory, Hill Laboratories. Looking after South Island and Auckland, it’s the first time Hill Laboratories has employed a ‘non-scientist’ in the role, the company instead finding Jay’s strong background in operations and logistics more appealing. “I’m all about achieving time lines. I make things happen and bring an element of speed and efficiency to ensure a quick turnaround. Ensuring operational efficiencies continue to make Hill Laboratories number one is my priority,” he says. From Tarankai, Jay has planning qualifications and became a chef through the army before deciding to make a career as a professional rugby player. Gatwick made me into the operations manager I am today. Now I can bring those skills gained from overseas back to New Zealand. “I spent two years in Sydney playing rugby for Manly. I was also working part-time in logistics while playing rugby, and the company I was working for asked me to fill in for a couple of management roles. That’s really when my management career started,” he explains. Jay had spells in Amsterdam and London playing rugby and also worked in a senior operations role at Gatwick Airport, the busiest single runway airport in the world. “When I came back to New Zealand I was originally employed as a project engineer as part of the Christchurch rebuild, and soon shifted into different management roles within KiwiRail. “Now I’m working for Hill Laboratories, which is really exciting and I’m happy to be working with a company built on family values – that’s what I’m all about,” he says. “Gatwick made me into the operations manager I am today. Now I can bring those skills gained from overseas back to New Zealand,” he adds. Hill Laboratories is a 100 percent privately owned New Zealand analytical testing laboratory and has three major testing areas: agriculture, environmental and food. With its head office in Hamilton, Hill Laboratories currently has five sites in the North Island, and two in the South Island. The company will soon consolidate its four Hamilton sites into one city location: what was formerly a New Zealand Post building on Duke Street in Frankton.
Page 1 and 2: JULY/AUGUST 2017 VOLUME 25: ISSUE 7
Page 3 and 4: WAIKATO BUSINESS NEWS July/August 2
Page 15 and 16: MEMBER WAIKATO BUSINESS NEWS July/A
Page 19: WAIKATO BUSINESS NEWS July/August 2
Page 23 and 24: SELECT HOMES WAIKATO BUSINESS NEWS
Page 25 and 26: SELECT HOMES WAIKATO BUSINESS NEWS
Page 27 and 28: FROM THE GROUND UP WAIKATO BUSINESS
Page 37 and 38: ts g ore VISIT VISIT MEFILE Waikato
Page 39 and 40: RADIUS CARE GLAISDALE WAIKATO BUSIN
Page 41 and 42: RADIUS CARE GLAISDALE 41 From page
Page 45 and 46: CAMPUS CRECHE WAIKATO BUSINESS NEWS
Page 47 and 48: CHILD FOCUS Sunshine Childcare prai
Page 53 and 54: PLATINUM TRANSFERS & TOURS WAIKATO
Page 55 and 56: PLATINUM TRANSFERS & TOURS WAIKATO
Page 57 and 58: What is inbound marketing? MARKETIN
Page 59 and 60: SPA3142 Hamilton Hub Agri Business
Page 61 and 62: BAY NEWS WAIKATO BUSINESS NEWS July
Page 65 and 66: Waikato tipped to cash in on rise i
Page 67: WAIKATO BUSINESS NEWS July/August 2

Waikato Business News July/August 2017

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?