Bay of Plenty Business News September/October 2017

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22 BAY OF PLENTY BUSINESS NEWS September/October 2017 TAURIKO BUSINESS ESTATE INDUSTRIAL BUILDING FOR LEASE 2,000sqm • 8m stud • Sprinklers 18 Whakakake St, Tauriko, just around the corner from Tauriko Crossing. Available mid 2018. Contact Julie Nicholson 021 666 747 P2061Y The attractions of Tauriko include that it is a greenfield site with several phases coming on. P: 027 4261 221 E: rachel@c2design.nz 26 Poturi Street, Tauriko, Tauranga P7244Y From page 20 is still strong demand for the smaller lots.” Small for Tauriko is around 800sqm to 2000 sqm in site area, while a medium lot of around 5000sqm was considered a good size. But Element IMF is currently responding to enquiries from at least three companies seeking one ha (10,000 sqm), and a couple more in the 4-6ha size. “The smaller lot interest tends to be coming from local owner operator businesses, while the larger enquiries are coming from national businesses,” said Donne. Element IMF has an enviable Continues page 24 Electrical Works provides specialist services in automation systems & industrial & commercial electrics. Building for the future for over 50 years. We support the smartest businesses in the Bay & Beyond with: Industrial • Commercial Automation systems • Welder repairs We've recently moved to our new purpose built workshop and office facility in Tauriko Business Estate allowing for an expansion of our welding & generator repair services for our clients. COMMERCIAL & INDUSTRIAL RURAL RESIDENTIAL MANUFACTURING Call us now 0508 298 298 or 07 575 9649 To discuss your electrical needs call us on: 029 293 2945 or drop in and see us at: Electrical Works Ltd Unit 5, 90 Whakakake Street, Tauriko, Tauranga 3171 info@electricalworks.co.nz P3838Y 26 Poturi St, Tauriko Tauranga 3110 info@letts.co.nz www.letts.co.nz
TAURIKO BUSINESS ESTATE BAY OF PLENTY BUSINESS NEWS September/October 2017 23 Achieving peak performance? Tips and tricks to get your team there Parties to an employment relationship, that is employers and employees (and unions, where they’re involved!), have a duty of good faith towards each other. Section 4(1A)(b) of the Employment Relations Authority requires employers and employees “to be active and constructive in establishing and maintaining a productive employment relationship in which the parties are, among other things, responsive and communicative”. On top of this, recruitment is a time consuming and costly process for many employers, particularly in the BOP’s tight labour market, so it makes practical sense once you get your new recruit on board, to set them up for success. Achieving peak performance begins at the time the position is created. Scoping and developing the role, and even more importantly, defining the duties to be carried out by the role and what you want it to deliver, is the first step in what will hopefully be a successful path to high performing employees. Being clear about performance expectations is key. Setting expectations through appropriate key performance indicators that are SMART - specific, measurable, attainable, realistic and timely - creates the foundation for achievement. Those expectations must then of course be communicated to the employee, and performance regularly reviewed against them, both informally in ongoing communication between manager and worker, and formally through a performance review framework. Reviews create a two-way opportunity for feedback, enabling both employer and employee to identify strengths and weaknesses, in the person’s performance, the design of the role and the broader organisational structure. Often performance issues come up where there is a lack of clarity in expectations, or where appropriate training and support has not been provided. ing your good faith duties, and are able to steer clear of having to use a formal performance management process. However, where performance concerns are ongoing, or for whatever reason haven’t been resolved by informal measures, there are a number of legal considerations for commencing a performance management process. In short, this means following a fair process, and having a good reason to take any action in relation to poor performance, and specifically, a requirement to: • Identify and address problems • Raise specific issues formally in writing for response • Then set clear direction as to improvement expected • Provide training/support to improve • Review after reasonable timeframe • Generally, only if improvement is not forthcoming after this review timeframe can an employer consider disciplinary action such as a warning • Further review, and further disciplinary action to dismissal (on notice) if no improvement and “remedial options” (including training, counselling and redeployment to another role) have been considered and exhausted Performance management processes by their nature are time consuming for the manager, and often stressful for the employee, who is under pressure to improve or face losing their job. They also often create disturbance in the team the employee works within. Because of this, taking advice on a practical and strategic They also allow any issues to be identified and addressed early, which is an important practical risk management tool. Often performance issues come up where there is a lack of clarity in expectations, or where appropriate training and support has not been provided. Setting the ground work for good performance, identifying issues early and working together to improve these will generally ensure you’re meetapproach to the concerns is recommended, as the best way to ensure the outcome that you achieve reflects value for the investment of your resources. Need more information? Our Tauranga based team are always happy to discuss any employment or health and safety issues you’re facing. The Copeland Ashcroft Law team will be delivering free seminars in Tauranga and nationwide on “Achieving Peak Performance” in October and November 2017. See www.copelandashcroft.co.nz/ training-events for details and to sign up. P9220Y
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Bay of Plenty Business News September/October 2017

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