Waikato Business News October/November 2022

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30 WAIKATO BUSINESS NEWS, OCTOBER/NOVEMBER 2022 2023 we’re coming for you! At this time of the year, many clients start to ask questions like – what’s coming up in 2023? Do you see the market changing next year? Will we see more candidates seeking new roles? Well, I do wish I had a crystal ball as it would make our lives easier, wouldn’t it? 2022 has been tough for many businesses and the historic amount of disruption over the last few years has left us feeling a bit shell shocked. Recently Gartner (gartner.com) surveyed over 800 HR leaders across 60 countries and all major industries to identify their priorities and challenges for 2023. Data is better than a crystal ball! First up 60% of respondents put “leader and manager effectiveness” on their list, followed closely by organisational design and change management (53%), employee experience (47%), recruiting (46%) and the future of work (42%). So, what’s driving these priorities? Globally organisation’s face uncertain and confusing times – rising inflation, scarce and expensive talent, and global supply constraints. • Employee expectations have changed considerably – more want flexible work policies and when not available, lack of flexibility affects their decision to stay with their employer. • Employees want to feel like they have a shared purpose with their employer – they want to feel connected to a business that takes actions on issues they care about. • Not surprisingly well-being is topping the list for employees and the Gartner report tells us that 70% of companies surveyed have introduced new well-being benefits or increased the amount of existing well-being benefits. • Lastly, 82% of employees surveyed said it’s important for their employer to see them as a person, and not just an employee. 2023 and how to tackle it…. • Work on how to become a humancentric leader – be authentic, act with purpose, be empathetic – show genuine care and concern for employee wellbeing, be adaptive – enable flexibility and support the unique needs of team members. • Involve your employees in change decisions – engage your workforce as active participants in making and shaping change. Consider shifting the ownership of change planning to your employees. Start early conversations about change! • Develop your leadership skills in a volatile labour market – consider building your sourcing capability to find accessible, not just available talent. Identify alternate skills and experiences that can fill your vacancies, target potentially internally first, incentivise mobility and focus on building your onboarding and induction practices. Many employees leave in the first three months because reality versus what they were sold is drastically different! • Refresh your thinking about matching your business planning to today’s reality. If the last three years PEOPLE AND CULTURE BY SENGA ALLEN Managing Director, Everest – All about people tm www.everestpeople.co.nz has taught us anything is that we need to be more agile, flexible, and responsive to what’s happening right now and how we can keep ahead of the trends. For me I think 2023 is going to be a bumpy ride with global headwinds at our door. We can’t keep doing the same thing year after year and expect different results. Spend time now planning for 2023 and how you’ll adjust your sails. Handling Staff Departures with Care As the end of the year approaches, it’s the time of year when people start assessing their current job situation and you’ll start to see a few leave in anticipation of starting a new position to kick off 2023. Staffing changes happen all the time, but when it’s an integral member of the team who is in a leadership position then you need to handle the departure announcement carefully to mitigate potential risks. As we all know, really important staff members’ exits have the potential to create team unrest, customer unrest and can even lead to negative rumours in the industry if handled poorly. Because of these potential risks, it’s worth pausing and putting your PR hat on. How are you going to communicate this announcement internally, to staff, and externally, to clients, stakeholders, the industry and wider public? What risks are there – will staff feel concerned about the future of the company or their jobs? Will clients wonder if their projects or contracts are at risk? Is there a perception that the leader takes a lot of company IP and reputation with them, and how do you manage that? A well-planned communications strategy can ease a key staff transition and mitigate risks to the company’s reputation or projects. Here are seven things to think about when communicating about leadership transition at a company or organisation: GATHER YOUR INNER TEAM You’ll want to get key members of your team together immediately to start planning next steps. Keep things confidential and limited to just those who need to know. MAKE A PLAN Alongside your HR and recruitment plans, develop a communications strategy. This is your road map for communicating about the leadership change. You need to decide what to say and how to say it, and to whom, and in what priority order. This is a detailed planning process, and generally includes gathering information, considering audiences, setting strategic communication objectives, crafting key messages, looking at communication risks and mitigation, and planning a timeline for all communications. DOT THE I’S AND CROSS THE T’S It’s important to be thorough and consider every possible scenario with your communications execution and delivery to do it well. PREPARE THE COMMUNICATIONS Once you have your road map written, and signed off on by leadership team, it’s time to ‘do the doing.’ This may involve crafting bullet points for the staff announcement, with all the key messages you want to convey. This is typically followed up by an email letter that goes out to all staff, confirming the contents of a face-toface staff meeting. Another letter should then be sent to PR AND COMMUNICATIONS BY HEATHER CLAYCOMB Managing Director, Everest – All about people www.everestpeople.co.nz other audiences, including clients and stakeholders. As part of this preparation, it’s worth spending time brainstorming questions you may get asked so you are not caught out. In any situation where there is change, it can be upsetting, and it’s best to be prepared and have responses in place to assure staff and clients if needed. Get your email databases ready in advance, so everything is drafted, approved and you are ready to press send on the day of the announcement. STAFF COME FIRST In any announcement of this kind, talk to staff first before clients and other stakeholders, and do it in person where you can. If necessary, if you need to make the announcement across multiple office locations, consider getting staff in a Zoom call, and ensure the senior leaders at those locations have been briefed prior so they can answer follow-up questions. MEDIA/PRESS RELEASE When a key leader moves on to another role or even retires, it can be a great chance to celebrate their achievements and contribution to the industry, region or community. Write a media release for an industry publication, business paper or local media outlet. There is often a good story to tell, especially if it’s a long-serving team member. A media story can also help with recruiting a new person into the role. SOCIAL MEDIA Don’t forget about sharing the news on your social media channels as a last step. A post on your business’s LinkedIn page may be appropriate.
Fieldays is entering its 54th year as the Southern Hemisphere’s largest agricultural event and it’s expected to be a terrific summer event. Like many other organisations, Fieldays was massively affected by COVID, leading to a change from its original date in June to a sunnier date at the end of November. Because of this, visitors will have the added benefits of longer daylight hours, warmer days and organisers will enjoy an increased interest from international visitors from the Northern Hemisphere. Although the date of the event has changed, the classic Fieldays atmosphere hasn’t so visitors can be excited for tan lines and good times this November. Resting on its 3 pillars of education, innovation, and globalisation, Fieldays will be packed with many things to see and do. This year, the event is celebrating forestry with the opening of a brand-new Fieldays Forestry Hub. A collaboration between Fieldays and an advisory group comprising of Te Uru Rākau – New Zealand Forest Service, Forest Growers Levy Trust, Scion, NZ Forest Owners Association, Red Stag, NZ Farm Forestry Association and Future Foresters, this will be a large-scale exhibit of the entire Forestry industry, including science, careers, and the value of wood. This hub will give visitors the chance to explore the many facets of the forestry and wood processing sector and how the sector has a vital role in mitigating climate change. Fieldays will also have their Fieldays Innovation Hub and accompanying Innovation Awards. Designed to help innovators in their journey to accelerate the growth of their products, the Innovation Awards give keen innovators the opportunity to show off their innovations in the hopes of winning their chosen category. The Fieldays Opportunity Grows Here Careers Hub has been developed further to be aimed specifically at people of any age who are keen to have a career in the Primary sector. Sponsored by the Ministry of Primary Industries, visitors will be able to talk to people working in primary industries such as farming, apiculture and aquaculture and get further information from experts. The Hauora Taiwhenua Health & Wellbeing Hub is set to be three times bigger than previous years, and visitors and exhibitors will have the opportunity to get health advice, check-ups and connect with health support groups, all under one roof. The goal of this hub was to reach people that usually wouldn’t receive regular check-ups or health care. ‘We believe that the most important asset on your farm is you’ NZ National Fieldays Society Chief Executive Peter Nation says. ‘We know that workers in the primary industries aren’t great at looking after themselves – both physically and mentally. What we’re doing here is making healthcare accessible and easy because everything you need is under one roof. We’ve helped many people over the years through this hub and I’m looking forward to seeing what’s going on this year.’ Fieldays will be running Fieldays TV again this year in tandem with their physical event. Fieldays TV proved to be such a success that organisers felt it needed to be reinstated to stay connected with people that couldn’t physically attend the event. The online digital content continues the conversations happening at the physical event, celebrating NZ food, education in the kitchen and topics that are on the minds of those in the primary sector. Chief Executive Peter Nation says ‘Unfortunately, some exhibitors won’t be in attendance due to ongoing issues from supply chain and resourcing.’ ‘But rest assured if you’re planning on attending Fieldays this year, it will still be the place to meet your friends and bag a good bargain. We’ll have the same event with the same atmosphere at the same venue but this time it’ll be at a different time of the year. Fieldays in summer – same, same but different!’ Fieldays allows people to come together to connect and learn and organisers are preparing for a huge turnout. This year will be unique as it will be a one-off opportunity to see what a summer event will be like and Fieldays looks forward to welcoming visitors through the gates of Mystery Creek on the 30th November. SAME SAME BUT DIFFERENT BUY TICKETS fieldays.co.nz 30 NOV-3DEC
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Waikato Business News October/November 2022

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