22 NZB JUNE 2018
enough performance management training or experience,”
explains Long. “So they hire staff, things get worse, and they
end up with a major problem.
“Often recruitment selection processes are not robust enough
to employ the right people to begin with.”
Long says employers are now focusing more on company
values – for example, honesty and trust. Therefore they prefer
to employ people with similar values. If there’s ever an issue,
they can refer back to those values.
They also appreciate that they must harness employees’
skillsandenergiestobestmovethemontoareasofmore
responsibility and keep satisfaction levels high.
Employersmustbeopentothenewideasofmillennials
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employees becoming increasingly frustrated.
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more ‘buy in’,” explains Long. “They want to know how their roleBYGLENN BAKERKeeping
the keepers
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t’s 2018 and there’s a new mood gathering in the
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and new thinking. Employers are having to look outside
the traditional square to attract and retain the right
employees, and employees have greater expectations
around opportunities and job conditions.
There’s no doubt that there are major issues within
workplaces. Angeline Long, director of Auckland-based HR
Executive Solutions and an expert in disciplinary management
and dispute resolution, points out that employers are
increasingly concerned about staff engagement. They’re having
to deal with non-performance issues, such as people failing
to show up for work, less accountability, younger employees
bringing a different work ethic to the workplace, and a career
path that sees millennials especially changing jobs every couple
of years as they seek that next big opportunity.
“Employers are realising that they don’t [personally] havePEOPLE ARE YOUR MOST IMPORTANT BUSINESS ASSET. SUCCESSFULLY
ENGAGING AND RETAINING THE BEST PEOPLE, AND DRIVING BUSINESS RESULTS,
REQUIRES NEW UNDERSTANDING, NEW PROCESSES, AND NEW TECHNOLOGY.
IT’S TIME TO SET TRADITIONAL THINKING ASIDE AND START AFRESH.