| Seed’s First Birthday - Observations from New Zealand Workplaces | October 14, 2005 |
Each year Seed visits and works with over 350 NZ workplaces, and spends time one on one with thousands of NZ workers and managers.
People are wanting more than isolated band-aids.
It’s a bit like going to your hairdresser or the doctor, once you find someone you trust you go back to them all the time – it removes the hassle and you know what to expect.
People are approaching organisational wellbeing in a similar fashion. Organisations are doing this in two ways:
“Tell us what else can you do,” is a request we’re hearing more and more frequently. It’s more efficient and less hassle for client organisations who want to invest in their staff wellbeing.
We’re responding to this in two immediate ways. We recently launched a schedule of ‘client only’ workshops, with clients registering online. This was a new approach that made immediate expertise accessible to clients – we’ll continue this again this next year.
Additionally, we’ve strengthened our conflict resolution services, one of the key areas we can add value, but also an area of growing awareness for many employers.
Conflict resolution is often seen as a tool for managing smooth separations when employment relationships deteriorate. The down side of this approach is that the workplaces often have to replace talent as it walks out the door.
There’s a real need for conflict services that are targeted much earlier, managing workplace relationships so that people can continue to work together without having to leave. It’s a shift clients are already making; we feel the industry is just beginning to catch up.
You’ll hear more about these and other themes from us shortly.
Workplaces are changing, as they always have, but the basic needs of the people in workplaces remain the same. It’s how we meet those needs that must stay flexible.
As New Zealand’s experts with people at work, we enjoy being part of this process.
“Tell us what else can you do,” is a request we’re hearing more and more frequently. It’s more efficient and less hassle for client organisations who want to invest in their staff wellbeing.We’re responding to this in two immediate ways. We recently launched a schedule of ‘client only’ workshops, with clients registering online. This was a new approach that made immediate expertise accessible to clients – we’ll continue this again this next year.Additionally, we’ve strengthened our conflict resolution services, one of the key areas we can add value, but also an area of growing awareness for many employers.Conflict resolution is often seen as a tool for managing smooth separations when employment relationships deteriorate. The down side of this approach is that the workplaces often have to replace talent as it walks out the door.There’s a real need for conflict services that are targeted much earlier, managing workplace relationships so that people can continue to work together without having to leave. It’s a shift clients are already making; we feel the industry is just beginning to catch up.You’ll hear more about these and other themes from us shortly.Workplaces are changing, as they always have, but the basic needs of the people in workplaces remain the same. It’s how we meet those needs that must stay flexible.As New Zealand’s experts with people at work, we enjoy being part of this process.
“Tell us what else can you do,” is a request we’re hearing more and more frequently. It’s more efficient and less hassle for client organisations who want to invest in their staff wellbeing.We’re responding to this in two immediate ways. We recently launched a schedule of ‘client only’ workshops, with clients registering online. This was a new approach that made immediate expertise accessible to clients – we’ll continue this again this next year.Additionally, we’ve strengthened our conflict resolution services, one of the key areas we can add value, but also an area of growing awareness for many employers.Conflict resolution is often seen as a tool for managing smooth separations when employment relationships deteriorate. The down side of this approach is that the workplaces often have to replace talent as it walks out the door.There’s a real need for conflict services that are targeted much earlier, managing workplace relationships so that people can continue to work together without having to leave. It’s a shift clients are already making; we feel the industry is just beginning to catch up.You’ll hear more about these and other themes from us shortly.Workplaces are changing, as they always have, but the basic needs of the people in workplaces remain the same. It’s how we meet those needs that must stay flexible.As New Zealand’s experts with people at work, we enjoy being part of this process.
“Tell us what else can you do,” is a request we’re hearing more and more frequently. It’s more efficient and less hassle for client organisations who want to invest in their staff wellbeing.We’re responding to this in two immediate ways. We recently launched a schedule of ‘client only’ workshops, with clients registering online. This was a new approach that made immediate expertise accessible to clients – we’ll continue this again this next year.Additionally, we’ve strengthened our conflict resolution services, one of the key areas we can add value, but also an area of growing awareness for many employers.Conflict resolution is often seen as a tool for managing smooth separations when employment relationships deteriorate. The down side of this approach is that the workplaces often have to replace talent as it walks out the door.There’s a real need for conflict services that are targeted much earlier, managing workplace relationships so that people can continue to work together without having to leave. It’s a shift clients are already making; we feel the industry is just beginning to catch up.You’ll hear more about these and other themes from us shortly.Workplaces are changing, as they always have, but the basic needs of the people in workplaces remain the same. It’s how we meet those needs that must stay flexible.As New Zealand’s experts with people at work, we enjoy being part of this process.
“Tell us what else can you do,” is a request we’re hearing more and more frequently. It’s more efficient and less hassle for client organisations who want to invest in their staff wellbeing.We’re responding to this in two immediate ways. We recently launched a schedule of ‘client only’ workshops, with clients registering online. This was a new approach that made immediate expertise accessible to clients – we’ll continue this again this next year.Additionally, we’ve strengthened our conflict resolution services, one of the key areas we can add value, but also an area of growing awareness for many employers.Conflict resolution is often seen as a tool for managing smooth separations when employment relationships deteriorate. The down side of this approach is that the workplaces often have to replace talent as it walks out the door.There’s a real need for conflict services that are targeted much earlier, managing workplace relationships so that people can continue to work together without having to leave. It’s a shift clients are already making; we feel the industry is just beginning to catch up.You’ll hear more about these and other themes from us shortly.Workplaces are changing, as they always have, but the basic needs of the people in workplaces remain the same. It’s how we meet those needs that must stay flexible.As New Zealand’s experts with people at work, we enjoy being part of this process.
“Tell us what else can you do,” is a request we’re hearing more and more frequently. It’s more efficient and less hassle for client organisations who want to invest in their staff wellbeing.We’re responding to this in two immediate ways. We recently launched a schedule of ‘client only’ workshops, with clients registering online. This was a new approach that made immediate expertise accessible to clients – we’ll continue this again this next year.Additionally, we’ve strengthened our conflict resolution services, one of the key areas we can add value, but also an area of growing awareness for many employers.Conflict resolution is often seen as a tool for managing smooth separations when employment relationships deteriorate. The down side of this approach is that the workplaces often have to replace talent as it walks out the door.There’s a real need for conflict services that are targeted much earlier, managing workplace relationships so that people can continue to work together without having to leave. It’s a shift clients are already making; we feel the industry is just beginning to catch up.You’ll hear more about these and other themes from us shortly.Workplaces are changing, as they always have, but the basic needs of the people in workplaces remain the same. It’s how we meet those needs that must stay flexible.As New Zealand’s experts with people at work, we enjoy being part of this process.
