In the immediate years after the 2003 War in Iraq, the coalition fought the same war every six months. The beginning of each new 6-month rotation brought fresh-faced, eager commanders, intent on medals and glory. Despite the ethos of Mission Command, the strategic result was a fixed mindset which lasted years. Until it didn’t. A transition to an Unstoppable mindset released a campaign mentality.

We can learn a lot from the wisdom of our forebears in terms of good conduct. In ‘Utopia’, written in 1516 by Sir Thomas Moore, he says:“You are high in my reverence if you apply your wit and diligence to the profit of the weal public, though it be somewhat to your own pain and hindrance.”

The end of financial year (EOFY) is an important time to be on top of all things payroll, and we know it can be a stressful time for Kiwi business owners. To help you feel confident with the upcoming payroll legislation changes and EOFY requirements, we’ve pulled together everything you need to know into one easy blog. 

The Best Places to Work programme returns to help Kiwi businesses become global leaders in workplace culture.

In a small business, staying productive can mean staying afloat. Read these payroll productivity tips to keep your business moving.

As a business owner, it’s your responsibility to ensure you stay compliant with employment laws and regulations – and keep across any changes that may impact your business.

Payroll is a necessary process in your business. However, it can suck up a lot of time if you are constantly correcting mistakes! We've got you covered with how to avoid these common mistakes.

If you're a business owner, you know your employees are your business's heart and soul. That's why it makes sense to invest in them and look after them as best you can.

Let’s talk about company benefits. In this candidate driven market, it’s so important to showcase all benefits that your company offers before people even apply for the job

It’s no longer enough for organisations to simply offer an EAP (Employment Assistance Programme) and healthcare benefits. While these benefits are important, it could be considered a reactive service rather than a proactive way of operating. Workplace Mental Health and Wellbeing is essential to finding and retaining top talent and is key to a positive employee experience. A workplace with a proactive and supportive Wellbeing Framework encourages employee engagement, drive, creativity, and commitment.

The way candidates discover jobs has evolved rapidly in recent times. Job boards remain an important part of finding a new job when it comes to the active candidate market, but the reality is that the active candidate market has shrunk dramatically as a direct result of an all-time low unemployment rate in 2022.

We have been working with our clients to transform how they attract the talent they need to thrive, taking a refreshed approach to talent attraction. Our intention is to lead the market, and to help our clients shift away from a largely reactive strategies (in other words relying heavily on job boards or transactional media to supply talent) and making the shift to a proactive, creative, and strategic approach.

Understanding payroll can be complicated if you’ve never done it before, from keeping up with employee timesheets to meeting tax obligations. We’ll answer all of this and more in this simple guide.

When people enjoy what they do and love their sense of achievement that comes from making a difference for someone, then work moves from being a chore to one of privilege and delight. When your day is driven by care for those around you and those who you are committed to serve, life becomes fun and each day brings results, confidence and meaning. This is so important for health and sustainability of staff and business and is something that can be achievable for all. The people at the top need to grasp this for it to happen, and if they don’t, perhaps they shouldn’t be at the top.

The world of work is changing at pace – with a rise in digital roles and a fall of manual and procedural jobs. In an economy that desperately and continuously needs more and more new skills refreshed more often, what becomes most important are not the skills themselves, but the enduring human capabilities that underpin the ability to learn, apply and effectively adapt to maximise the capacity businesses need to succeed.

This Men’s Health Week (12 – 18 June), a video featuring nib’s Mental Fitness Champion Jimi Hunt, along with Blues players Kurt Eklund, Marcel Renata and Tom Robinson will be released across nib’s social channels to address the issue of male loneliness and promote team sports as a great way to make meaningful connections.

After two years of lockdowns, border closures, and talent shortages, the construction industry - like many across Aotearoa - was hit. Hard. Faced with no longer having easy access to international talent, increasing domestic competition, and consistent demand, Naylor Love required an all-inclusive recruitment solution that addressed the key areas of their recruitment process. Thankfully, this is something we're very good at!

More parents report facing financial stress with almost half responding in a nib survey that financial uncertainty is their main source of household stress (49%), up from 35% two years ago.

The western world is moving like a slow-motion car crash and we are just starting to see and feel some of the pre-crash damage. We know something is happening, we talk about it but we cannot change one little thing about it.

Private health insurance is known to take care of major medical expenses and help cut down on wait times for treatments and consultations, but with nib’s health select insurance policies*, you could be covered for so much more.

At nib, we believe that employee wellbeing is the key to business success and that’s why we're thrilled to partner with Revolutionaries of Wellbeing. Together, we’re helping more Kiwi businesses create happier and healthier workplaces.

At nib, our purpose is your better health and wellbeing. We exist to help Kiwis and their families to live healthier, happier lives and support a range of events, organisations, initiatives, and health programmes in the community.

That’s the question that’s top of mind for Paul Jarvie, the EMA’s Employment Relations and Safety Manager, and at the forefront of how you keep your employees safe in this new environment of much more flexible working.

At Humankind, we have a deep-rooted belief that focusing on Employee Experience (EX) is good for business. We have seen time and again the impact that deliberately designed EX has on an organisation’s people but recently, we have been exploring the impact EX has on organisational performance and asking ourselves, what is it about EX that is so good for business and just how good is it?

With the increased cost of living and talk of a recession looming, we know some organisations are struggling and may need to make the difficult decision to downsize or change the way they are structured to weather a challenging period.

As part of our series on the case for employee experience, we’re joined by Kalyn Ponti, our Chief Executive Officer to find out more about the relationship between EX and commercial outcomes.

We believe that the future starts now. Our future selves and work environments are the result of what we are doing today. It is therefore necessary to be deliberate about the work we are designing and to understand why it is important. In a way, the future is the past – if we don’t take stock of what has previously gone on and what we’ve learnt from that, what we want to take forward and what we have to leave behind, then we’re missing a trick. The good thing is there are no experts on “the future”. We are continuously experiencing new thinking, new approaches, and the main advice we have is – embrace it! There are multiple contradictions out there and it is up to us as leaders to navigate those contradictions and identify what will have the most positive impact for the future of our people and our work.

Work in 2022 is a complex place! The mental health experiences of your employees are likely to vary and can have a large impact on your organisation. As an employer, it can feel difficult to know how to best support your people with their mental health and wellbeing. One reason for this is because mental health and wellbeing does not fit into neat, separate boxes of ‘work’ and ‘personal’. Employees come to work carrying their full life experiences and this means that knowing how to respond, what support to offer and what action steps to take is not always clear for employers.

In February we were delighted to join Engineering NZ at their annual conference to connect and share our knowledge on what the future of work will look like, and how we can prepare ourselves and our teams for success.