Quick reads

Governance Programme Launches To Empower Hr Leaders

A new governance programme is set to launch soon, tailored specifically for executive-level HR leaders.

Scheduled for 5–6 December in Wellington and 27–28 March 2025 in Auckland, the twoday intensive Governance for HR Leaders course will equip 25 participants with essential governance principles crucial for engaging with company directors and reporting workforcerelated issues to the Board.

The programme focuses on the responsibilities of the Board of Directors concerning HR governance, emphasising effective engagement strategies and the establishment of people committees. Participants will benefit from a diverse learning experience that includes expert-led training, case studies, group discussions and interactive workshops.

With modules covering topics like health and safety governance and the creation of a governance action plan, this programme is tailored for executive HR professionals poised to enhance their strategic decision-making capabilities. This initiative marks a significant step toward integrating robust governance frameworks within HR practices, ultimately driving organisational success.

For more information, contact natalie.rooker@hrnz.org.nz.

HRNZ Launches the HRNZ Tech Channel

Many HRNZ members are finding it daunting to start the technology implementation process within their organisations and to select the right technology for their organisation. HRNZ now has the solution.

Following the successful HRNZ Tech Summit earlier this year, HRNZ launched the HRNZ Tech Assist Service. This service has been developed based on HRNZ’s The Path capability framework and helps members assess their current HR technology and processes, guiding them on their journey towards technology transformation.

Alongside discussions with HRNZ members, Jacinta Schultz, HRNZ’s Lead on Transformation Change, has been working with vendors to understand what is on offer for the New Zealand market in the HR space. This has led to the launch of the Tech Channel, where members share knowledge about real-life HR issues, potential technology solutions and insights into the market.

As part of the Tech Channel, Jacinta held the first TechTalks webinar in September. If you wish to hear about future webinars, sign in to your HRNZ profile and select HR Technology and Systems as a Domain of Knowledge. By doing this, you will be included in the Tech Channel mailing list, invited to any upcoming events and sent any relevant materials.

For more information, contact Jacinta.schultz@hrnz.org.nz.

FOUR IN FIVE FEEL BURNT OUT

According to new research by recruiter Robert Half, the overwhelming majority (81 per cent) of New Zealand workers say they feel burnt out at work, but 24 per cent are not upfront with their manager about it.

When asked whether they feel burnt out, defined in the research as a state of emotional, physical and mental exhaustion caused by prolonged or excessive workplace stress, four in five workers (81 per cent) say they feel “a little burnt out” (60 per cent), “very burnt out” (16 per cent) or “completely burnt out” (5 per cent).

“Burnout is reaching alarming levels in the Kiwi workforce,” says Ronil Singh, Director at Robert Half. “Despite New Zealand being known for boasting healthy work–life balance, the past year has seen a surge in stress, exhaustion and disengagement among employees.”

When the 501 full-time office workers were asked about what is contributing the most to their feeling of burnout, workers identified heavy workloads (59 per cent), an insufficient number of staff (31 per cent), the commute to the office (29 per cent), a lack of communication and support from their manager (22 per cent) and a toxic organisational culture (21 per cent) as the reasons.

While almost a quarter (24 per cent) of workers have not made their manager aware of their feelings, 10 per cent of workers say their manager has not taken any steps to address burnout, despite being made aware.

LEADERSHIP CHALLENGES REVEALED IN DIVERSITY SURVEY

Findings from the 2024 New Zealand Workplace Diversity Survey suggest that a significant proportion of leaders in New Zealand organisations are not equipped or being held accountable for driving inclusion in our workplaces.

More than a third of respondents to the survey (37 per cent) are unaware of how senior leaders are supported in learning about diversity, equity and inclusion (DEI). Additionally, 39 per cent of respondents are unsure about the accountability measures for senior leaders’ DEI commitments, highlighting a gap in formal accountability systems that undermines trust and motivation among employees.

“The effectiveness of leaders in advancing the DEI agenda depends on their commitment, combined with the technical expertise and capability required to drive meaningful progress,” says Diversity New Zealand Chief Executive Maretha Smit. “In addition, leadership teams themselves should be diverse and role model inclusive practices, embodying the principles they advocate for.”

This is another area where the survey revealed concerns around leadership. Nearly half of respondents perceive there is a lack of diversity within senior levels of their organisation.

Only 13 per cent of respondents strongly agree that their organisation’s leadership is as diverse as the workforce, while 21 per cent agree, totalling 34 per cent with a positive view.

Conversely, a substantial 36 per cent disagree, and 11 per cent strongly disagree, showing a significant 47 per cent of respondents with negative perceptions.

To change those perceptions, organisations need to ensure they are supporting leaders to drive inclusion mahi, says Maretha. “Leaders who do not understand why DEI is a strategic imperative or how to do this work effectively will fail to develop the next generation of diverse talent we need to ensure the future sustainability of our organisations.”

TAKE A BREAK –READ AND LISTEN

Ready for a mini break from your desk? This book and and podcast provide valuable guidance to help you in your HR role.

Make Work Work For You by Louise Gilbert

In the new book, Make Work Work For You (Grammar Factory $29.95), leadership specialist and author Louise Gilbert outlines 27 essential leadership practices that foster performance, growth and wellbeing for individuals, teams and organisations.

Drawing on over 15 years of change expertise, Gilbert unpacks the three pedals of excellence – performance, growth and wellbeing – and why there doesn’t need to be a trade-off between them.

“When you have two but not the other, there are consequences: unrealised potential, unsustainable ways of working and underdeveloped people,” Louise says. “The secret is to press all three ‘pedals’ and make the right ‘moves’ at the right time to create excellence.”

Accessibly written and filled with actionable tips and tools, Gilbert helps leaders become less smashed, less stressed and able to lead better lives while achieving big business outcomes.

PODCAST: Dig Deeper

Dig Deeper is a new podcast hosted by Digby Scott, leadership coach and author of Change Makers. Digby is on a mission to help people find their authentic way to lead so they can have “more impact, with less drama”. Each conversation discusses the challenges of leadership, changes and life. Digby asks surface-piercing questions to help people, including us, the listener, to see what we couldn’t see before.

Episode 2 features HRNZ’s Board Chair Danni Ermilova Williams talking with Digby about how she embraces disruption, surrenders control and makes change happen. It’s a fascinating listen; there’s a huge depth to the conversation and plenty for us to learn.