FYI September 2021

He Tāngata, He Tāngata, He Tāngata It’s time to prioritise workplace culture

BUSINESS SUCCESS

MEMBERS SURVEY

COMMUNITY

Blender Design: culture + innovation = amazing results pg 17

Your priorities set BNH’s agenda pg 20

MATES in Construction’s work recognised by World Health Organization pg 27

SEPTEMBER 2021 — MEMBER NEWS AND INFORMATION

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F RO M T H E G M

Welcome from the GM Unfortunately, our extended period without lockdowns or a rise in Covid Alert Levels came to an abrupt end in mid-August. The extent of the latest lockdown remains unknown as I write this article; I sincerely hope that it is short-lived.

Since June’s FYI, there has been a mix of positive news and new challenges for members as New Zealand continues to navigate its way through the effects of the pandemic. On the one hand, the low levels of unemployment and an increase in business and consumer confidence recently reported are both positive indicators. On the other hand, for many, this is outweighed by ongoing issues surrounding skills shortages and the supply chain, a steep rise in inflation, and the likely rises in interest rates which now seem inevitable. Additionally, the interruption to the travel bubble with Australia has resulted in some Kiwis having significant difficulties returning home from what were supposed to be short trips. Whilst we can consider ourselves to be very lucky when it

In this issue 4 6 8 9

comes to infection rates compared to the rest of the world, many members are still having great difficulty developing and adapting to their new normal. It’s not plain sailing.

These examples indicate just how unpredictable life has become, which is proving to be a major issue for some businesses and individuals alike. The longer we remain in low Alert Levels, hopefully, the better it will be for our members. But for many, having multiple factors beyond their control that can adversely affect their business means remaining outside their comfort zone for some time to come.

In this issue of FYI, we look at the importance of creating a positive culture and working environment, where staff feel valued, safe to express their views, and where their mental and physical wellbeing are supported. We provide excellent examples from organisations who walk the talk in this area, giving them “preferred employer” status in the marketplace. There’s also a summary of our members survey and

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Advocacy | BNH News BNH Sponsors 2021/22 Transport Cover story Business Success: Blender Design 18 Members Survey 2021

In Brief Events round-up Diary Dates Asian Business News

an introduction to our sponsors for the current financial year.

Our Community page profiles MATES In Construction. Suicide remains a serious problem in New Zealand, but many of us simply don’t understand what we can do to help until it’s too late. September 10th is Suicide Prevention Day and the charity says that “the gold standard in psychological safety is to be a MATES Accredited site”.

I sincerely hope that your future remains positive despite the ongoing challenges, as together, we look to contribute to a thriving local economy.

Kia kaha

Kevin O’Leary General Manager, Business North Harbour

22 Professional Development: Spark Business Hub Auckland North 24 Professional Development: Monsellier Law Employment 27 Community: MATES in Construction

28 Sustainability 30 Professional Development: Waste Management 33 Property Matters 35 BNH News: Inorganics and Food Waste Collections

Our 2021/2022 Gold Sponsors

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Silver Sponsors

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Events Sponsor Women in Business Event Series Sponsor

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Contact FYI Magazine Business North Harbour General Manager Kevin O’Leary kevin@businessnh.org.nz

Advertising Peter Green comms@businessnh.org.nz

Editor Lizzie Brandon lizzie@writesphere.co.nz Design Lewis Hurst lewis@hurstmedia.nz

Printer PrintLounge printlounge.co.nz The opinions expressed in this publication are not necessarily the views of the publishers. The publishers do not endorse any person, company or organisation that advertises in this publication.

Business North Harbour, Unit 2, Level 1, 322 Rosedale Road, Rosedale, 0632.

PO Box 303 126, North Harbour 0751 09 968 2222 businessnh.org.nz

office web

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IN BRIEF

Mental Health Foundation of New Zealand’s ‘Open Minds’ e-learning Open Minds e-learning has been designed for people managers who want to support employees experiencing mental distress or illness at work. As part of an organisation’s broader inclusivity programme, this free online course covers three essential modules: • Building trust and engagement • Problem solving together • Building mentally healthy workplaces

It shouldn’t take longer than one hour to complete each module, as they are designed to be user-friendly and can be done from a mobile phone. Progress is saved as you go, so you don’t need to finish a module in one sitting. To complement the modules, there are supplementary videos and downloadable resources – looking at such topics as how to start a conversation, how stress can play out in the workplace, how to tackle workplace bullying and culture change.

Find out more at mentalhealth.org.nz/ openminds

Changes to consumer credit laws To help reduce problem debt and the resulting consumer harm, from 1 October 2021, directors and senior managers of companies that provide consumer credit must be certified as “fit and proper” to provide this service. This means they’re deemed financially sound, honest, reputable, reliable, and competent to do the job. There are also new due diligence requirements for directors and senior managers to take reasonable steps to ensure that, if a business is providing consumer credit, there are procedures in place to make sure its obligations under the law are being met.

In addition, there are new requirements around: • What needs to be disclosed and when, in relation to consumer credit contracts • How a lender must assess suitability and affordability when a borrower is entering into a loan, and • What information lenders must include in their advertising

These changes were originally due to commence on 1 April, but were delayed due to Covid-19.

To read about the changes in full, visit mbie.govt.nz/business-and-employment/ consumer-protection/review-of-consumer-credit-law/ changes-to-consumer-credit-law-2020

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Taking a cha-chachance with PolyEmp Beulah Grace Dance & Sportswear in Apollo Drive is the latest BNH member to partner with PolyEmp and employ a young person with a learning disability.

Shop owner Emma Manu says that having Marian as part of the team has been “great!”

“She’s very efficient, and we’ve benefited from her attention to detail.” Moreover, Emma was prompted to reassess the existing induction and training processes for new employees. “We’ve simplified our systems to make it much easier for new people to come in and attend to the tasks involved in running our accounts department. The flow-on from this improved structure is that our other employees can do their jobs more efficiently.”

To help Marian flourish, and being mindful of equity as part of the company culture, Emma offers flexible working hours and divides large assignments into

smaller tasks. “We work together on her specific goals,” Emma explains. “We want to help Marian bring forward her best self by maximising joy and connection, and minimising any intimidation a new role can present.”

To investigate the opportunities of a partnership with PolyEmp, go to poly-emp.org.nz

IN BRIEF

Spring into wellness As we transition seasons, FYI asked wellness advocate Laurinda Howarth for tips about making the most of the longer days and taking care of our physical and mental health.

Eat the rainbow Eat a rainbow of vegetables and fruit every day – as many colours as you can! Each brings different nutrients to support all our health. Try adding these into workplace morning teas. You can still have the saussie rolls; just pop some carrots, celery, capsicum and hummus in there too.

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SEP 2021

Move Get out from behind your desk and take a walk around the block. Have a walking meeting before you begin your actual meeting. It’s a great way to get the chit-chat done and the blood pumping. Even if you think you don’t have time to move, do it anyway. You will be a lot more productive when you return to your desk.

Try something different New experiences allow us to shift and grow our mindset and comfort zone. Get comfortable with being uncomfortable, and watch how quickly your positivity and energy starts to lift.

Celebrate It’s too easy to fixate on the one or two things we didn’t get done or that went wrong during the day. But, before you head home, take a moment to reflect on what went well and look at all the things you did achieve. Then, reward yourself with a trip to the gym, your favourite smoothie, or an end-of-the-week drink with your colleagues.

Gratitude When we’re in a state of gratitude, we can’t feel a negative emotion.

Practising gratitude in the morning or evening allows more of the good stuff into our day. Start with three things. If you struggle at first to find something that you are grateful for, keep trying. This is a learned behaviour. Once the flood gates open, you won’t be able to stop yourself!

BNH Local Heroes

Sandra Craze Our regular “thank you” to the people in our BID who do good every day, quietly and without attention. This time we’d like to acknowledge the kindness and generosity of BNH’s membership ambassador Sandra Craze.

Sarah de Zwart says, “Sandra goes over and beyond and helps out many people in little ways.

“She’s always house-sitting (looking after 100-year-old relatives or people’s dogs) to help out, which means uplifting her son to help.

“If a charity asks for help she always puts her hand up to assist.

If a friend is hosting a special occasion she always offers to cater without expecting anything in return.

“For ONE DAY SALE last year, Sandra assisted a business who said they didn’t have staff for the day. She was their sole staff.

When she ran out of stock, she drove to the business out of hours then personally dropped off the product to the customer. Similarly, at Showcase North Harbour, she again was the representative for Canteen and sold all their stock of bandanas!

“If she hears that someone needs something, she connects them with someone who can supply it. For example, a colleague’s son was moving into his first flat and needed furniture, so she connected him with a friend who was offloading furniture.”

Tell us about the good sorts in North Harbour who deserve a shout-out. Nominate your Local Hero by e-mail to comms@businessnh.org.nz

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E V E N TS RO U N D - U P

Past Events From the Bays to the Beehive, with Erica Stanford MP 16 June Women in Business, sponsored by Eclipse Recruitment Erica Stanford urged her audience to get involved with politics. “We are 100 per cent driven by what we hear.” Petitions do make a difference – so, sign them! If there’s an issue you feel strongly about, e-mail your local MP or the minister with the appropriate portfolio.

And, be assured that, even though “you don’t see the collegial stuff”, elected representatives are working together daily for the betterment of New Zealand.

Thanks to our event sponsor:

Business After 5 17 June Hosted by BNZ Partners North Shore, 55 Corinthian Drive BNZ Partners North Shore’s impressive premises at 55 Corinthian Drive is the newest of BNZ’s 33 partner centres around New Zealand and covers the area from the Auckland Harbour Bridge to Warkworth. BNZ customers and BNH members are welcome to make use of its space and technology.

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Scale your business faster, more profitably, and with less drama 1 July Business Capability Workshop. Rob Morris, certified ‘Scaling Up’ coach and director of RGM Consulting Having worked with both large corporates and small to medium-sized businesses, Rob recognises that it can be hard to adapt, solve and navigate the path to scaling up, especially avoiding the “valleys of death”. It can feel like trying to drink from a fire hydrant!

E V E N TS RO U N D - U P

Government Budget update, ‘Digital Boost’, and Transport 27 July Business Capability Workshop Vanushi Walters, MP for Upper Harbour.

Dr Deborah Russell, MP for New Lynn, and Parliamentary Under-Secretary to the Minister of Revenue.

Shanan Halbert, MP for Northcote.

Evelyn Seewald, The Mind Lab | Digital Boost This was the first government update for BNH members. To help keep businesses better informed of support schemes, legislation, etc., it is intended that there will be regular six-monthly updates, either face-to-face, digitally, in print, or possibly a combination.

Diversity, Equity & Inclusion (DE&I) 5 August Business Capability Workshop.

Samantha Patel CPsychol “How do we make sure we’re giving everyone a ‘proper’ fair go?” When striving for DE&I in our businesses, we have to start as we mean to go on. It’s not enough to simply have a “cultural advisor” on a recruitment panel. What is the intent of having them there, and what are we hoping to achieve? If we’re not careful, it’s just a tick box exercise and, as Sam puts it: “You hit the target but miss the point.”

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D I A RY DAT E S Please note: BNH's in-person events are subject to Covid Alert Levels; dates may change. The inorganic collection operates at Alert Level 3 (and below) and in accordance with appropriate health and safety protocols.

Diary Dates September

October

November

23 Business Lunch Series: Beatrice Faumuinā - Supporting the health & wellbeing of local communities

20 Business Capability Workshop: Customer Service Excellence - What is your anchor?

3 North Harbour Commercial Property Group - Facing New Zealand’s economic facts with Tony Alexander, and where to in 2022?

Time: 12.00 pm-2.00 pm Venue: BNZ North Shore Partners Centre, 55 Corinthian Drive, Albany

Beatrice Faumuinā ONZM OLY is one of New Zealand’s most successful athletes and a former World Champion and Commonwealth Games gold medallist in the women’s discus.

As a champion athlete and a proven leader, Beatrice has worked extensively in all our country’s diverse communities. She is passionate about giving back and supporting the growth and prosperity of business leaders and owners.

Since retiring from athletics, Beatrice has grasped every opportunity she has been offered, including being the New Zealand Trade Commissioner in New York and a director of Sport New Zealand. Beatrice will share how she has successfully transitioned into a business career and how her sporting background and skillset prepared her for this.

Sponsored by:

23-24 Office Inorganic Collection

Venue: Across the North Harbour Business Improvement District The twice-yearly BNH office inorganic collection is the perfect opportunity to clear out your old office furniture, e-waste and other items cluttering up valuable workspace. Pick-ups are made from your business and will be organised with you directly once you have registered for a collection.

29 Business After Five: Mixing Business & Sport Time: 5.00 pm-7.00 pm Venue: National Harbour Centre, 159 Bush Road, Rosedale

Does your business want to expand its reach, awareness, and profile within local sporting communities? We invite local businesses and sporting bodies from the wider North Harbour district to attend our second Mixing Business & Sport After Five event. Jointly organised by Business North Harbour and Harbour Sport, we plan to bring together around 30 local and regional sporting bodies with business owners and managers from across our district. Our aim is to help forge meaningful connections for mutual benefit and new business opportunities.

Sponsored by:

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For more information and to register for any of these events, please go to businessnh.org.nz/whats-on/

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Time: 8.00 am-10.00 am Venue: Business North Harbour, 322 Rosedale Road, Rosedale

This interactive workshop will help you identify the retail customer service aspects that are holding you back and ultimately help improve your business. Lack of organisation? Lack of skill? Attitude? Lack of initiative? Or; Awesome attitude? Focused? Solid foundations? You will learn important tips to engage your workforce in lifting the customer perception of your business along with how you can introduce this to your staff.

21 Business North Harbour Annual General Meeting Time: 4.00 pm-6.00 pm Venue: Business North Harbour, 322 Rosedale Road, Rosedale

All interested parties are warmly invited to attend the AGM. However, in accordance with Business North Harbour’s constitution, only full members have voting rights. Financial statements and the annual report will be posted online three weeks prior, and hard copies will be available for all attendees on the day.

29 First on the Scene First Aid Workshop with St John Time: 1.00 pm-3.00 pm Venue: Business North Harbour, 322 Rosedale Road, Rosedale

A customer or staff member needs urgent medical assistance. You are the first and possibly only person there to respond. You’ve rung 111, and the St John Ambulance is on its way. What you do in the next few minutes before it arrives could save that person’s life.

Attendees will be shown how to deal with the five most common situations they are likely to encounter in their workplace environment, including a cardiac arrest, a falling injury, or a person cut and badly bleeding.

Time: 5.00 pm-7.00 pm Venue: North Shore Golf Club, 51 Appleby Road, Albany

The past year has seen some significant growth within the New Zealand economy, with numerous sectors experiencing unprecedented growth. Tony will provide members with the latest economic facts and insights, along with his expert views about what to expect in 2022 around the housing market, inflation, interest rates, equity markets, and the economy in general, as New Zealand continues to navigate its way through the Covid pandemic fallout.

Sponsored by:

17 Women in Business: New Zealand’s Media Superstar, Hilary Barry Time: 10.00 am-12.00 pm Venue: North Shore Golf Club, 51 Appleby Road, Albany

Hilary Barry has worked extensively in radio and television and is one of today’s most recognisable and popular faces on New Zealand television. Hilary is a multi-awardwinning newsreader and presenter, and an accomplished public speaker with a particular passion and focus on issues that affect women. Hilary is a proud North Shore local, and is both funny and personable with the ability to share stories and learnings from her own career to which her audience is sure to relate.

Sponsored by:

NOVEMBER 20 ONE DAY SALE

Time: 9.00 am-4.00 pm (Individual retailers’ hours may vary) Venue: Across the North Harbour Business Improvement District Black Friday is yesterday’s news! ONE DAY SALE is the most exciting shopping day of the year in our area. It’s open to all Business North Harbour members (and is especially suited to retailers, wholesalers and distributors) who wish to: • Get great pre-Christmas exposure • Maximise pre-Christmas sales • Move excess stock or end-of-line products • Attract new customers This extremely popular and eagerly anticipated event consistently attracts thousands of shoppers to the North Harbour business district. It’s the perfect way to help consumers think, support and shop local. So, don’t miss out on being part of our biggest ONE DAY SALE ever!

AS I A N B U S I N E SS N E WS

North Harbour Asian Business Group and BNZ Connect networking event 11 August | BNZ North Shore Partners Centre, 55 Corinthian Drive

Meet Ben Yang, BNH’s new membership ambassador

BNH’s ambassadors are vital members of the team, and we’re delighted to introduce you to Yanan (Ben) Yang.

Ben, and his co-worker Sandra Craze, spend most of their time out and about in our district, meeting with you – our members – ensuring you’re making the most of the opportunities and services that BNH provides.

Having studied at Massey University business school, Ben worked in hospitality for several years and recently as the marketing co-ordinator for Takapuna Beach Business Association. He says he enjoys meeting local business owners to better understand their operations, products, and services. “As a Chinese migrant to New Zealand, I have a good understanding of both cultures. I’m keen to be a bridge and help build more and stronger connections between Business North Harbour’s Chinese community and other local businesses.”

When he’s not busy pounding the region’s pavements, Ben likes playing Minecraft. “It involves a lot of creativity, and it’s our family game on a Saturday night!”

BNH大使是商会团队里 的重要角色，我们荣幸 地向您介绍新成员Ben Yang杨亚楠。

Ben和Sandra Craze, 大部分的时间都会在 商会服务区域内面对面的与我们的会员交 流- 以确保他们可以最大限度地了解和使 用BNH商会的服务。

Ben毕业于梅西大学商学院，有多年的服 务业工作经验，在此之前服务于Takapuna 海滩商业协会。

Ben非常喜欢与当地企业沟通交流以便更好 的了解他们的运营，产品和服务。 “作为新西 兰的中国移民，我对两个国家的文化都很了 解。我愿意成为沟通的桥梁，促进Business North Harbour区域内的华人社区同其他社 区建立更广范更深入的商业合作。 ” 当结束了一周的繁忙的工作之后，Ben也喜 欢玩一会儿“我的世界” “它富于创造力， . 也 是我家周六晚上的家庭小游戏！ ” S E P T E M B E R 2021 F Y I B U S I N E SS N H .O R G . N Z

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A DV O CACY

Collaborating to give you a stronger voice I mentioned in June’s FYI that there is no set programme for our formal advocacy – we simply have to be prepared to act when any such opportunity is made available.

This means that this process is somewhat unpredictable, depending upon the timing of consultations and the subject matter.

Since that magazine was published, BNH has submitted on Hīkina te Kohupara – Kia mauri ora ai te iwi Transport Emissions: Pathways to Net Zero by 2050, the Water Supply and Wastewater Network Bylaw 2015 and the Public Events, Trading and Filming Bylaw 2022. Following our written submission earlier in the year, we were also invited to attend a government committee hearing to further advocate on the proposal to introduce congestion charging in Auckland.

We have made progress with our informal advocacy to Upper Harbour Local Board (UHLB), Auckland Unlimited and Auckland Emergency Management, with whom we will collaborate to provide workshops, initiatives and resources to support business capability as part of a local economic development plan.

To further support our local economy, BNH has continued to deliver the message of buying local across all our communications platforms, as we look towards the continued regeneration of a thriving local economy.

Also in an informal advocacy setting, BNH has brought to the attention of local MPs and government ministers, the difficulties some members are facing due to a shortage of skilled labour and the ongoing supply chain issues. These are vital topics that we will continue to pursue on behalf of our members.

A submission earlier in the year that I previously brought to your attention was a proposed plan change at 473 Albany Highway, where the

473 Albany Highway

...we will collaborate to provide workshops, initiatives and resources to support business capability developer originally had a much smaller plan but is now looking to build around 1,800 homes on land previously owned by Massey University. BNH, UHLB and many other submitters have objected to the plan change for a myriad

Congratulations Romane!

After Covid-caused delays, BNH’s digital marketing co-ordinator Romane Duvivier was finally able to enjoy the graduation ceremony for her master of management (major in human resources management) at Massey University.

“A significant part of my master’s degree was dedicated to the study of human relations within and outside organisations and how better understanding human behaviours and ways of thinking could lead to improved professional relationships and management,” she says.

“Combined with what I currently do at Business North Harbour, this degree provided me with tools to better understand other businesses’ needs and wants depending on internal and external factors such as budget constraints or the country’s economic climate.

“For our BID members, this means better-tailored services and digital communications.”

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of reasons, and this has resulted in a hearing being scheduled for 1-3 November.

The Shore Unity project has been re-named Activate North as this better reflects the desire to act and ensure a collaborative approach to the development of the wider North Shore. There is a significant amount of work going on in readiness to launch what we all hope will be an advocacy group that can influence change with local and central government, resulting in positive growth and development decisions, and the necessary actions being implemented to deliver on those decisions.

Kevin O’Leary, GM

S P O N SO R S 2021/2022

Meet this year’s leading lights

Now in its 14th year, Business North Harbour’s sponsorship programme is an opportunity for local companies to step into the spotlight. Choosing to become a Gold, Silver, or Event Category sponsor can take an organisation’s commitment to connect, communicate and collaborate with their business neighbours to the next level. BNH also gratefully acknowledges sponsors’ support, which enables us to attract inspiring speakers and run high quality events.

GOLD SPONSORS 5TH YEAR

1ST YEAR A stunning 27-hole course, spanning nearly 180 acres of parkland Superb facilities for corporate events and private functions northshoregolfclub.co.nz

Building positive relationships leads to profitable results For over a century, Dale Carnegie has been improving individual and business performance around the world. dalecarnegie.co.nz

Consistently ranked in the top 10 Wyndham properties in the Southeast Asia and Pacific Region, based on customer feedback ramadaalbany.co.nz

The first choice for employers seeking advice or HR assistance Guided by core values of integrity, excellence, teamwork, and professional ethics monsellierlaw.com

4TH YEAR

3RD YEAR Offering New Zealanders a smarter, customised approach to vehicle investigation, sourcing, leasing, and finance driveline.co.nz

Technology experts providing business owners with solutions that enable their organisations to be secure, resilient, and productive spark.co.nz/business/contactus/businesshubs/aucklandnorth.html

Commercial property equity investment opportunities Keeping the principles of truth, justice, and balance at the forefront of all interactions maat.co.nz

A leading resource recovery, recycling, and waste management provider Tailored services to meet a wide range of waste requirements, including hazardous waste and educational services wastemanagement.co.nz

2ND YEAR A diverse business covering advertising, design, web development, printing, publishing, display, exhibition, and signage benefitz.co.nz Forward-focused accounting and an advisory experience like no other “The best advice comes from more than just the numbers” pathfindersolutions.co.nz

SILVER SPONSORS 2ND YEAR A specialist property law firm committed to exceptional levels of advice and support Timely, pragmatic advice to help you achieve your objective kclegal.co.nz An outsourced contact centre with a lot of experience and even more heart.

Available 24 hours a day, seven days a week phoneplus.co.nz

EVENT CATEGORY SPONSOR Women in Business 5TH YEAR Specialising in the recruitment of business operations and administration, sales and marketing, human resources, and accounting and finance roles to senior management level eclipserecruitment.co.nz

1ST YEAR Crafted legal advice tailored for every client through a seamless process of collaboration and guidance Expertise: trusts, business, property, employment davenportslaw.co.nz S E P T E M B E R 2021 F Y I B U S I N E SS N H .O R G . N Z

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T RA N S P O RT

The Congestion Question Business North Harbour’s request for feedback on the issue of congestion charging produced its largest response, with more than 425 surveys returned. Subsequently, BNH has now formally presented our submission both verbally and written.

We all recognise that Auckland’s congestion across the network has worsened over the past few years. An average weekday motorway trip now takes almost 10 per cent more time than it did four years ago, and motorists need to allow an additional 40 to 55 per cent longer for their trips to arrive on time. The proportion of car travel in severe congestion is projected to increase by around 30 per cent in the morning and afternoon peak, and 50 per cent in the interpeak. All of this negatively impacts the region’s productivity and liveability.

The Auckland Transport Alignment Project (ATAP) has set out a 30-year vision for Auckland’s transport system, which comprises three

Phase 1 -2025 Phase 2 - 2028 Phase 3 -Post 2028

Indicative phases of an Auckland congestion pricing scheme

40-49% of speed limit 30-39% of speed limit Less than 30% of speed limit

The growth of severe congestion in the morning peak: 2016 compared to 2046

2016

2046

integrated elements: targeting investment to the most significant challenges, making better use out of the existing network, and focusing more on managing travel demand – and proposes congestion charging as part of this. This method has been used elsewhere in the world to ease congestion by charging road users at different times and/or locations to encourage some to change the time, route, or way they travel.

If the plan is fully implemented and combined with improvements to public transport, officials think this could see congestion reduce by around 8 to12 per cent. This is comparable to the level of congestion experienced during school holidays.

The scheme is expected to cost $185 million to implement and have an annual

operating cost of $84 million. This is offset by the revenue generated, which could be around $200 million annually.

Feedback was that, generally, individuals opposed the proposal. Whereas organisations were in favour, however then asked for exemptions.

While acknowledging the increasing problem of congestion, BNH supports and encourages North Harbour business owners and employees who choose to live, work, and recreate locally, and is concerned that charging on main arterial routes will unfairly penalise those who do so.

If you don’t already receive BNH’s fortnightly e-newsletter, please contact admin@businessnh.org.nz to stay up-to-date with the latest developments.

Regional Land Transport Plan 2021-2031 During a public consultation period, BNH was one of more than 5,800 Aucklanders, businesses, and organisations to make a submission on the draft RLTP. In summary, BNH submitted that it:

• Agreed that Auckland’s rapid growth has created significant transport challenges and supports a focus on public and active (walking and cycling) transport to free up road capacity • Supports a regional fuel tax as an interim measure only, since it is placing further financial stress on business and yet is being underspent • Sees road corridor improvements together with enhancing network capacity as a priority for making better use of the existing network and decreasing travel times for freight and businessrelated transport • Wanted the expansion of the Albany park and ride car park to be prioritised, since both it and Constellation are at capacity by 7.00 am during the week • Was concerned about the negative impact of congestion charging on those who live and work locally (as detailed above) 12

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In its response, AT took a most positive stance that a slim majority (53 per cent) of submitters agreed it had “correctly identified the biggest transport challenges facing Auckland”.

“After considering all of the feedback”, the AT board approved the RLTP. Some changes were made as a direct result of comments received during the public consultation and to reflect the Minister of Transport’s NZUP (New Zealand Upgrade Programme) announcement on 4 June 2021.

AT acknowledges that “a lot more needs to be done to tackle Auckland’s transport challenges”, and it encourages “central government to introduce policy changes that will further improve the safety of our roads, reduce congestion and tackle climate change”.

Yo u c a n r e a d o r d o w n l o a d t h e c o m p l e t e R LT P h e r e : businessnh.org.nz/wp-content/uploads/2021/07/RLTP-consultationfeedback-summary.pdf AT states that the RLTP is due for review within the next three years.

To read BNH’s submissions on The Congestion Question and the RLTP, go to businessnh.org.nz/formal-submissions

T RA N S P O RT

Removal of high voltage transmission line gets underway Transpower NZ Ltd, the owner and operator of the national grid, has confirmed it is removing a high voltage transmission line from Albany to Henderson with works to commence in September.

As part of Transpower’s long-term Auckland strategy, the 17 kilometres of overhead line, from Albany Substation to Henderson Substation (ALB-HEN-A line), is the first “cab off the ranks” in a suite of projects underway to support the city’s growth and electricity future.

Transpower’s general manager grid delivery, Mark Ryall, says the line operates in parallel with a larger 220kV system and, with some “tweaking” to other parts of the network, the older 110kV line can be removed without affecting supply.

“As the city grows, we are seeing more and more land being developed in and around our transmission lines.

This line has been in service since the mid-1950s, and the North Auckland landscape has changed significantly over the years,” he explains. “It’s not

often that we are able to remove transmission lines, so we are very pleased being able to deliver this great news for the community.”

In total, 53 towers will be removed, including on Kristin School, North Shore Golf Club, densely urban areas, and lifestyle blocks heading towards Paremoremo. The work will be done in stages, with first the wire being removed, and then the towers being dismantled. The project is expected to be completed in 2022.

Transpower says it will be working hard to keep the community safe and minimise disruptions, especially impacts on traffic, while this work is completed.

“This is quite a challenging project for us as we work over houses and roads. We are very aware of not wanting to hold people up or impact on their day-to-day routines,” says Mark Ryall.

Transpower also confirms there will be no disruption to power during this work.

ALBANY

ALBANY SUBSTATION

Riverhead

Paremoremo 18

Greenhithe

Whenuapai Hobsonville

West Harbour Westgate 16

Albany to Henderson A Line (ALB-HEN-A line) Towers to be removed

MASSEY

HENDERSON SUBSTATION

Other transmission lines

Does your business require Job Cost specific accounting, ERP business software?

Implemented by experts with over 30 years’ experience in dealing with Job Cost?

Then look no further.

www.primacc.co.nz phone: 021 753 222

email: peter@primacc.co.nz www.primacc.co.nz

S E P T E M B E R 2021 F Y I B U S I N E SS N H .O R G . N Z

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CO V E R STO RY

Why it’s time for every business to prioritise workplace culture “Culture eats strategy for breakfast.”

This quote, widely attributed to renowned management consultant Peter Drucker, isn’t supposed to negate the importance of having a business plan.

After all, if we’re to make any kind of meaningful progress, basic common sense tells us that we need to know where we’re headed and why we’re headed there. Rather, it’s highlighting that, no matter how effective a business strategy, ultimately, it will be undermined if the people executing it aren’t able to work to their full potential. Every member of a team needs to feel engaged, valued, included, and be

He Tāngata, He Tāngata, He Tāngata – the most important part of our workplace is the people.

When people are thriving, they are more engaged and more productive.

The concept of psychological safety – feeling safe to take risks and share ideas and opinions without fear of recrimination or humiliation – as part of workplace culture has been around for years but has undoubtedly become more prominent over the last 18 months. Gaynor gently cautions employers to be mindful of being swept up on this wave. She advises that, before leaping into action, albeit with the best intentions, it’s important to have “evidencebased health and wellbeing strategies with substance, so that they are helpful and do not harm”.

This is a challenge because there’s no one-size-fits-all. Today’s diverse workforce all have different needs, wants, talents, and 14

S E P T E M B E R 2 021 F Y I B U S I N E SS N H .O R G . N Z

appropriately supported in a psychologically safe workplace.

Gaynor Parkin of Umbrella Wellbeing is a clinical psychologist who appears regularly on TV and in other media, offering advice and perspective on workplace health and wellbeing. She is also a business owner navigating these unprecedented times.

Gaynor spoke to FYI about how employers can support a culture of psychological safety and the potential benefits to both the business and individuals.

REVIEW

Improvements Stuck Points Data Pulse

#ACTION

Link to data and values

STRATEGY & PLAN

Team by team vs Organisation wide

PURPOSE

Wellbeing strategies that work

KNOW

GET DATA CREDIT: UMBRELLA WELLBEING

CO V E R STO RY

Psychological safety as part of workplace culture Identifying organisational culture factors could be the starting point for an employee survey.

Research by Gallup in 2017 found that when organisations prioritise psychological safety, employees are more engaged in their work leading to a 12 per cent increase in productivity.

DO I...

Contributing Factors

Feel supported by my manager?

Have people I feel connected to at work?

Have enough resources to do my job the best I can?

Have people I can go to for help?

Receive clear messages about when I’m expected to be working and when I’m “switched off”?

Does my organisation support work-life balance?

strengths. The first thing is to recognise that.

“Get to know your people, so you can understand who they really are and what they need from you and the organisation to enable them to thrive and do their best work.”

Gaynor calls this “scaffolding” – an employee’s support structure comprising resources, systems, processes, and objectives.

Where to begin?

Transparency, including open and honest communication, should be an essential element of any business’ culture, so start with a conversation; just be aware that human perception is not always the best judge of how someone is doing. Unconscious bias could mean that signs of distress are missed, or, if they don’t feel safe, people may mask their concerns or indicators of ineffective performance.

As psychologists, Gaynor and her team advocate for gathering data from multiple sources. One-to-ones, group meetings, e-mails, anonymous surveys – this kind of variety will provide a more accurate picture.

Once the information is collated, bring the team together to discuss it and see how these

Sense of belonging Transparency Enjoyment Trust Flexibility Feeling valued Purpose Interest Learning Respect Care Permission to fail Validation values and beliefs contribute to the business’ overarching strategy. This is a continuous process of actions and review.

“True psychological safety is about the process rather than the end goal. Recognise that this is a work in progress. Trying out new ideas could result in a few temporary bumps in the road, so be prepared to react and adapt.”

Nor should business owners and senior managers exclude themselves from the process.

“Culture won’t work if you only say it. You need to model it, to walk the talk. This has to be a lived experience. If you’re asking your people to be open and honest, it’s OK for you, their employer, to be a bit vulnerable.” This means

“True psychological safety is about the process rather than the end goal.

Recognise that this is a work in progress.”

Try to ensure that every team member can play to their strengths and therefore engaged in activities that they find energising. “With ‘job crafting’ – matching skills to activities – the risk of employees feeling depleted and exhausted is reduced and the chances of them ‘acing it’ are increased!”

Benefits PSYCHOLOGICAL SAFETY

Engagement Accountability Productivity Confidence Creativity Loyalty Brand reputation

being upfront if you don’t have all the answers or if you’ve made a mistake. “Your team needs to know that you’ve got their back, that it’s safe to ask for help, and safe to experiment.”

When a business supports flexible working, managers should practise this too. “If you’re leaving work early to watch your daughter’s netball game, be loud and honest about this!”

Gaynor suggests including work-life balance and boundaries as part of team members’ KPIs. For example: “I will learn how to say no to things.” “I will eat lunch away from my desk.”

“I will turn off my phone from 5.00 pm until 8.00 am.”

This last statement raises an important point. “Traditionally, there’s significant focus on an individual to exercise more, get a good night’s sleep, eat healthily. But research tells us that the ability to do any of this self-care relies somewhat on someone’s understanding of when they’re working and when they’re not.

“You might encourage your team to go for a walk towards the end of the day, but do you make it clear that they can leave their phones behind? What are the expectations when they leave work? Do they need to check their phones throughout the evening? Or are they ‘switched off’ until the next working day?”

Clarity of boundaries is empowering and reduces anxiety.

Employees’ collective responsibility is integral to a business’ culture too. “Try to look out for one another and check in with your co-workers. Support each other’s healthy habits. Why not say, “I’m going for a walk.

How about we go together?”

Creating an outstanding culture doesn’t need to carry a huge financial cost; the major investments will be time and energy. Not only is supporting a psychologically safe workplace the right thing, morally and ethically, it also makes good economic sense. It’s generally accepted that the ROI for workplace health and wellbeing is, on average, $3 for reactive support and $5 for proactive support.1 Furthermore, in today’s tight labour market, staff retention and loyalty could be invaluable.

1 DELOITTE (2020) | MENTAL HEALTH AND EMPLOYERS: REFRESHING THE CASE FOR INVESTMENT

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CO V E R STO RY

How a great workplace contributes to being a trusted brand The New Zealand Automobile Association has been “guiding life’s journeys” for over 115 years and recently reached the milestone of more than 1.8 million members. It is arguably one of the most trusted brands in the country.

AA talent and culture development manager Aman Dhaliwal says the organisation’s reputation and pride its staff take in serving AA members comes from within. “Having a team of people who support one another and live our brand values makes it a great place to work. It’s also another reason why many of our staff have such long tenure – some of our people have celebrated 20, 30 and even 40-year work anniversaries.”

In 2020, the AA’s people experience team won excellence in the 2020 Employer of Choice category at the HRD NZ Awards, silver for Most Valuable HR Team, and bronze for Employer Covid-19 Response for Asia-Pacific at the 2020 Stevie Awards. It was also a finalist for HR Innovation at the 2021 HRNZ awards.

“A continuous focus for us is investing and developing a sustainable employee culture. A key component of this is the development of a vibrant working environment where everyone feels welcome, where differences are valued, encouraged and supported.

“For example, we recently held ‘Office Olympics’ in our contact centres which was a fun and collaborative competition. Team spirit and camaraderie were high, with everyone getting involved in decorating pods, competing in events and celebrating winners.”

Aman says quarterly pulse checks have proven valuable to measure employee engagement and satisfaction. “It’s important to gauge we have a work environment that aligns with our employee value proposition.

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We want to ensure our people are coming to work in an environment where they feel supported and valued…We often get results of 80 per cent or higher for employee pride, and this reflects outwards towards our members and brand strength.”

In terms of locations and job functions, the AA has a very diverse workforce. There are

“...a vibrant working environment...where differences are valued, encouraged and supported.”

14 different businesses with people based in offices, call centres, auto centres, and at the roadside across New Zealand. “New technology has been supportive, opening more communication channels and providing a strong internal presence through Navigator, our AA intranet. This keeps all staff engaged and informed on what’s going on across the AA. But, we are always striving for further cross-functionality and collaboration,” Aman explains.

In this working environment, employees feel safe and empowered to suggest new strategies and services – some of which can be real winners! For example, the collaboration between the AA with the SPCA to rescue trapped pets in cars was introduced by AA Roadservice officer and former volunteer firefighter Brett “Skeeta” Swanson (pictured left). He had delivered a training programme at the SPCA, sharing tips and tricks on unlocking a vehicle’s door. He suggested the AA and SPCA work together to rescue trapped pets, so now the SPCA can call upon the AA if they require assistance getting a trapped companion animal out of a vehicle. This service is not limited to AA members, nor will a caller be charged if they need emergency assistance in these situations. The AA immediately prioritises any calls involving children or pets locked inside a vehicle.

As for many Kiwi businesses, Covid-19 has been the most overwhelming challenge for the AA in recent times. General manager club developments Dougal Swift says, “It was encouraging to see, despite the tough economic climate and uncertain times brought about by the pandemic, our membership retention has held up well, and a lot of that has been due to our people and the pride they take in helping members.”

B U S I N E SS S U CC E SS : B L E N D E R D E S I G N

Amazing things happen when culture blends with innovation Sealegs E4: Best Design Gold Winner 2020 in concept category

Huski Wine Cooler: NZ Best Design Silver Winner 2019 and Australia Good Design Award Winner 2019

“We live and breathe innovation for our clients every day.”

The Blender team at the Westpac Business Awards 2020.

If you visit Blender’s Airborne Road HQ, you’ll notice the company culture immediately.

Not just from the team’s warm welcome, but also because the business’ core values are proudly and vividly on display, as a mural over the main stairwell.

For 15 years, Blender has been partnering with “business and product owners on awesome journeys” to help them design and develop new products that deliver positive impact and successful commercial outcomes. Co-founders Ollie McDermott and Ben Thomsen studied industrial design together at Massey University Albany.

The business has been based in North Harbour from day one, with culture always being a cornerstone. In fact, the company name is an expression of this. “We’re all about the right blend of ingredients. We recognise that each of us brings our own experiences, strengths and talents, which, when partnered with great clients, are a recipe for success,” says Ollie.

For Blender, culture is not static; it evolves as the business and its people evolve.

“Culture is people! That means it should come from the team, not be imposed upon them.” Regularly, and always when new staff come on board, the team collectively discusses the business’ values, working to define, understand and live by them.

Blender harnesses the benefits of some “big company” tactics. Twice-yearly staff engagement and skills development surveys capture vital data and ensure that everyone has a voice. The team has also enhanced the usual SMART goal-setting method into

For Blender, culture is not static; it evolves as the business and its people evolve.

“Culture is people! That means it should come from the team, not be imposed upon them.” its own 90-day framework to convert plans into tangible results. Everyone has input – ensuring greater cohesion, productivity and accountability – and is encouraged to speak up. “From research, we came to believe that purely top-down strategies produced an unresponsive and disenfranchised culture.

Whereas purely bottom-up strategies seemed to be reactive and ineffective. So, we use a blend of both, which works well for us.”

At the end of every 90-day cycle, the team reviews the overall plan and resets for the next phase. The finer details are always evolving and discussed every week. “We especially want to know if someone is feeling out of their depth or needs extra support. At that point, the workload can be apportioned appropriately.”

Over the years, Blender has won numerous design awards, and in 2020, was a finalist in the Westpac Business Awards Excellence in Innovation category. There’s an acknowledgement of the role of culture here too.

“Innovation at Blender is multi-faceted. It’s in several parts of our process that work in tandem to deliver outstanding results

for clients.” Maximising and sustaining this process innovation for further growth means combining systems with culture. In other words, to foster a culture of systematic innovation requires every team member – regardless of job title – to feel engaged and valued. Part of this is to acknowledge that staff have a life outside of work and be flexible around this. Open communication and respect are crucial too.

Nor is culture confined to the internal team; it’s also a significant element of Blender’s client qualification process. “It wouldn’t be an enjoyable or productive partnership for anyone if the wrong personalities were involved. It’s really important that our values are well aligned,” Ollie explains. Blender’s clients include some exciting, well-known Kiwi businesses, such as Huski® and Fastmount, and fellow BNH members Sealegs International and Teknique. “We work with some incredible people. We love solving their technical challenges and helping them to grow their business. Their success is our success. Turns out, amazing things can be achieved when experts collaborate!”

S E P T E M B E R 2021 F Y I B U S I N E SS N H .O R G . N Z

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M E M B E R S S U RV E Y

BNH Members Survey Every year, BNH asks members to help provide a snapshot of the North Harbour BID (business improvement district).

Sharing your business priorities, concerns, and requirements in our annual members survey helps BNH to ensure that networking events, training workshops, guest speakers, crime prevention initiatives, and other support services focus on the areas of most significant interest.

If you weren’t able to participate in the formal survey, we warmly invite you to contact the BNH team at any time. We would especially welcome feedback from property owners because, as in previous years, their voice remains under-represented.

This year’s survey ran from Friday 14 May to Friday 28 May and was promoted via BNH’s e-newsletters, website, and social media throughout a two-week period.

7.4%

Owner occupier

Respondents per category

4.5% Property owner

23.9%

64.2%

Employees

Business owner / CEO/ Management

Key: Owner Occupier Business Owner, CEO, Senior Management Employee

No. of employees 1

Property Owner

6%

Covid-19

35%

2 to 5

Has your business turnover changed as a result of the COVID-19 situation?

21%

6 to 10

18

Has the number of employees at your business changed as a result of the COVID-19 situation?

11 to 20

13%

21-50

14%

51-100

5%

100+

6%

S E P T E M B E R 2 021 F Y I B U S I N E SS N H .O R G . N Z

YES, REDUCED

NO, STAYED THE SAME

YES, INCREASED

YES, REDUCED

NO, STAYED THE SAME

YES, INCREASED

M E M B E R S S U RV E Y

Of the services we offer our members, which do you currently take advantage of?

Overall, respondents mostly take advantage of events and workshops, networking opportunities, and member communications opportunities.

NETWORKING

EVENTS & WORKSHOPS

MEMBER COMMUNICATIONS

I plan to step up my engagement with BNH over time.

I didn’t realise you offer all these services. This year I plan to be more proactive and look into BNH further.

Didn’t realise you had a security programme.

TRANSPORT & TRAFFIC CONGESTION

FOOD WASTE & OFFICE INORGANIC COLLECTIONS

Key:

PERSONAL, PROPERTY & CAR SECURITY

Owner Occupier Business Owner, CEO, Senior Management Employee Property Owner

BUSINESS DIRECTORY

NONE OF THE ABOVE

How would you like to keep in touch with BNH?

FYI MAGAZINE

As per last year’s results, data shows that on average, most respondents would like to keep in touch with BNH via: • • • •

E-newsletter FYI magazine Website Social media channels

Overall, respondents seem happy with BNH communications’ frequency, with some saying they would like to receive more, and one who wishes to receive less.

The vast majority of respondents also requested to receive FYI magazine online, with some still favouring the paper version.

Finally, half of respondents have met with a representative of BNH in the past.

Overall, the information provided to them was relevant.

ENEWSLETTER

SOCIAL MEDIA Key: Owner Occupier

WEBSITE

Business Owner, CEO, Senior Management Employee Property Owner

OTHER S E P T E M B E R 2021 F Y I B U S I N E SS N H .O R G . N Z

19

M E M B E R S S U RV E Y

How important are the following to you and your business?

RATING  0 = Not important at all 5 + Very Important 0 1 2

4

5

HEALTH, WELLBEING & SAFETY

Looking at the average rating for business development matters, it is very clear that health, wellbeing & safety still is the most important issue for the North Harbour community.

CRIME PREVENTION

Last year’s top four matters were: 1. Health, wellbeing and safety 2. Sustainability 3. Digital/social media 4. Sales & marketing.

SALES & MARKETING

This year: 1. Health, wellbeing and safety 2. Crime prevention 3. Sustainability 4. Customer services

3

SUSTAINABILITY

DIGITAL/SOCIAL MEDIA CUSTOMER SERVICES IT NETWORKING ACCOUNTING & FINANCIAL MANAGEMENT LEGAL/COMPLIANCE EMPLOYEE ENGAGEMENT PEOPLE MANAGEMENT ECONOMY/ECONOMIC

Key: Owner Occupier Business Owner, CEO, Senior Management Employee Property Owner

STRATEGIC & SHORTTERM BUSINESS GOALS PROPERTY INVESTMENT

How did we do overall?

5

RATING  1 = Poor 5 = Excellent

4

3

2

1

0

BNH SERVICES 20

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BNH COMMUNICATIONS

BNH EVENTS

BNH PROGRAMMES

G O L D S P O N SO R S

Invest in your team, and everyone benefits!

Ramada Albany’s “culture of kindness” is well-known. (If you need a quick reminder, take a peek at page 27 of FYI June 2021.)

And now, the world-class hotel is going even further to support its employees. “As part of a nationwide initiative, we’re rolling out free Typsy training to all our staff,” explains general manager Jacqui Cheal.

Typsy specialises in online hospitality courses – covering everything from compliance to culinary – and offers industry-endorsed certificates that are recognised in more than 100 countries. Jacqui continues, “I’m really excited to be facilitating this programme!

I think it shows how much our teams are valued, and in competitive, challenging times, I hope our commitment will help to secure and retain staff – which, in turn, is great for our guests too.”

“Jacqui is the glue in our team! She puts her staff first, helps us identify our strengths, and enables us to perform at our best.”

‘Consistently high quality levels of facilities and service’ Ramada Albany has been awarded Qualmark 4-stars and achieved a Silver Sustainable Tourism Business Award.

In the words of Qualmark’s website, this means that guests can expect: “…a sophisticated tourism business that consistently exceeds visitor expectations. Proactive leadership and management ensure that a culture of high performance is evident throughout the entire business. The business will have a real focus on continuously improving their economic, social and environmental performance to ensure the tourism product they

deliver is a genuine, constantly improving sustainable experience.”

To find out more about Ramada Albany’s award-winning facilities, including the meeting room with its state-of-the-art videoconferencing, contact Jacqui Cheal (09) 974 4568 | manager@ramadaalbany.co.nz ramadaalbany.co.nz

Driveline’s SmartFleet: taking care of you, your team, and your business Covid-19 has brought to the fore initiatives and opportunities to rationalise business processes and look for ways to simply do things better.

Vehicle maintenance and management is often relegated to a “will review when I get a chance“ -type operating expense, and mostly gets forgotten about.

Clients continue to run everything to do with their company vehicles on simple old spreadsheets, potentially missing out on a wealth of information which is available when some critical analysis is undertaken from well-managed data.

It is also quite rare to have a client fully recognise the fact that a company supplied car is as much a workspace as an office or workshop and has similar obligations under H&S legislation.

So, do you know how much your vehicles are costing to run on a cents/ km basis?

Do you have automated reminders sent to drivers when a WOF or RUCs are due?

Do you hand on heart recognise a company vehicle as a workplace, and do you carry out regular inspections on those vehicles to satisfy current H&S expectations?

Do you have any exception reporting presented monthly on fuel usage?

If a driver lost their licence over the weekend and failed to inform you, how useful would a nice e-mail from us be first-thing Monday morning?

If the answer is no to most of these then an integrated, straightforward fleet management programme that runs and reports on vehicle maintenance and expenses but also manages all day-to-day administrative functions is something you should be looking at!

Driveline’s SmartFleet cloud-based vehicle management solves all these challenges in an easy-to-use cloud and phone app, which is easily managed.

Ph: 0800 275 374 facebook Drivelinefleet driveline.co.nz S E P T E M B E R 2021 F Y I B U S I N E SS N H .O R G . N Z

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P RO F E SS I O N A L D E V E LO PM E N T : S PA R K B U S I N E SS H U B

Your business could be targeted.

Are you prepared for the worst?

Cyber-security one of several priorities for Kiwi businesses right now, not least because the potential financial and reputational impact of a cyber-security incident on an organisation can be devastating.

As companies adopt new digital technologies, their risk of being targeted in cyber-attacks grows. The increased network complexity resulting from digital innovation often creates new network gaps for cyber-adversaries to exploit. If left unchecked, these risks can undermine organisational objectives – which is why businesses must have effective cyber-security protocols and systems in place.

Prevention is better than cure These simple steps can help protect you and your business: • Be aware of phishing campaigns.

• Regularly install updates on software and devices.

• Implement two-factor authentication.

• Back up your business and customer data.

• Talk to your IT team or service provider about setting up activity logs (to record when actions are taken on your website and systems and by whom).

• Have an incident response plan.

“I’ve been targeted.

What do I do?”

• Get your network offline immediately.

The faster you do this, the more you can contain the spread of the malicious software.

In 2020

7,809

Incidents were reported to CERT NZ, a 65% increase on 2019. Individuals, small businesses, and large organisations from all over New Zealand submitted reports.

3,410

Phishing and credential harvesting reports, 1,920 scams and fraud reports, 1,560 malware reports.

• Seek the advice of an IT professional.

If you don’t have an internal IT person, ask your IT service provider to help work out how your systems were infiltrated and how you can stop it from happening again.

C e r t N Z o ff e r s p l e n t y m o r e a d v i c e , including cert.govt.nz/individuals/guides/ get-started-cyber-security This information is summarised from a longer article.

You can read the original version at business.govt.nz/news/how-to-protect-yourbusiness-from-being-held-to-ransom

14% of reports made to CERT NZ had some form of financial loss, with a total value of

$16.9 million

Scams and fraud accounted for almost $12 million (69%) of the total financial loss reported in 2020.

Your local Spark Business Hub and our trusted IT partners are here to assist you with your cyber-security. We’ll take an objective look at your current situation, explain the risks, and offer practical advice in plain English. Our goals are simple: to help protect you and your business so that you can get a better night’s sleep!

Meet your new Spark Business Hub Auckland North team New co-owners Aaron Redwood and Kym Dunning and their team are delighted to now be located in the heart of North Harbour, at 112D Bush Road. “We’re so looking forward to getting to know the SMEs in this area and ensure we deliver them the best of both worlds: dealing with a small, local business that genuinely cares about our customers’ success, backed by the scale and support that only Spark, New Zealand’s largest ICT provider, can offer.”

Every member of the 14-strong sales and service team recognises that IT can be complex and that industry terminology can be confusing. “Our job is to come out, meet you at your workplace, understand your operational priorities and help you use technology to improve your business and deliver great outcomes for your staff and customers. We promise to cut through the jargon, and offer straightforward solutions backed by great local support!”

Spark Business Hub Auckland North’s external signage and internal fit-out at the new premises are in progress. Business North Harbour members are warmly invited to pop in for a coffee and a chat as soon as Covid Alert Levels permit.

22

S E P T E M B E R 2 021 F Y I B U S I N E SS N H .O R G . N Z

Business hours: 8.30 am-5.00 pm, Monday to Friday www.spark.co.nz/business/contactus/business-hubs/ aucklandnorth.html HubAucklandNorth@spark.co.nz 0800 482 746

G O L D S P O N SO R S

Are you overwhelmed by the number of different tasks you’re trying to manage in your business?

If your answer is yes, you may be wearing too many hats.

Many businesses do not have absolute clarity around their team’s defined roles and responsibilities. This means that owners find themselves wearing too many “hats”, resulting in little time spent on strategic or high-level activities that create real value for the business.

When you have clarity of departments, essential functions, roles and responsibilities,

you will be able to spend your time on key activities and revenue generation, or even take a well-earned break! And your business will also be more sustainable, scalable, and, ultimately, saleable.

Are you wearing too many hats in your business?

Let us help you redistribute the tasks that are slowing you down.

Tax & accounting Optimal tax savings. Cloud-based and efficient for your peace of mind.

Advisory that changes lives The right game plan, and an experienced guide. Know which levers to focus on.

Pathfinder Solutions are chartered accountants and advisors bringing you a forward-focused accounting and advisory experience. We offer real-world business and investment experience broader than traditional accounting, and we offer actionable strategies and options that come from more than just looking at the numbers.

Our comprehensive range of products and services includes:

Asset structuring for tax & risk reduction Structures that protect your assets, reduce risk and minimise tax

Support on tap Contact us anytime for guidance and support when you need it. We’re here to help.

Contact us today for an obligation-free chat. We’d love to help you.

09 869 2356 info@pathfindersolutions.co.nz www.pathfindersolutions.co.nz

Need a versatile space to host your next function on the Shore?

Then look no further…

North Shore Golf Club (located at 51 Appleby Road next to Albany Junior High) is a hidden gem with an adaptable space that can accommodate up to 220 people seated.

Whether it’s a work function, conference, training day, birthday party, engagement celebration, wedding, or any other corporate or private event, North Shore Golf Club can help to make it memorable. With areas for breakouts, a board room, a fully licensed bar, and beautiful views over the 27-hole golf course, North Shore Golf Club is the perfect place for your next function.

Call 09 954 1269 or email georgie@nsgc.co.nz to enquire S E P T E M B E R 2021 F Y I B U S I N E SS N H .O R G . N Z

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P RO F E SS I O N A L D E V E LO PM E N T : M O N S E L L I E R L AW E M P LOYM E N T

Shaping Workplace Culture Workplace culture has always played an important role in the successful running of a business but it’s a topic that’s overlooked.

Since Covid-19, businesses are looking at new ways of engaging the workforce. With border restrictions, it’s a job-seekers market making a positive workplace culture more important than ever.

No matter the size of your business, you have no business without your workforce; they’re your biggest asset and can “make or break” the bottom line. A positive workplace culture not only motivates everyone to strive harder and produce quality results, but also makes your business a place where people want to work.

What is workplace culture?

A workplace culture is based on a collection of attitudes, beliefs and behaviours that make up an atmosphere in the workplace. The culture of a workplace is tricky to measure because it’s intangible. Yet, the effects of a culture can be noticeable when you consider your businesses results.

A positive culture generates business success and creates workforce engagement, longevity of staff and high retention.

Adversely, a negative culture hinders success and commercial growth. In disengaged workplaces where staff regularly come-and-go, it’s easy to see why some get demotivated and underperform, leading to poor commercial outcomes.

24

You can review exit interviews with departing staff. See if there are any trends of staff leaving due to feelings of micromanagement, bullying, or psychological harm.

Be warned – you may not like what you hear!

Try to see the findings as an opportunity to reset and create new corporate attitudes, beliefs and behaviours that will allow the business to prosper.

Start by introducing: • Communication Good communication creates a feeling of mutual respect regardless of a person’s role or responsibilities. Encourage staff to ask questions, float ideas, and connect with co-workers. Meetings and brainstorming sessions are a valuable tool for managers to hear real ‘shop floor’ opinions.

• Diversity Successful businesses are those that bring people together from various backgrounds. People with different backgrounds can all gel with a common purpose to unite them. A diverse pool of talent brings different personalities, beliefs, values, skills and experiences into the mix which should be celebrated.

How do we identify workplace culture?

No matter the size of your business, you have no business without your workforce

Business owners are not always on the “shopfloor” to notice what is really going on, which is why employers usually only find out when something has gone awry.

All too often I attend meetings to address underperformance or misconduct only to discover that the staff member is feeling bullied or suffering from stress/anxiety due to an underlying workplace issue. Up until this point, the employer has been completely unaware of any negativity within work.

So, to identify your workplace culture, start by sending out workplace surveys; these give you an insight into the culture at varying levels of the business. Anonymous surveys with open ended questions are a great way to find-out what staff think.

Equally important (if not more so), is the willingness and ability to talk; something business owners and managers often overlook. If a person seems disengaged then take them for a coffee, ask how they’re feeling and listen.

If issues come to light, then reassure the staff member that action will be taken. You should also observe the environment – How are staff communicating? Are they being productive? Is everyone a team player or does your office harbour a “lone wolf”?

• Good Leadership Having communicative managers is crucial but gets overlooked. Many people cite their managers as being the primary reason for leaving a business – lack of trust and micromanaging being the two most common complaints. Managers should focus on coaching, empowering staff to do great work and building trust; this does not happen overnight!

• Productivity A positive culture motivates staff to strive harder and produce quality work. It is easier to receive the best from people if they feel empowered to give input and contribute to decision-making.

• Recruitment A good workplace culture is appealing and helps a business attract the right talent.

A clear statement of core values makes it easier for candidates to decide whether they would be a good fit for your business.

Using social media presence to show that staff are well-supported also attracts good quality candidates and talent.

• Retention Staff that feel valued and important

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(rather than a cog in a wheel) are more likely to be productive and stay with the business longer-term. Retention of staff cuts recruitment costs, and eliminates the time/headache associated with formal processes.

• Reward Good Work Recognise staff that embrace the core values and perform beyond expectations.

If financial rewards are not an option, consider alternative rewards such as time-off or opportunities for professional/ personal development.

What’s the worst that can happen?

There’s no point trying to brush-over a toxic culture; the issue needs to be addressed to prevent devastating financial and reputational harm.

An Independent Review following complaints of sexual misconduct, harassment, misuse of drugs/alcohol and an overriding “boys club” at MediaWorks, has led to professional embarrassment for a once respected organisation, and personal embarrassment for senior executives. MediaWorks is left with a reputation in tatters, a hefty legal bill, exposure to a number of personal grievances, and a long road ahead in terms of garnering employee trust and public support.

MediaWorks was not the first to face such public embarrassment. A partner at law firm Russell McVeagh was outed earlier this year for creating a “mark of shame for the profession” over allegations of sexual misconduct, harassment, misuse of alcohol and a disregard for his professional obligations. The firm now has a reputation based on sexism, discrimination, excessive drinking, poor management and a severe lack of appropriate workplace policies.

In the words of influential management theorist Peter Drucker, “culture eats strategy for breakfast” – the culture of your business will always determine its success regardless of how effective your strategy may be. So, no matter how well thought-out your business plan may be, the plan will always fail if those responsible for executing the plan do not nurture a positive workplace culture.

Emma Monsellier Director 022 376 4977 emma@monsellierlaw.com 2/40 Arrenway Drive, Albany, Auckland 0632 www.monsellierlaw.com

G O L D S P O N SO R S

Maat Group – Growing Investors’ Wealth We all hoped that 2021 would be the “recovery year”, but these continue to be uncertain times. With previous Alert Level 3 lockdowns in the first quarter and, at the time of writing, the whole country in Alert Level 4, plans are being made and remade with pencils and erasers.

However, there are still some things we can do to prepare for our own future within the realm of what we can control – ourselves.

For example, having your own investment plan. Knowing you have a plan on how you would like to create future wealth can alleviate the stress that comes with not knowing the right direction to travel in. But where do you start?

At Maat Group we pride ourselves on helping investors understand what Equity Investments are - regardless of whether you decide to invest in our offerings. Having a level of comprehension of investments can help you decide if this is the right path to grow your wealth. Investing in Commercial Property is where 90% of investors build their wealth. Having a greater knowledge of this sector means investors can make more astute choices.

Diversifying your risk and dividing your funds through different investment channels provides the greatest opportunity to flatten the peaks and troughs that come with investing. Selecting the right investment can be challenging, but at Maat Group, our intention is to enable investors to make decisions by showing transparency with investments.

Maat Group took its name from the Egyptian Goddess of Truth, Justice and Balance. These qualities are present in every proposal offered. We welcome the opportunity to discuss our investments with you.

To be notified of our future offers, please contact the office on (09) 414 6078 or email info@maat.co.nz. Alternatively, you can view our website, www.maat.co.nz , and get in touch through the “contact us” tab.

We’ve moved... for a sustainable future

Powered by Solar Energy. Supplied, installed and supported by local North Shore company SkySolar.

Now at 5-11 Parkway Drive www.benefitz.co.nz S E P T E M B E R 2021 F Y I B U S I N E SS N H .O R G . N Z

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E V E N T CAT E G O RY S P O N S O R

Hire for Cultural Fit First At Eclipse Recruitment, our commitment is to find people who fit – which makes this FYI’s feature story about organisational culture something we know plenty about. As we advise our clients, when you hire for both job fit and cultural fit, you get employees who integrate quickly into their role, are happier, tend to stay longer, and contribute more.

Culture is the personality of your business.

Your company’s beliefs, values, and attitudes form the foundation of the behaviour you expect employees to uphold. When recruiting, it is important that you can clearly articulate your values either to your recruitment agency or when interviewing a potential candidate.

If you manage your own recruitment, involving people from different areas of the business in the interviewing process can be advantageous. We like to meet new clients on their premises so we can get an understanding of the company’s physical

and cultural environment. If we can meet with other team members as well – a senior manager or team members – this broadens our appreciation of your business and helps us to accurately identify the candidates who fit.

When you focus entirely on hiring people for their skills and place less importance on the cultural fit you risk employing people who don’t blend in with the team, do not adhere to the values and behaviours you expect of them, become dissatisfied with their role very quickly, or resign before they’ve had time to immerse themselves in the role.

The culture of your organisation is crucial.

It is the glue that holds the team together.

Therefore, we say hire for cultural fit first and role fit second. Additional skills can always be taught, but a misalignment with behaviours, values, and beliefs will only end up costing the business more in the long run.

lisa@eclipserecruitment.co.nz

G O L D S P O N SO R

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(09) 973 1879

Lisa Hill Managing Director

www.eclipserecruitment.co.nz

CO M M U N I T Y

World Health Organization recognises the work of MATES in Construction MATES in Construction is a charity working towards a vision of significantly improving mental wellness and reducing suicide in the construction industry. And now, the MATES programme in New Zealand and Australia has been acknowledged by the World Health Organization (WHO) in its LIVE LIFE: An implementation guide for suicide prevention in countries guide for policymakers around the world.

The MATES programme is designed to build and strengthen communities in the workplace and across the industry. MATES engages with workers through on-site training and provides those at risk with case management support that connects them to suitable professional help. It is the only such programme in Aotearoa to have been profiled

by WHO as an example of best practice, which MATES’ CEO Victoria McArthur says is “an incredible accolade”.

“Here in New Zealand, our construction industry faces enormous challenges with mental health. We are losing around one worker to suicide every week – the highest of any industry,” she explains. “Our MATES in Construction programme works by reaching workers directly on the job site, led by people who have worked in the industry or have real-life experience in the industry. With a predominantly male workforce who may find it hard to reach out for help, our approach breaks down those barriers.”

GET INVOLVED!

‘The gold standard in psychological safety is to become a MATES Accredited site’ The MATES programme is most effective when a company’s team is leading the programme. At this point, the site or organisation becomes MATES Accredited.

Step 1 At least 80 per cent of workers are taken through an on-site, one-hour general awareness induction, providing them with the skills to look after each other, seek, offer, and accept help when needed.

Step 2 Approximately 20 to 30 per cent of worker volunteers are trained as connectors (meaning they can help keep someone in crisis safe while at the same time connecting them to professional help).

Step 3 The business will need to have access to an applied suicide intervention skills trained

UPDATED INFO

10 September 2021 is World Suicide Prevention Day Due to Covid Alert Level restrictions, MATES in Construction is recognising World Suicide Prevention Day virtually this year. The planned Fly the Flag event has been postponed until 10 November.

Every one of MATES’ 100+ investment partners will receive a flag to fly on-site or in their workplace.

Flying the Flag reminds everyone to take the time to stop and check in with their mates. It also sends a strong message beyond sites that the construction community is coming together to prevent suicide.

worker (ASIST). This training equips individuals to develop safe plans for workers at critical risk. These individuals can be likened to a site’s first aid officer.

When a site has achieved the appropriate targets, it will be awarded an accreditation plaque by MATES, preferably at a site gathering.

The business may also use the MATES Accredited logo on all its communications, along with signage to outwardly display how it takes its responsibility for workers mental well-being and safety seriously.

M AT E S h a s a l r e a d y d e l i v e r e d i t s programme to more than 257 sites, but Victoria confirms that this is just the start.

“We’re continuing to expand our programme to more sites. With record levels of construction sector activity in the years ahead, it is more important than ever that we have good programmes in place to support our workers and their mental health.”

To find out more about how your business can get involved with MATES in Construction through accreditation, partnership, fundraising, or donations, go to mates.net.nz/get-involved The World Health Organization’s LIVE LIFE: An implementation guide for suicide prevention in countries can be downloaded from who.int/publications/i/item/9789240026629

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S U STA I N A B I L I T Y

LEGO aiming to sell bricks made of recycled bottles within two years The LEGO Group has unveiled a prototype LEGO® brick made from recycled PET plastic bottles.

A team of more than 150 people is working to find sustainable solutions for LEGO products. Over the past three years, materials scientists and engineers tested over 250 variations of PET materials and hundreds of other plastic formulations.

LEGO Group’s vice-president of environmental responsibility Tim Brooks said: “We are super excited about this breakthrough. The biggest challenge on our sustainability journey is rethinking and innovating new materials that are as durable, strong and high quality as our existing bricks – and fit with LEGO elements made over the past 60 years. With this prototype, we’re able to showcase the progress we’re making.”

It will be some time before bricks made from a recycled material appear in LEGO product boxes. The team will continue testing and developing the PET formulation and then assess whether to move to the pilot production phase. This next phase of testing is expected to take at least a year.

Last year, LEGO announced that it would start replacing plastic packaging with paper bags in 2021, as a direct response to letters from children asking it to remove the single-use plastic bags. It said it would be investing up to

$400m (£310m) over three years to improve its sustainability efforts. Therefore, the toy company is introducing recyclable paper bags, certified by the Forest Stewardship Council, to package its loose bricks.

Is this the end of the road for waste plastics?

An increasing number of countries, including the UK, Ghana, Slovakia and the Netherlands, are starting to build plastic waste into their roads and pathways. Not only does this stop the plastic from ending up in landfill or the oceans, it could also save three tonnes of CO2 emissions (caused by incinerating the waste plastic) for every kilometre of road. Moreover, there are potential cost savings of approximately US$670 per kilometre. Different types of plastics can be used, including polyethylene and polypropylene foams.

There is some evidence that it might also improve the life expectancy of the average road. Admittedly, the research is limited at this stage, and the roadways are still relatively “young”, but the plastic seems to slow deterioration and reduce potholes. The UK government has announced £1.6 million for research to investigate this further.

FutureFit: discover your impact on the planet FutureFit helps users understand the effect of their lifestyle and how everyday actions can make a real and positive difference. Answering a few quick questions provides a broad snapshot of how your carbon footprint is looking.

It is hoped that using FutureFit will empower Kiwis to meet emissions targets, including those set out in Te Tāruke-ā-Tāwhirir: Auckland’s Climate Plan.

Plastic road builder MacRebur has found that plastic can improve roads’ flexibility, helping them deal more effectively with temperature-related expansion and contraction, resulting in fewer potholes.

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To get involved, go to futurefit.nz

S U STA I N A B I L I T Y

Local sustainability heroes The Sustainable Business Awards have been running for 19 years and recognise and celebrate success in sustainability.

BNH member All Heart NZ has been shortlisted for three awards this year. The charitable trust is a finalist in the categories of Communicating for Impact, Going Circular, and Social Impactor.

The winners for all categories will be announced at a ceremony on 25 November. The ceremony will be held simultaneously in Auckland and Wellington, and broadcast online.

Pallet swap

Turning soft plastics into fence posts Taranaki DHB is partnering with Future Post to repurpose 44 tonnes of discarded soft plastic waste into fence posts. Taranaki DHB’s sustainability lead Maria Cashmore says this waste includes the packaging used for single-use and reusable items such as syringes, IV bags, other medical instruments, and courier bags. As part of the initiative, soft plastic recycling bins have been distributed around Taranaki Base and Hāwera Hospitals.

Future Post’s general manager Chris Meyer says Taranaki DHB is the first DHB they have partnered with. “Our posts are now in vineyards, farms, parks and private land from Northland to Southland. We have

Is your corporate social responsibility more than just words?

Does your company often have spare pallets? Or could you make use of more pallets? Get in touch with Business North Harbour, and we’ll introduce you to a complementary local business partner.

added new products such as square posts, veggie boxes for gardens, retaining walls, and parking stops to our range.”

Maria says after several months of research, it’s great to be working with Future Post on this and build towards Taranaki DHB’s sustainability goals. “This initiative is aligned with the Go Zero Carbon work we do as an organisation to achieve our ‘zero-carbon by 2025 and zero waste by 2040’ goals. There is still plenty of work to be done; however, initiatives like this go a long way to achieving them.”

Taranaki DHB is also diverting 23 other waste streams from landfill, including batteries, glass and cardboard.

Are you and your teams actively supporting your company’s eco-initiatives?

Simply go to businessnh.org.nz/greenerbusiness and click on either PALLETS AVAILABLE or PALLETS WANTED.

What changes have you made to become a greener business?

FYI would love to share your inspiring sustainability story.

Contact the editor Lizzie Brandon via lizzie@writesphere.co.nz with your news.

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P RO F E SS I O N A L D E V E LO PM E N T : WAST E MA N AG E M E N T N Z

Is your business wasting a valuable resource?

Picture this: Eden Park piled with rubbish to the height of one-and-a-half Sky Towers.

You’re looking at just over 1.5 million tonnes of waste – and it’s how much Aucklanders send to landfill annually. The most significant volume, around 80 per cent, of waste to landfill comes from commercial sources rather than household kerbside collections.

Waste Management NZ works with conscientious organisations to help them identify opportunities to reuse, repurpose, redirect, or recycle. “Waste can be a valuable resource, but it’s sometimes overlooked,” says Waste Management’s campaign specialist Luke Shields. “It could be as straightforward as diverting canteen green waste into compost, or contributing to more ambitious initiatives, like transforming tyres into fuel or milk bottles into wheelie bins.

“Whatever our client’s circumstances, our focus is on finding beneficial, sustainable options.”

Tapping into potential Waste Management is helping Plumbing World redirect its old stock, ensuring it’s used rather than discarded. “This is the first of many ‘redirections’ we plan to do through our new partnership with All Heart NZ,” explains Luke.

Based in Piermark Drive, All Heart NZ is a social enterprise supporting corporates and communities by providing a sustainable solution for redundant corporate equipment and/or end-of-line stock, through its three sustainability services: redirect, repurpose, and reduce. “We’re delighted to now be able to offer their redirection service to our commercial customers.”

Slow-moving taps, sinks, basins, and water filters – which would otherwise be headed for

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Take Make Make Recycle Dispose Use

Linear Economy landfill – have now been collected and will go to people who could not otherwise afford them.

“Through this partnership with All Heart NZ, our customers can have their unwanted products and items redirected to support hundreds of communities across Aotearoa.

“It’s an important part of a circular economy, and it’s also a tangible demonstration of a business’ culture of sustainability and their commitment to ‘giving back’.”

Waste Management NZ is “New Zealand’s leading resource recovery, recycling and waste management provider”. Every year, the company collects more than 1 million tonnes of waste and recycles 200,000 tonnes, and is committed to finding new and innovative ways to neutralise and repurpose customers’ waste.

Waste Management also applies these principles to its own business model, for example, at its Redvale Landfill and Energy Park, where the waste is carefully contained and landfill gas collected. “We use the gas to generate renewable electricity, which is

Circular Economy then exported to the national grid. In doing so, we produce enough electricity to power more than 12,000 homes. It’s all part of our circular business model.”

Keen to understand how much waste your business is producing?

Waste Management’s sustainability team can visit your premises and conduct a free waste assessment. They’ll look at your current waste disposal trends and provide a comprehensive report with recommendations about how you can make your business more sustainable.

“Our team is passionate about helping companies recover as much as possible! We’ll send your waste back to work, and, if it can’t be reused, recycled or recovered, we can still extract benefit (and energy) from it through our modern landfill technology.”

To start the next phase of your sustainability journey, go to wastemanagement.co.nz/assessment

S I LV E R S P O N SO R S

MY TOP INSIGHTS ARE: EMPATHY MATTERS . How leaders in a workplace manage their emotions, stress, disappointments and achievements can have a huge bearing on how staff feel about a workplace and how employees treat the leadership of the business.

Culture within the workplace.

As an employment and HR lawyer I am privileged to work closely with a variety of New Zealand companies from large businesses with complex structures and up to 600 workers to smaller operations with familial links.

With many years working in this area I have gained insight as to how leadership can influence the culture of a business.

BRO NW EN NE WC OMB E D IRECTO R

TOLERATE IT AND IT WILL CONTINUE . Behaviours that are tolerated at any level within a business will set the tone. In order for cultural changes to take hold, the leaders of the business have to decide what the company will stand for (and what it will not stand for).

TAKE DECISIVE AND CONSIDERED ACTION . Being empathetic does not mean taking no action or accepting unacceptable behaviour from staff. A hugely important aspect of culture and leadership is that the leaders take decisive, lawful and considered action.

BE MINDFUL . Before each Oprah TV show, Oprah Winfrey would meditate in order to be fully present to her live-to-air set. For leaders, slowing down can create a clearer path to action and change.

DAV E N P O RTS L AW.CO. NZ 09 8 8 3 4 4 00

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S I LV E R S P O N SO R

‘The right person at the right time’ When Malcolm Macnaught spotted Kate Chivers’ profile in March’s FYI, it could not have been a more opportune moment. He was in the midst of trying to negotiate a renewal of his commercial lease, and recognised that he could benefit from some expert support.

“I used to work as a procurement specialist, so I’m not unfamiliar with contracts. But, like most small business owners, I’m pulled in so many different directions,” explains Malcolm, the director of Eproducts, a global brand distributor based in Orbit Drive. “The focus needs to be on critical functions like sales, marketing, business development, and customer service. All of which means you’re often not in the right headspace to deal with important ‘external’ activities.”

He describes Kate as a “clear head, calmly doing careful work”. She ensured that the lease terms were consistent with the Auckland District Law Society’s (ADLS) most recent deed of lease and helped to secure an increased level of flexibility in the lease terms. Malcolm admits that, without Kate’s involvement, he would have had no idea about certain changes in the current form ADLS deed of lease – “which is a pretty clear sign not to try and do this stuff yourself!”

Not only did having Kate in his corner give Malcolm peace of mind, but he also says it was fun! “We’re all busy people, but if you can have enjoyable conversations with someone who knows what they’re doing, that makes the process all the more satisfying.”

KC Legal is a specialist property law firm committed to providing only exceptional levels of advice and support.

Whatever the nature of your property transaction, you’ll want an outstanding property lawyer on your team. Kate Chivers of KC Legal offers her clients a global, corporate perspective as a local, boutique service.

Commercial property | Residential property Wills, Trusts and Estate Planning www.kclegal.co.nz

Accelerating success.

For Lease - Office

2-4 Fred Thomas Drive, Takapuna Naming Rights Various options available from 310 sqm to a larger floor plate of 1310 sqm.

Opportunities for modern office space with generous carparks are rare in Takapuna.

This well-known building is in an excellent location, close to CBD, with a cafe on site and minutes to Takapuna beach. Seperate car park building providing generous car parking.

Offices from 310 to 1310 sqm

Minutes to CBD

Competitive Rental

Generous Car Parking

Customise your fit out and layout, excellent resources to hand.

Contact Janet Marshall 021 684 775 for more information.

xxxxx

colliers.co.nz/p-NZL67002574

Janet Marshall 021 684 775 janet.marshall@colliers.com

Matt Prentic 021 464 904 matt.prentic Colliers NZ Limited Licensed REAA 2008

P RO P E RT Y MAT T E R S

The office market has been thriving!

I wrote an article for FYI June 2020 entitled “Why the office is far from obsolete.”

The perception at that time was that many businesses would move out of premises, and employees would work from home permanently. Unfortunately, Auckland is currently at Covid Alert Level 4. For many, this temporary lockdown may actually be a reminder of the numerous benefits of being at the office, such as interacting and brainstorming with colleagues, having a mentor, in-person meetings and workplace conversations. From a business owner’s perspective, the ability to have employees together enables easier communication and shared feedback.

Without doubt, companies may be encouraging employees to work from home for at least part of the week. However, from a commercial basis, they have not surrendered their leases, and we have not been inundated with sub-lease/assignment of lease opportunities. On the contrary, the office market is thriving, and there is, in fact, a lack of stock under the 200sqm vacant office size. Furthermore, we have seen businesses purchasing premises due to the low interest rates and owners preferring to own rather than lease.

The last vacancies at Candida Office Park and the ex-Blue Star building in Constellation Drive have been leased. Simpro Software is moving to Candida Office Park, relocating from Rosebank Road, Avondale. Industries such as construction, medical, IT, fitness, and finance seem to be expanding and on the move.

There has been a marked increase from new investors to commercial, likely due to the changes in residential borrowing, changes in interest deductibility and bright-line rules.

Purchasing office investments at 5-6 per cent yield (percentage of rental income for the purchase price) is attractive for investors when they are receiving less than 1 per cent from their bank.

In summary, the office market has been thriving, business owners know what they want, and employees have a better work and lifestyle balance. Hopefully these positive trends will continue once our lockdown restrictions are safely lifted.

Janet Marshall is a director at Colliers International’s North Shore office, a business mentor in BMNZ, and was awarded the Women In Property 2019 Award from the Property Council. Janet is available to chat on 021 684 775.

Accelerating success.

For Lease - Albany Ground Floor Office

5-7 Corinthian Drive, Albany Occupy between 375 sqm and 970 sqm on the Ground Floor Locate your business to this high profile Albany building with walking distance to Westfield Mall, retails parks and bus stops. Will suit corporate office, office & showroom, and possibly retail (subject to consent). Plenty of carparking and signage possibilities. Flexible options available.

Call Janet Marshall 021 684 775 for an exclusive viewing.

375 sqm to 970 sqm options

Excellent Rental Rate

Great location walk to Westfield Mall

Janet Marshall 021 684 775 janet.marshall@colliers.com

colliers.co.nz/p-NZL67013057

Colliers NZ Limited Licensed REAA 2008

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