I read in the NZ Herald the other day that traditional Kiwi work parties involve beer, banter and barbecues and thought that pretty much did sum up a NZ work function. The article was addressing the issue of assisting new migrants to adjust to NZ which I thought was a very good point.
There is often much talk about new immigrants needing to integrate into the Kiwi culture. The reality is that employers also need to take it upon themselves to help new starters fit in and feel comfortable. Even the time I spent in Australia was interesting from the point of view how there are differences between the cultures, definition of phrases and ways of doing business.
A very simple example in Australia is the phrase ‘good sort’. A good sort in NZ is someone that you get on well with and relate to and like being around. My recruitment team pulled me up in Melbourne after I arrived, when they heard me telling my client how much of a good sort he was! From a business point of view, NZ is perhaps a little more relaxed than Australia, whereas Australian’s are far more effective networkers.
Aside from cultural differences, which can be learnt over time employers can assist any new starter by coming on board by an effective induction program and being aware of their personal needs.
For example, providing opportunities for migrants to speak to family and keep in touch with back home as due to time differences this sometimes can only take place in the day.
Having a solid induction and training program when new employees come on board is important and almost more so for new immigrants starting at an organisation. It is important for any new starter to feel confident to be able to speak to senior management and HR about any situation so that any issue can be dealt with immediately.
At LINK Recruitment new employees are flown to our head office and are given a week where they learn about the LINK culture, vision, goals of the organisation and meet key people in the senior management and the directors.
This has resulted in greater employee engagement into the overall LINK story, consultants that understand the wider business and a flatter management structure that encourages a feedback culture. In continuing with this open line of communication, HR are now proactively engaging in ‘stay interviews’ with employees at LINK to ensure that staff are content in their roles and have a vehicle to express any concerns.
Similarly when employing people from overseas you need to take the time to help them integrate into your business culture and communicate with them on a regular basis to ensure they are happy in their workplace and be aware that beer, banter and barbecues may not be everyone’s idea of a great time.
