What does good wellbeing and culture at work look like? Below are examples of three different employers who are at different stages of creating positive workplace culture through the different aspects (Mental, Physical, Cultural, Social wellbeing). Needs Addressing Doing Well Excelling Case Study 1 - Needs Addressing Jake, an employer at a mid-sized orchard, makes no efforts to create a healthier and more supportive work environment. This leads to employees burning out, getting injured, and feeling unsatisfied at work, and eventually leaving the business. A few of Jake’s employees have been struggling with several issues outside of work that have impacted their overall wellbeing and productivity. There are several areas that Jake is neglecting that could be quick, low-effort fixes. Mental Wellbeing: Employees have been feeling increasingly stressed and anxious due to the demanding nature of their work. There is no support at work and people feel uncomfortable bringing up mental health support. Cultural wellbeing: Employees from diverse backgrounds do not feel fully included or understood. They feel like they have to hide a part of their identity at work to fit in. Recognising and celebrating cultural events and traditions, such as Matariki, could foster a more inclusive environment. Physical wellbeing: The team has not received proper training on safe working practices, resulting in frequent injuries and fatigue. Improving health and safety training is essential to protect employees’ physical wellbeing. Social wellbeing: Employees feel isolated as they haven’t formed strong connections with their colleagues. The rural orchard site doesn’t help, as the social scene is limited. There is a lack of social activities and team-building exercises that foster strong relationships among staff. Creating opportunities for social interaction and team bonding is necessary. Jake doesn’t encourage staff to get connected with their local communities in clubs or collectives. Communications Lack of team meetings: The orchard does not have regular team meetings or briefings to ensure everyone understands their tasks, so employees often receive unclear or incomplete instructions, leading to confusion and mistakes. Weak feedback culture: Employees rarely receive feedback on their performance, making it hard for them to improve. Without regular check-ins or performance reviews, employees don’t know if they’re meeting expectations or how they can develop their skills. Implementing a feedback system is essential for employee growth and morale. No Open-Door Policy: Employees don’t feel comfortable approaching Jake with concerns - he is always perceived as too busy, and not very friendly or easy to start a conversation with. The lack of an open-door policy means employees’ ideas and issues often go unheard, adding to their stress and frustration. Creating a more open and approachable environment where employees feel comfortable sharing their concerns is important. Buddy System Lack of Guidance or process: New hires do not have a designated person to guide them through the initial days. Without a buddy, new hires feel lost and overwhelmed, struggling to learn the ropes on their own. A buddy system would provide much-needed support and guidance. No Hands-On Training: New employees do not receive practical training during their induction. The absence of something like a buddy system means new hires miss out on hands-on learning from experienced colleagues, leading to slower skill development and more mistakes. Hands-on training is vital for new hires to learn effectively. Poor Social Integration: New hires find it hard to integrate socially with the team. New joiners are somewhat left to figure out the ropes themselves. This means new joiners may feel disconnected for a longer period of time. Case Study 2 - Doing Well Maisie, the owner and manager of a mid-sized pork farm, has made significant strides in noticing issues in the workplace culture, and making changes to support employee wellbeing. Her efforts have resulted in a more supportive and productive work environment. There is still room for improvement, using tools like communications and buddy systems to get the most out of the culture-building initiatives that are in place. This makes the team more productive and increases job satisfaction. Mental Wellbeing: Maisie understands that rural based farmers are at increased risks of mental health issues due to the geographic isolation, small work teams, and the social stigma amongst farmers about mental health challenges. She puts mental health resources in the breakroom and encourages open conversations about mental health. Cultural wellbeing: Maisie talks to her team about their cultural backgrounds, and makes an effort to acknowledge and sometimes celebrate relevant cultural events, such as Matariki or Diwali. This helps create an environment where employees feel respected and valued, albeit on a somewhat limited scale. Physical wellbeing: Regular health and safety training is conducted to keep everyone safe while conducting day to day tasks, and comply with Worksafe requirements. Social wellbeing: Maisie organises a weekly morning tea where all employees chat and connect. Maisie encourages all staff to connect in with the local catchment group. Communications Morning check in: The farm has a start of shift team huddle to talk through what needs to get done each day, and everyone shares a high and a low from the day before. Two way radios: The station uses two-way radios for real-time communication. Every worker has a radio, and they can talk to each other quickly for both routine work and emergencies. This makes the farm safer and more efficient. Open-Door Policy: Maisie encourages team members to share their thoughts and concerns anytime. Employees feel comfortable talking to Maisie, and are not scared to ask questions, knowing they will be heard and respected. This builds trust and a positive work culture. Buddy System Warm Welcome: New hires are paired with experienced buddies who greet them on their first day. The buddy meets the new joiner at the farm gate, introduces them to the team, and shows them around the station, including key areas like the barn, paddocks, and emergency exits. Hands-On Training: The buddy provides practical training to the new employee. New hires shadow their buddies for the first few weeks, learning essential tasks such as animal care, machinery operation, and maintenance. This hands-on approach helps them gain confidence and skills quickly. Social Inclusion: The buddy invites the new employee to join any social events, which happen occasionally. Case Study 3 - Excelling Liam is owner and station manager of a rural sheep station. Liam’s workplace is a great example of how good communication, a supportive buddy system, and a focus on wellbeing can create a positive and productive work environment. By going the extra mile, Liam has built a culture where employees feel valued, safe, and motivated, leading to improved productivity and reduced staff turnover. Mental Wellbeing: Liam provides access to counselling services and mental health resources. He also organises mindfulness workshops and encourages the team to discuss mental health openly. Liam regularly acknowledges hard work and celebrates team successes. He also encourages a healthy work-life balance, making sure everyone takes breaks and has time off. Cultural wellbeing: Liam encourages the team to celebrate cultural events and traditions. He ensures that everyone feels included and respected, regardless of their background. Physical wellbeing: Regular health and safety training is conducted to keep everyone safe. Liam arranges for experts to run workshops on topics like first aid, handling livestock safely, and using machinery. This proactive approach reduces accidents and ensures a safe working environment. Social wellbeing: Liam set up a monthly mountain bike club - employees that are interested ride together on Friday evenings. Liam encourages staff to always be learning and improving, including asking for feedback regularly. He encourages managers to also create spaces where team members can come to them with feedback, or asking for feedback. Communications Morning check in: Liam starts the day with a brief ten minute team huddle at the main shed. Everyone talks about the day’s tasks, any concerns, and shares positive news. This helps everyone know what’s happening and where they can pitch in. Two way radios: The station uses two-way radios for real-time communication. Every worker has a radio, and they can talk to each other quickly for both routine work and emergencies. This makes the farm safer and more efficient. Open-Door Policy: Liam encourages team members to share their thoughts and concerns anytime. Employees feel comfortable talking to Liam, and are not scared to ask questions, knowing they will be heard and respected. This builds trust and a positive work culture. Monthly Newsletters: Liam sends out a monthly email newsletter to all employees. The newsletter includes updates on farm activities, employee achievements and celebrations (like birthdays), upcoming events in the local community, and safety reminders. It’s a simple way to keep everyone informed and engaged. Buddy System Intentional buddy selection: Buddies are selected based on Liam’s assessment of if they have similar hobbies, similar stage of their working career, and might get on well. Employees are happy to take up a buddy role because they know from experience how it helps you feel part of the team really quickly. Warm Welcome: New hires are paired with experienced buddies who greet them on their first day. The buddy meets the new joiner at the farm gate, introduces them to the team, and shows them around the station, including key areas like the barn, paddocks, and emergency exits. Hands-On Training: The buddy provides practical training to the new employee. New hires shadow their buddies for the first few weeks, learning essential tasks such as animal care, machinery operation, and maintenance. This hands-on approach helps them gain confidence and skills quickly. Regular Check-Ins: Buddies and new hires have regular check-ins to discuss progress and address any concerns. These check-ins happen during breaks or at the end of the day, fostering open communication and continuous support. Social Inclusion: As an employer, Liam fosters a sense of community on the station. Liam organises social events like BBQs and after-work gatherings, helping everyone bond. The buddy invites the new employee to join any social events, letting them know when and where they are happening. Click here to find out more on Mentorship & Coaching

Feedback survey draw Terms and Conditions Standard competition terms and conditions These terms, together with any entry information and/or additional terms and conditions specified by the Food and Fibre Centre of Vocational Excellence (Terms) apply to each competition (Competition) where Food and Fibre Centre of Vocational Excellence (Food and Fibre CoVE) states that its standard competition terms apply. These Terms are a contract between each entrant (you) and Food and Fibre CoVE. Term: The Competition starts and finishes on the dates specified by Food and Fibre CoVE at the time of entry. If your entry is received outside of this period you may be disqualified. Prize: The prize(s) for the Competition (Prize) are not transferable or redeemable for cash and all components of the prizes must be taken together. Some or all components of the prizes may be subject to availability, as well as additional terms and conditions set by third parties. Prize winners are responsible for arranging and paying for all costs associated with the prize that are not explicitly stated by Food and Fibre CoVE at the time of entry. Food and Fibre CoVE may replace the prize with another prize of equivalent or greater value if the prize becomes unavailable for reasons outside Food and Fibre CoVE's reasonable control. Where the prize is to be delivered to the winner, the prize must be delivered to a New Zealand address. Food and Fibre CoVE makes no warranties about the prize (including as to its quality or fitness for purpose). Who may enter: To enter the Competition, you must meet any entry criteria specified by Food and Fibre CoVE, and comply with these Terms. How to enter: If you do not follow the entry instructions specified by Food and Fibre CoVE and otherwise comply with these Terms, you may be disqualified. Incomplete entries may not be accepted. Generally, entries may not be modified after submission. Number of entries: Unless otherwise specified, you may only enter the Competition once. Winner: Unless otherwise specified, the winner(s) of the prize will be drawn randomly from one prize pool comprising all valid entries on the date specified by Food and Fibre CoVE at the time of entry. Where there are multiple prizes, entrants will not win more than one prize. Where the winner is not determined by a random draw, all judging decisions are made at the Food and Fibre CoVE's sole discretion. Contacting the winner: The winner of the Competition will be announced after determination. Food and Fibre CoVE will take reasonable steps to contact the winner by using the contact details provided at the time of entry. If Food and Fibre CoVE cannot contact a winner within one week after the winner is announced or if the winner is otherwise unable to accept the prize, then the winner will forfeit the prize and Food and Fibre CoVE may select a new winner. 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External resources on Workplace Wellbeing and Culture, including Social Networks for Youth and Women, Communications, Buddy systems. More Information and Help External resources on Workplace Wellbeing and Culture This section includes links to some resources that will support your in better understanding workplace wellbeing and culture. Wellbeing Mental Health Foundation: Te Whare Tapa Whā - A Māori wellbeing model and resource website Ministry of Health: Te Wheke - Another Māori model of health Mental Health Foundation - A key website and resource for mental health in New Zealand A-OK NZ: Be a Mate - A forestry centric mental wellbeing and suicide prevention programme Dairy NZ: Wellbeing - A wellbeing resource for the dairy sector Young Farmers: Get Support - A resource for youth farmers on mental health support Beef + Lamb: Wellbeing Support - Wellbeing support available for farmers Horticulture NZ: Safety and Wellbeing - Resources and information on supporting safety and wellbeing in horticulture First Mate: Wellbeing: A seafood and aquaculture resource on wellbeing Farmsalus: Resources for Rural Professionals and Farmers (pdf) - A resource on mental health and wellbeing Rural Support: Health and Wellbeing - Resources and advice on wellbeing Social Networks for Youth and Women NZ Young Farmers - A place to meet new people and connect with rural communities Young Fish - Networking group for young people in the seafood industry The Food & Fibre Youth Network - A network for young people in food and fibre Future Foresters - A community for young foresters Dairy Womens Network - A network for women in dairy Rural Women New Zealand - A community and network for women in rural work Women in Horticulture - Empowering women within the horticulture sector NZ Women in Wine - Supports women to reach their full potential and progress their careers Communications The following resources are developed by particular industries but can be applied across the sector Dairy NZ: Team Communication - Information on good communication AHDB: Communication for Farm Business (UK) - Information on what good communication looks like in a business on a farm Sharpes: Effective Communication On-Farm - Advice on clear communication Buddy Systems New Zealand Immigration: Worker Wellbeing - Use of buddy systems for migrant staff Indeed: Creating a Workplace Buddy System - Information and advice on implementing buddy systems Click here to find out more on Elements of Wellbeing

This section includes links to some resources that will support your journey and build your confidence in understanding te ao Māori, including on te ao Māori, te reo Māori, Muka Tangata, Other More Information and Help External resources on Māori Cultural Confidence This section includes links to some resources that will support your journey and build your confidence in understanding te ao Māori. Te ao Māori E-Tangata: Understanding Mātauranga Māori - An article by Hirini Moko Mead on understanding Mātauranga Māori New Zealand Intellectual Property Office: Māori IP - Describes what Māori IP is Hirini Moko Mead: Tikanga Māori Book - A comprehensive published book on living by Māori values Te Ara: Whakapapa - An article on whakapapa and what it means Mana: The Importance of Whanaungatanga - An article of whanaungatanga and what it means Te Ara: Families and Hospitality - How to show hospitality through Māori values Ngati Porou: Kaitiakitanga - How to be a kaitiaki for the environment Te Papa: Maramataka - Resources on learning about Maramataka Te Ara: Pōwhiri Process - An article on the pōwhiri process and what it means Te Ara: Tangihanga - An article on tangihanga and what it means Te Reo Māori Reo Māori: Māori Language Week - A description on what Māori language week is Reo Māori: Resources - A list of resources to learn te reo Māori Reo Māori: Where to Learn - Education opportunities to learn te reo Māori Reo Māori: Learn your Mihi - Where to start in learning your mihi Reo Māori: Guide for Pronunciation - How to pronounce the Māori alphabet and words Mahuru: Mahuru Challenge - Set a challenge to help you improve in te reo Te Taura Whiri: Māori Language Commission - A website with dedicated resources on learning te reo Māori Te Taura Whiri: Language Planning Resources - Resources to help set you up to learn te reo Māori Muka Tangata Muka Tangata is the Workforce Development Council dedicated to the food and fibre sector. Their focus is on improving vocational education and training to meet the needs of the sector, iwi and hapū, ākonga (learners), and kaimahi (workers). They collaborate with industries and education providers to offer skills leadership, develop qualifications and standards, and ensure quality assurance. Below are some suggested links regarding implementing te ao Māori in the food and fibre sector: Muka Tangata: Online Seminars - Registration to on seminars to understand how to incorporate Mātauranga Māori at work Muka Tangata: Successful Māori-Centric Practices and Models - Evidenced ways to incorporate Māori values at work Muka Tangata: Skills Framework for Food and Fibre Sector - A framework of skills with te ao Māori embedded throughout Food and Fibre CoVE: Food and Fibre Māori Leadership Development Framework - In development in conjunction with Muka Tangata Other Te Puni Kōkiri: Directory of Iwi and Māori Organisations - To find and discover locations of Māori groups Te Whata: Māori Census Data - To understand more on Māori location and data available Ministry for Primary Industries: Path for Prosperity (pdf) - Plan to support Māori food and fibre sector Reserve Bank of New Zealand: The Māori Economy (2018) - Report on the Māori economy Te Puni Kōkiri: Māori in Horticulture (2020) - A report on the size and share of Māori in the horticulture sector Click here to find out more on Elements of te ao Māori

Check out the following six sections to increase your people’s job satisfaction, boost productivity and keep your team motivated and committed. C lick the section in the employee lifecycle that interests you the most! How do I hire and onboard new employees so they stay for longer? How can I create a positive environment that boosts job satisfaction? How do I grow my understanding of Māori experiences in the workplace? How can I invest in employee growth for maximum impact? How do I follow the law and fulfill my obligations as an employer? How do I support employees in their growth journey? Attracting the Right Individuals Māori Cultural Confidence Training & Development Employer Obligations Mentorship & Coaching Workplace Wellbeing & Culture Employee lifecycle Attract Retain Click here to search the Toolkit Why invest in your people The food and fibre sector is vital to Aotearoa New Zealand's economy, driven by hard-working employees. However, retention rates during the first 12 months are critically low due to mental health challenges, misaligned job expectations, and poor employee-manager relationships. Food and Fibre Centre of Vocational Excellence (Food and Fibre CoVE) has created a toolkit to address these issues, aiming to enhance job satisfaction and retention. Replacing staff is costly, ranging from 30% to 200% of their annual salary, and impacts productivity. Satisfied employees are more productive, improving business performance. Incorporating te ao Māori principles can further enrich the workplace. Investing in our workers secures the sector's future... Paul Hollings Food & Fibre CoVE, General Manager [image] View More Listen to the Audio Version here Download the Printable Version here

Check out the following six sections to increase your people’s job satisfaction, boost productivity and keep your team motivated and committed. C lick the section in the employee lifecycle that interests you the most! How do I hire and onboard new employees so they stay for longer? How can I create a positive environment that boosts job satisfaction? How do I grow my understanding of Māori experiences in the workplace? How can I invest in employee growth for maximum impact? How do I follow the law and fulfill my obligations as an employer? How do I support employees in their growth journey? Attracting the Right Individuals Māori Cultural Confidence Training & Development Employer Obligations Mentorship & Coaching Workplace Wellbeing & Culture Employee lifecycle Attract Retain Click here to search the Toolkit Why invest in your people The food and fibre sector is vital to Aotearoa New Zealand's economy, driven by hard-working employees. However, retention rates during the first 12 months are critically low due to mental health challenges, misaligned job expectations, and poor employee-manager relationships. Food and Fibre Centre of Vocational Excellence (Food and Fibre CoVE) has created a toolkit to address these issues, aiming to enhance job satisfaction and retention. Replacing staff is costly, ranging from 30% to 200% of their annual salary, and impacts productivity. Satisfied employees are more productive, improving business performance. Incorporating te ao Māori principles can further enrich the workplace. Investing in our workers secures the sector's future... Paul Hollings Food & Fibre CoVE, General Manager [image] View More Listen to the Audio Version here Download the Printable Version here