Employable

Conversation Corner: 🤯🤚

Recently, we spoke with a client who had been regularly accepting additional shifts when their employer asked if they could work extra hours.

Our client genuinely wanted to help. They didn't want to let their employer down, and because they had always said yes in the past, they were worried that saying no might change how their employer viewed them or even jeopardise their employment.

But there was a problem.

By continually agreeing to additional shifts, our client was taking on more and more work and was edging closer to burnout.

This led to an important conversation.

Being a reliable and helpful employee is a positive thing. However, being a good employee doesn't mean you have to say yes to every request.

Sometimes, employees can feel that turning down additional work means they aren't committed, aren't being a team player, or might be viewed negatively by their employer. These worries can make it difficult to recognise when you've taken on more than you can reasonably manage.

We encouraged our client to consider their own capacity and recognise that saying no to an additional shift doesn't mean they are saying no to their employer. They can still be committed to their role, supportive of their team, and hardworking while having reasonable boundaries around the additional hours they can take on.

We also discussed the importance of communicating early and professionally. Rather than waiting until they were completely overwhelmed, our client could let their employer know when they weren't able to take on additional shifts.

Our advice? If you are regularly being offered additional shifts and feel that saying no could put your employment at risk, don't ignore the impact that continually saying yes is having on you. Put your response in writing, ideally by email, and be clear and professional about what you are and aren't able to commit to. You don't need to over-explain or feel guilty for having limits.

Being a good employee shouldn't come at the expense of your wellbeing.

Sometimes, saying “I'm not able to take that shift” is not letting your employer down. It's recognising what you need to continue doing your job well.

Conversation Corner: 🤝💬

Recently, we spoke with a client who was experiencing difficulties with a colleague and wanted to raise a complaint with their employer.

Our client knew that something needed to be addressed, but they weren't sure how to approach the conversation. They were concerned about coming across as difficult, making the situation worse, or damaging their working relationship with their colleague.

This led to an important conversation.

Raising a concern about a colleague can feel uncomfortable, particularly when you still need to work alongside that person. However, employees shouldn't feel that they have to simply put up with behaviour that is affecting their wellbeing, ability to do their job, or experience at work.

We encouraged our client to focus on the behaviour and its impact, rather than making assumptions about their colleague's intentions or personality. Being clear about what happened, when it happened, and how it affected them can help an employer understand the situation and determine what support or action may be appropriate.

We also discussed the importance of choosing the right person to raise the concern with, following any workplace policies or processes, and keeping the complaint professional and factual.

Making a complaint doesn't have to mean creating conflict. Raising an issue appropriately gives an employer an opportunity to understand what is happening and, where appropriate, take steps to address the concern.

Our advice? If you have a concern about a colleague, put it in writing, ideally by email. Keep your complaint factual and specific, explain the impact the behaviour is having, and clearly outline what you would like your employer to do. Having a written record of your concerns can help ensure your complaint is understood and provides a clear record of when and how the issue was raised.

You don't have to navigate difficult workplace situations alone. Sometimes, having the right conversation and putting it in writing can make all the difference.

Conversation Corner: 🤝💼

Recently, we spoke with a client who had been invited to interview for a role by someone they knew from high school.

While our client was excited about the opportunity, they were also unsure how the existing relationship might affect the process. They wondered whether knowing the interviewer would help them, or whether the interviewer might worry about appearing biased and decide not to progress them.

This led to an important conversation.

Recruitment decisions should always be based on a person's skills, experience, and suitability for the role. Having a previous connection with someone involved in the hiring process doesn't automatically mean a candidate will be given an unfair advantage, and it also doesn't mean they should be overlooked.

In many cases, knowing someone professionally or personally can simply mean the employer has a better understanding of the person's background, work ethic, or character. However, it's still important that employers follow a fair process and assess candidates against the requirements of the role.

We encouraged our client to approach the interview like any other opportunity — focus on their skills, experience, and what they could bring to the role, rather than worrying about the existing connection.

Our advice? Don't discount an opportunity because you know someone involved in the recruitment process. Relationships can open doors, but your ability to do the job is what matters. Be professional, prepare well, and let your experience speak for itself.

Conversation Corner: 🤝🧩

Recently, we were approached by an employer who needed to make changes to one of our client's roles.

The business had identified that some changes were needed to better support the needs of the organisation. However, the employer wanted to make sure they approached the conversation in the right way, particularly as our client is autistic and they wanted to ensure the changes were communicated clearly and respectfully.

This led to an important conversation.

For many people, workplace changes can create uncertainty. For autistic employees, having clear information about what is changing, why it is changing, when it will happen, how it will work, and what it means moving forward can be especially important.

We supported the employer to plan how they would communicate the changes, ensuring our client had a clear understanding of what was happening and had the opportunity to ask questions, share their thoughts, and discuss any support they may need.

The employer's willingness to seek advice before having the conversation demonstrated a commitment to creating an inclusive workplace. Supporting employees doesn't always mean avoiding change — it means making sure change is introduced in a way that is thoughtful, respectful, and sets the employee up for success.

Our advice? When making workplace changes, consider not only what needs to change, but how that change is communicated. Clear expectations, open conversations, and understanding individual needs can make a significant difference for both employees and employers.

PLOT TWIST: Our client is happier in their new role and is doing better than what they were doing in their previous role, They are no exceeding expectations despite the changes and reports that they feel more skilled and developed for future opportunities.

Conversation Corner: 💼❤️

Recently, we spoke with a client who had found themselves in a difficult situation.

After securing a new job and settling into the role, their partner was offered an unexpected employment opportunity in another region. The couple decided relocating was the best decision for their family, meaning our client would need to resign after only three months with their new employer.

They felt incredibly guilty.

This led to an important conversation.

Most people don't accept a job with the intention of leaving a few months later. Life circumstances can change unexpectedly, and sometimes those changes mean making difficult decisions that were never part of the original plan.

While employers may understandably be disappointed to lose a new employee so soon, most also recognise that significant life events, such as a partner relocating for work, family commitments, or other unforeseen circumstances, can happen to anyone.

We encouraged our client to be honest, provide as much notice as possible, and remain professional throughout the resignation process. Leaving on good terms, completing a thorough handover, and expressing appreciation for the opportunity can help preserve positive relationships and your professional reputation.

Our advice? If your circumstances change, don't let guilt stop you from having an honest conversation with your employer. Handle the situation professionally, fulfil your obligations where you can, and remember that careers are long, and sometimes life simply takes you in a different direction.

Conversation Corner: 📝❌

Recently, we spoke with a client who was concerned after reading their employment agreement.

They had noticed a restraint of trade clause and couldn't understand why it was there. They worried it meant they would never be able to work for another employer if they left their job.

This led to an important conversation.

Restraint of trade clauses are included in some employment agreements to help protect an employer's legitimate business interests. Depending on how they are written, they may place limits on working for a direct competitor, approaching former clients, or using confidential business information for a period after employment ends.

However, not every restraint of trade clause is automatically enforceable. Whether a clause can be enforced depends on factors such as whether it is reasonable in its scope, the length of time it applies, the geographic area it covers, and the legitimate interests the employer is trying to protect.

It's important not to assume that simply because a clause appears in an agreement, it will prevent you from working elsewhere in the future. Equally, it's not something you should ignore. Understanding what you're agreeing to before signing an employment agreement can help you make informed decisions and avoid unnecessary worry later on.

Our advice? If you don't understand a clause in your employment agreement, ask questions before signing. Taking the time to understand your rights and obligations now can save confusion and stress in the future.

Conversation Corner: 💼🤝

Recently, one of our clients' employers contacted us about a difficult situation.

Due to changes within the business, they needed to make our client's position redundant. The employer wanted to handle the conversation as respectfully and supportively as possible, so they asked us to be present during the meeting to help explain what redundancy meant, answer any questions, and support our client through the process.

This led to an important conversation.

For many people, hearing the word "redundancy" can be overwhelming. It's natural to worry about what happens next, but it's important to remember that redundancy relates to the position, not the person's performance or value as an employee.

During the meeting, we were able to help our client understand the process, discuss the support available from both us and the employer, and begin planning the next steps towards finding new employment.

The employer's willingness to involve us demonstrated a genuine commitment to supporting their employee, not just through the formal process, but on a personal level as well.

While redundancy is never an easy conversation, approaching it with honesty, compassion, and practical support can make a significant difference to how someone experiences the transition.

Our advice? If redundancy becomes unavoidable, don't face it alone. Whether you're an employer or an employee, seeking support, communicating openly, and working together can help make a difficult situation more manageable and create a positive path forward.

PLOT TWIST: 🎉 Because of our client's outstanding work ethic and the glowing reference provided by their employer, they were offered another position within the same industry just 10 days later.

Sometimes, even when one door closes, the reputation you've built through hard work and professionalism opens another one sooner than you expect.

Happy to see you tomorrow at Nelson Public Libraries Ngā Whare Mātauranga o Whakatū

Conversation Corner: 🚗📋

Recently, we spoke with a client who was confused about a job advertisement that listed a full driver's licence as a requirement.

The role itself didn't involve driving, so they couldn't understand why it mattered.

This led to an important conversation.

Sometimes a driver's licence isn't required because you'll be driving every day. Instead, it may be needed for occasional travel between sites, attending training, visiting clients, responding to unexpected situations, or simply because the employer wants staff who can travel independently if needed.

In other cases, a licence can be a practical requirement if public transport is limited, shifts fall outside normal transport hours, or the workplace is in a location that's difficult to access.

Every employer has different operational needs, and what may seem like an unnecessary requirement often has a practical reason behind it.

If you're unsure why a qualification or licence is listed in a job advertisement, don't be afraid to ask. A quick conversation with the employer can help you understand what's genuinely required and whether the role is still a good fit for you.

Our advice? Don't assume a requirement is there by mistake. If you're unsure why it's included, ask the question. Understanding the reason behind a job requirement can help you make informed decisions about the roles you apply for.

Conversation Corner: 😤😡

Recently, we spoke with a client who was becoming increasingly frustrated with some of their co-workers.

They felt they were carrying more than their fair share of the workload while other staff seemed to do the bare minimum. Over time, the frustration had started affecting their motivation and enjoyment at work.

This led to an important conversation.

It can be easy to focus on what others are or aren't doing, especially when you care about doing a good job. However, spending too much energy comparing your effort to others can leave you feeling stressed, resentful, and distracted from your own performance.

While it's reasonable to raise genuine concerns if workloads are unfair or if behaviour is affecting the team, it's also important to remember that managers may be aware of issues happening behind the scenes that you don't see.

We encouraged our client to continue taking pride in their own work, communicate professionally if there were legitimate concerns, and avoid getting caught up in workplace negativity.

Employers consistently value staff who remain reliable, professional, and focused, even when challenges arise within a team.

Our advice? Focus on what you can control. Do your job well, communicate respectfully when something genuinely needs addressing, and don't let someone else's work ethic determine your own.