Vivere Issue 08 by Bartercard New Zealand

bartercard

issue eight

Being Approachable . Understanding Personalities . . Travel Samoa . Planning to Succeed . . Managing Gen Y .

CONTENTS

THE CEO’S DESK 3 FROM Being Approachable

TO SUCCEED 13 PLANNING Easy steps to ensure you reach your goals in 2010

4 CALENDAR Branch closures over the Christmas period

GEN Y 14 MANAGING Generation Y is changing the business landscape and learning

5 NEWS Bartercard NZ Nominated for a Vero Business Award 7 A PUPPY DOG’S TAIL FIRST DISCIPLINE 8 THE Setting Expectations FIELDS 10 MAGNETIC Understanding people’s management styles through their personality type

how to manage your younger employees is vital

LOOSING STAFF COSTING YOUR 15 ISBUSINESS?

More often than not retaining your staff will save you money and increase your service levels and profits

SAMOA 16 TALOFA Explore the beautiful and vibrant islands of Samoa MEMBERS OUT & ABOUT 18 BARTERCARD Pictures of Bartercard members at various events from throught the county in the past two months

www.bartercard.co.nz Not a member of Bartercard? To find out more and join the world’s largest trade exchange phone 0508 BARTER (227 837) or visit www.bartercard.co.nz

bartercard vivere PRODUCED BY Bartercard New Zealand Marketing Team Marketing Manager: Emma Oliver Graphic Designer: Juran Haurua Marketing Assistants: Melissa Marcinkowski, Lindsay Jopson Please contact your Trade Broker with any Advertising queries. CONTRIBUTING WRITERS Sarah Ferguson, Emma Oliver

Bartercard New Zealand Limited PO Box 101 563 NSMC, Auckland Email: info@bartercard.co.nz Website: www.bartercard.co.nz

FROM THE CEO’S DESK

Being Approachable A

s business leaders we need to be approachable. Have you ever come across people in business who you have worked with or for, who see themselves as above everyone? They walk around with an air of superiority and look down their nose at you; you get the picture of the type of person I am talking about. It’s these types of people that give business leadership a bad name. How do we avoid becoming that person ourselves? A simple rule I have lived by is that “I am not above anyone”, on the other hand I am not below anyone either, I see all people as equals regardless of what they have done or what fancy title they may or may not have. By having that sort of thinking you will quickly find that all people are interesting and have value and with the interaction you have with people they may be adding value to you or you may be adding value to them. Try it and see how it goes for you. Let me ask you a question, when someone knocks on your door at work do you see them as an inconvenience or an opportunity? Too often we can get so bogged down in doing things we forget that as leaders it’s all about people and people are looking to the leaders to show the way, overcome obstacles and sometimes just be an ear to allow them to let out their frustrations. We need to be available to people and remember that in being available we are actually doing the best thing we could be doing at that time as that is when that person knocking on your door needs you. Another way I find that helps make you approachable is to get out of your office and walk through the offices of your staff; you will be amazed at how much your staff will appreciate knowing that you are easy to talk to. The same principle works with your customers as well, get out and visit with your customers in their environments or a neutral environment. If you run a retail business make the time to walk through your store and talk with customers and staff you will be amazed how people will react to you when you do this. When you are out in public situations, at business functions or social functions are you easily approachable? The simplest way to let people know you are approachable at functions is to make eye contact, acknowledge their presence and be the first start a conversation. As business leaders it is vital to be approachable, to be available and to make people feel at ease when they are around you. Remember as leader’s people are following you and people want to follow someone they feel comfortable being around, so make it a goal to be approachable.

Paul Bolte, CEO Bartercard New Zealand

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CALENDAR

S A M S H E T C S R I N U R 9 A S H 0 R O 0 C B L 2 C

THE FOLLOWING BRANCHES WILL BE CLOSED DURING THE CHRISTMAS PERIOD The following branches will be closing at 5.00pm on Thursday 24th December 2009 and re-opening on Tuesday 5th January 2010. Auckland North Auckland South

Waikato Tauranga Rotorua Taranaki Manawatu Nelson South Canterbury (Closed until 18th January) Dunedin Invercargill (Closed until 11th January)

The following branches will remain open with skeleton staff (Excluding Statutory Holidays). Auckland Central Hawkes Bay Wellington Christchurch

MERRY CHRISTMAS & HAVE A SAFE & HAPPY HOLIDAY 4 vivere

NEWS Bartercard News

Congratulations to ActionMail of Albany (Auckland North) On winning a T$300 Travel voucher for the month of November just for trading more than T$1,000 during the month! To qualify to be in to win this month all you need to do is transact a minimum of T$1,000 during December and you are automatically entered into the draw.

NZ’s best business support celebrated B

etter business support is helping business work through the changing business landscape with ideas, information, products and services that challenge the now and prepare business to achieve its longer term goals.

Finalists in the 2010 Vero Excellence in Business Support Awards have achieved results for their business customers despite the challenges of a very different economic environment. They have spent 2009 working ‘on’ New Zealand business to ensure they are well placed and prepared to come out of the recession with improved efficiency and productivity. They have kept business vigilant on key areas such as education, research & development, innovation, sustainability, cashflow, business culture and productivity. A record number of nominations and entries for the 2010 awards also signals this growing commitment to business excellence and business capability in New Zealand. The Vero Excellence in Business Support Awards are in their sixth year, held annually and sponsored by Vero and BDO, they were founded by business support specialist, Sarah Trotman of Bizzone. The awards are a key event in the lead up to the annual Bizzone Business Expo, New Zealand’s largest event for business. The winners will be announced on 20 May at a gala black-tie dinner attended by over 400 guests at the Auckland Town Hall. Nominations and entries for 2010 were stronger than ever says Bizzone managing director Sarah Trotman. “New Zealand businesses have an ever improving backbone of business support organisations whose goal is to grow business and make them more competitive and sustainable” says Trotman. “The evaluators were thoroughly impressed by the number of support organisations achieving outstanding results for their business customers – choosing winners this year will be extremely difficult.” The award finalists were from large, small, private, government sector and not-for-profit organisations – all with a commitment to growing business in New Zealand, Sarah Trotman says. “They included educators, business advisers, technology companies, government departments, Chambers of Commerce, local government, product suppliers, and service industry companies; altogether the support services being offered by these companies are truly excellent.” Finalists were spread throughout New Zealand with government and Chamber of Commerce sectors having particularly strong entries; finalists from these categories included The Otago Chamber of Commerce, Rotorua Chamber of Commerce, Enterprise North Shore, Waitakere Enterprise, IRD, carboNZero and Statistics NZ. Some of the country’s largest companies are also finalists: Kiwibank, Bartercard, UniServices, The Interface Financial Group and Fuji Xerox New Zealand will all compete in the Large business $10 million+ category. Individual finalists for 2010 are Rod Oram from Evanston Enterprises Ltd (Auckland), Mike Tournier, Business Development Manager, carboNZero programme Landcare Research (Christchurch) and Peter Meggison, Kiwibank (Wellington). 2010 marks Vero’s sixth year as Foundation Sponsor of the Excellence in Business Support’ Awards. Vero was awarded a Gold Medal by the New Zealand Business Excellence Foundation in 2008 for its own business excellence programme, one of only two organisations currently at this level. Roger Bell, Chief Executive of Vero Insurance, the Foundation Sponsor of the awards, says, “Having won gold for business excellence we recognise the great value of providing excellence in business support. We congratulate all of those who entered this year’s awards and this year’s vivere 5

NEWS Bartercard News finalists who are providing business support in so many innovative ways to businesses throughout New Zealand. This support is invaluable to so many companies, and now even more so, as we all face a more challenging world economy. “It is inspiring to see the increasing numbers of entrants who demonstrate international levels of best practice in their businesses and quality support as a key part of their business.” The 37 finalists were selected by The New Zealand Business Excellence Foundation to provide an independent and robust evaluation process for the awards’ 10 categories. “Excellent business support assists New Zealand businesses to build capability and capacity and in doing so they become more competitive and sustainable,” says Mike Watson, chief executive of the New Zealand Business Excellence Foundation. “Companies offering excellent business support demonstrate a clear understanding of their customers and markets, have an understanding of customer requirements and knowledge of whether or not they are meeting customer requirements. This is backed up by business results demonstrating that they are successful, for example in the areas of customer satisfaction, customer retention, referrals and repeat orders. “In finalists we look for organisations that demonstrate they have robust processes in place to address key business and stakeholder/customer requirements. The delivery of products and services should be based on sound processes and the business should demonstrate clear direction and specific objectives to achieve success. Most importantly we look for evidence of success via the outputs and outcomes from business processes.” The 2009 overall Vero Excellence in Business Support Awards winner was the Ministry of Economic Developments Insolvency and Trustee Service.

Vero Excellence in Business Support Awards Finalists for 2010 BDO Spicers Business < $5m T/O One on one Offering Kerridge and Partners Escalator Service The Learning Wave Life Care Consultants BDO Spicers Business < $5m T/O One to many Offering Dispute Resolution Services Maclean Computing ActionStep New Zealand Business Forums BDO Business $5-10M T/O Designworks Video Pro Digital Island BDO Large Business > $10m T/O Bartercard UniServices The Interface Financial Group Fuji Xerox New Zealand Kiwibank

BDO Not-for-Profit Leadership NZ The Otago Chamber of Commerce Rotorua Chamber of Commerce Waitakere Enterprise BDO Government Local & National carboNZero programme EECA (the Energy Efficiency and Conservation Authority) Inland Revenue Statistics New Zealand BDO Education Provider Leadership NZ Escalator Service Life Care Consultants Ochre Business Solutions BDO Regional North Island Rotorua Chamber of Commerce Enterprise North Shore The Web Company GoFi8ure BDO Regional South Island The Otago Chamber of Commerce Enable Networks BDO Individual Mike Tournier - carboNzero Peter Meggison – Kiwibank Rod Oram - Evanston Enterprises Ltd

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NEWS Bartercard News

A PUPPY DOGâ&#x20AC;&#x2122;S TAIL... H

aving been Bartercard members since 1997 I (Peter) and Maryanne at BRIDGE Personnel have used the services in numerous business environments for everything from Entertainment of clients to paying consultant commissions, office decorations, upgrades and support, not to mention company car maintenance and upkeep. Needless to say we thought we, as Gold Card members, had used Bartercard services in just about every way we could that would suit our own particular situation over the years. Recent events however made clear to us that we had not appreciated the sheer breadth of services available through the directory. One of our family pets (a 4 year old Border Collie called Meg) had pulled up lame after an afternoon in the garden and an urgent visit to the vet served to give us worrying concerns that she done herself a nasty bone, joint or ligament damage from something as innocuous as tripping in a garden pot hole (which she had probably even dug herself).

Knowing the potential for serious costs for treatment we checked the Bartercard directory to find Animates listed and with their Silverdale location close by we called straight away to set up the initial visit. The very helpful personnel there, needing to be thorough, advised a pre X-ray with the very real possibility of an operation under full anaesthetic, with costs potentially climbing quickly to $2000 plus. Speaking with some friends about this traumatic situation we received differing responses ranging from almost tearful sympathy to the more pragmatic suggestions of having to have Meg put to sleep if we could not afford the treatment. You can imagine our feelings. Not knowing the situations of other Bartercard members in tough economic times in addition to all of this, but we certainly had no chance of making anything like that amount available in the cash world. Plus the fact that our current Bartercard status was pretty close to its then credit limit. I have to say however that with just one phone call to Gavin our North Shore Trade Broker, together with a review of our trading history (plus an explanation of Megâ&#x20AC;&#x2122;s crisis of course) a credit facility was put in place to allow us to go ahead with Megâ&#x20AC;&#x2122;s treatment. This took away a very stressful worry straight away and allowed us to get Meg the treatment she deserved as a member of our family. All in all a very big thank you goes to all at Bartercard and also to a vet with vision enough to be registered with them. Meg is on the mend now and says Thanks.

Meg at home

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BUSINESS The First Discipline

The First Discipline “If you don’t set expectations up front… you are dead in the water.” Morrison R. Plaisance Vice President -- International Operations Eastern Hemisphere, Diamond Offshore

o Plaisance was just a teenager when he followed his father into oil drilling. Now, with over forty years experience, he is an icon of one of the most dangerous industries in the world…offshore oil drilling.

When he speaks it is with the passion of a man who loves his work and cares a great deal about those who work on the oil rigs. He knows the value of sound leadership and clear direction. Too often he has experienced the unnecessary death or injury of friends and colleagues simply because leadership was lacking. So when he said to us over dinner a few months ago, “If you don’t set expectations up front… you are dead in the water”, you couldn’t help but think that he had in fact seen people dead in the water. From anyone else this might have been a cliché, but not from Mo. Thinking it over later we basically agreed that where leadership

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and execution are concerned setting expectations IS…THE FIRST DISCIPLINE. The motivational theory behind expectations is straight-forward…An individual will act in a certain way based on the expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.[1] As a manager then your task becomes simple. Explain clearly and concisely what is expected and then describe just as clearly: 1. 2.

The benefits of meeting that expectation. The consequences of failing to meet that expectation.

The problem arises when expectations are either not set or not clear. When they are not established up front it leads instantly to a situation that is not only impossible to manage but extremely difficult to retrieve at a later time. As Mo articulated so clearly, “you are dead in the water”.

Setting Expectations You can set expectations across a diverse range of areas but mostly they will fall into two categories: • Expectations on a certain level of performance (Result). • Expectations on behaviour (This is the one we think is done most poorly).

Five keys to setting expectations 1. 2. 3. 4. 5.

Prepare. You need to be very specific so know exactly what you are going to say. Keep things simple and direct. Be black and white. There is no room for grey. Be clear on the benefits of meeting expectations and the consequences of failing to meet them. Confirm that people know and understand.

Finally, You will note the use of the word SET expectations. The implication here is that they are not for consultation, discussion or debate they are SET...like concrete. Note also the use of the words UP FRONT. In other words…before we start. Before we start this job…before we start this project… before we begin this task…lets set expectations. Mo Plaisance….Setting expectations…the FIRST DISCIPLINE!

Mark Bragg and Martin West [1](Victor Vroom, Work and Motivation, 1964)

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BUSINESS Understanding Personalities

MAGNETIC FIELDS By Allie Mooney

ome managers attract people like magnets, other can be toxic and repelling because their strengths are out of balance.

As well as other useful stuff, observing personalities has helped me understand how bosses operate out of different leadership styles. It’s uncanny. When you identify their personality type, which are basically four types, Playful, Powerful, Peaceful and Precise, you can see how true to form they lead and manage people according to how they have been wired at birth. If they aren’t operating out of their strengths they can be toxic and repelling. Each personality has different strengths and accompanying weaknesses (their strengths out of balance).

Balancing Factors I once worked for a boss whose staff retention was abysmal. She couldn’t see that her direct and terse manner, forgetting to say please and thank you, wanting results no matter what, only caused staff to feel discouraged and burnt out, resulting in a blowout which soon became a walkout. If only she could see that: • Her strength of the Powerful achievement drive was way out of balance and caused a lot of the problems and tensions at work. • Not everyone operated from how she viewed the world. If you have identified when your boss operates out of his or her strengths, you may also be able to identify those whose strengths have defaulted to weaknesses.

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Powerful Weaknesses Because they want action, these people can come across as:

• Be frivolous both in spending money and conversation.

• Bossy, impatient, domineering, and insensitive – the judge, jury and executioner wrapped up in one person.

• Avoid confrontation at all costs, as their greatest fear is loss of social acceptance and approval. Get trapped into people pleasing to stay on everyone’s side.

• A Lone Ranger because they enjoy the fruits of their own productivity. • Demanding and tyrannical when things aren’t going at the pace they want. • Restless to the point that most meetings bore them because they get the picture quickly. You can see them switch off and drift onto other thoughts and plans as other types talk around, look at the down side and go off on tangents. They don’t really care if you don’t like them. It’s all about productivity. If only they didn’t expect others to produce as they do.

Playful Weaknesses Their love of people more than work tends to get them into all sorts of strife with others. For instance when their time management is pushed to extreme or out of balance, they become time poor, resulting in a reputation for being late, overlooking deadlines and over-committing. These types can wear thin with others. They can be seen as loud, distracting and “do they really do any work? They can be seen as shallow and superficial.

• Find it hard to be direct and avoid the hard issues, again because social acceptance and approval is so big for them. • Lack follow through – they volunteer for all sorts, but are short on application. Not every Playful is like this, but they have to work hard at these areas.

Precise Weaknesses The very thing that makes these types brilliant can be their very thorn. Their ability to organize well, get things done in a systematic way, their logical thinking, when pushed to extreme or overdone, can come across as nit picky, pedantic and perfectionist prone. They so want to get things done right, they have a tendency to spend too much time in preparation and can: • Be suspicious of others and certainly wouldn’t take people at face value. Prove yourself first! • Put a dampener on ideas in meetings particularly. That isn’t their intent, but they like to know the downside of all that could go wrong and tend to go there.

They tend to: • Butt in, over talk, and change the subject which can infuriate the listener. When they don’t get their needs met, they get even louder.

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BUSINESS Understanding Personalities

Peaceful Weaknesses

Give Them Heaps

Peacefuls are reluctant to make quick decisions and don’t speak up when others want them to. This can frustrate certain types, especially the Powerful. Leave them to tackle things at their own pace. They prefer to digest information and then they will rise to the occasion, but often they are pushed and goaded. When that happens they show their colours in a passive procrastinating way:

This overview is a snap shot of the type of magnetic boss you might have. If they are attractive appreciate them through what they need: • Powerful – credit for abilities and accomplishments. • Playful – attention, affection, approval and acceptance.

• Time is not of the essence for these ones, they consider time is on their side. • They are not influenced by externals and nothing seems to phase them.

• Precise – space, silence, sensitivity and support. • Peaceful – respect and value. If they are repelling by the way they are operating, give them the same. You can’t lose both ways. Go try it.

• They are very strong willed – you could say stubborn.

Let me know if it works. As relationships are most important to a Peaceful, good relationships equal wholehearted support from them. Don’t ask them to take sides in a conflict – they will just support both parties after the issue has been dealt with (whether correctly or not). They can be too laid back at times and want to keep things the way they are. Others would call this avoidance, but they would say “procrastination is the art of keeping up with yesterday”.

Allie Mooney is an informative, entertaining and fun professional speaker who has won many speaking awards including Speaker of the Year (3 times), Most Entertaining (twice), Most Inspirational Speaker and Author of the Year for her best selling book “Pressing the Right Buttons”. Her subject is universal and is guaranteed to be the talking point of any conference which she simply brings alive with her entertaining, yet informative presentation style.

Allie Mooney with the National Speakers Association Speaker of the Year Award 2009

Contact Allie at mooney@maxnet.co.nz www.alliemooney.com Ph. 09 473 6783 or Mob 027 260 8532 12 vivere

BUSINESS Plan for Success

Planning to Succeed There are no secrets to success. It is the result of preparation, hard work, and learning from failure. – Colin Powell

any businesses write great planning documents only to leave them in a draw unattended until the next year of planning. We all know it is easy to get bogged down with the day-to-day tasks in a business although it is important that these plans are put into action so your are able to work towards greater success. It is important to plan, but it is more important to act on the plans you make! Instead of being reactive in your business, being proactive can bring great rewards. Plan for success in your business by using these few simple steps to put your plan into action. 1 Be S.M.A.R.T Set Specific, Measurable, Attainable, Realistic and Timely goals. You need to make sure all of your goals meet this criteria. Specific – by being specific about your goal you have a higher chance of accomplishing it. Answer the six “W” questions; Who, What, Where, When, Which & Why. Measurable – If you can’t measure it, you can’t manage it. Measure progress as it occurs. Attainable – the goal needs to stretch you whilst still being attainable. The feeling of success will keep you motivated. Realistic – it needs to be “do-able” Timely – Set timeframes for your goals. 2 Make a to-do list Make a list of specific tasks that you must undertake to bring you closer to success. Once you are done look over your list to make sure you have not included any small tasks that you complete as a part of your normal day. For example: collect the mail. If so get rid of them. Save your weekly/daily to do list for actions that will have an impact on reaching your goal.

4 Prioritise your to-do-list Once you have reviewed your list, start to number the items by priority. Are there daily business tasks you are able to delegate to others so that you are able to remain focused on your end objectives? Once you have your items prioritised it is time to enter them into your calendar. 3 Have a completion date in mind This comes back to the “T’ in SMART – have an end date in mind. Think of your business goal and plan in the same way an athlete would for an Olympic event. Take the end goal and break it into manageable steps. Write the completion date of your goal into your calendar or on a wall planner and then plan backwards to today writing each step from your list that it will take to achieve your goal. Enter weekly or even daily tasks that will help you edge closer to success. When broken down in this way it will seem so much easier to reach your goals. 5 Set your plan in action Set aside a small window of time each day to work towards you goal. Select a time when you will not be interrupted so you are able to focus. Make sure you close your email programme, turn off your phone and let people around you know that you are unavailable. Review your tasks for the day starting with those with the highest priority. Remember your goals need to be reviewed regularly – don’t write them down and forget about them until it is planning time next year. By breaking down your goals into manageable, measurable tasks success will be yours in no time!

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BUSINESS Generation Y

MANAGING GEN Y Generation Y is changing the business landscape and learning how to manage your younger employees is vital. The key to winning the respect of this generation is by providing strong highly-engaged leadership. To bring out the best in GenYers, managers must carefully manage their expectations, never downplaying negative aspects of a job, always telling it is like it is.

Below are some tips on how to employ and manage your Gen Y employees. When you are interviewing young people, don’t ask them why they left their last job/s. One of the most notable characteristics of the Generation Y work force is that they will switch jobs over the course of their careers more than any generation before them, holding as many as 20 jobs before they retire. “The portability of retirement benefits and a lessened need to vest has contributed to this.” Gen Y thinks of it as a job, not a career and it is highly unlikely for them to stay at a job for more then five years. They want new experiences and opportunities constantly. Instead of asking why they left their last jobs ask about their commitment to doing good work for you right now. Don’t bother thinking you’re hiring someone to stay at your company longer than you can keep the learning curve steep.

Manage a young worker every single day. But think of yourself as a coach. Check in. Help prioritise, teach tricks, and steer their path. Independence is definitely not what young people are all about. They want mentoring, teamwork and responsibility. Just be sure to give them work that is challenging enough to them to warrant daily input from a coach. Essentially Gen Y want to know how their work fits into the big picture. How does it help the company? How does it help the team? And don’t even think of delegating those projects that involve five hours pushing papers or stuffing envelopes.

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Forget about nine to five. Gen Y have a demand for flexibility unseen in other generations. With the technology there is today, and frankly Gen Y probably owning more gadgets than your business, they feel as though they should be allowed to work out of the office, with flexible time and hours. They crave more of a work-life balance then past generations. They feel as if they get their work done on time then why does it matter where and when it’s done? Figure out the hours you need to be able to definitely see this person’s face in the office. The rest of the hours are up to them. If you tell them you need to see their face nine to five, you better be sitting next to them the whole day, saying things that could never be emailed.

Above all… Learn to use Technology. When a whole generation is addicted to it, you can’t ignore it. Baby boomer lifestyle is not going to dominate the office forever. Make the switch now before you are too slow to keep up with conversation.

BUSINESS Recruitment

Is losing staff costing your business? Most businesses don’t put a lot of thought into a building a long-term employee retention strategy. Unfortunately losing staff can be costly in terms of recruitment, lost knowledge and time taken to up-skill and train new employees. More often than not retaining your staff will save you money and increase your service levels and profits. No matter where you are with developing a employee retention program, there are potentially still some areas in which you could improve. Below are a few easy ideas that may be able to help you develop a plan to retain your most valuable employees.

A Good Recruitment Strategy Equals Better New Employees M any employers tend to focus retention efforts on their long-term employees, but some of the most effective programs are those that emphasise the benefits of long-term employment from the employee’s first day on the job. Take time during the interview to ask candidates about their long-term plans and ask how this job figures into them. Get a clear picture of how they will fit into your business by letting current employees interview candidates and give the candidates an opportunity to speak with them. Develop a short-term, performance-based bonus and compensation system that rewards continued employment at three months, six months, a year, and so on.

Providing the Right Rewards Retention reward programs aren’t exactly a new idea, but designing a reward program around prizes your employees pick is an innovative twist on this long-used technique. Remember, reward systems don’t really work if employees don’t really care about the prizes. Ask your employees to find out what they really want. Some unconventional suggestions might include things like extra time off, or being excused from one of the more tedious duties for a day, a week, or a month.

Think Like Google Most companies are not like Google and other businesses you see on television with young and energetic company cultures. While riding scooters and bicycles around the office in casual clothes might not be your style, it is possible to introduce a spirit of creativity to the workplace. Consider allowing your employees a couple of hours each week to dedicate to their own work-related interests, like researching new products or services, or spending time in a different area. A sense of innovation in the workplace can really boost employee retention rates.

Make it Fun Although many employees say that compensation is the most important consideration when choosing to leave a position, some experts feel that the real issue is more complex. According to some research the most important motivation to stay with a company is being able to have fun on the job. This doesn’t mean that you have to have a constant stream of entertainment for staff, just simply employ some strategies that bring in the ‘feel good factor’ for them. Some suggested ideas are; regular, fun performance competitions or perhaps spontaneously handing out gift certificates or other surprise rewards when a team member is “caught in the act” of providing excellent service.   At the end of the day your goal should be to create a culture that helps you to retain your staff. As an owner or manager make it your job to remain focused on enhancing the features of your workplace that are likely to convince employees to stay, and eliminating those that might drive them away. A comprehensive strategy that blends together multiple employee retention techniques is likely to be most effective. Combine one or more strategies, and keep experimenting until you find a system that works for you and your staff.

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TRAVEL International Destination - Samoa

TALOFA SAMOA S

amoa is now rebuilding after the devastating effect of the Tsunami that hit these beautiful islands in September this year.

Samoa consists of ten islands with Savii and Upolu being the largest of these. The country’s capital of Apia and the Faleolo International Airport are both located on the main island of Upolo. Rent a car from Frangipani Le Pua Car Rentals in Apia to head out and explore the island of Upolo. Apia Beach, Samoa These enticing South Pacific islands are surrounded by beautiful coral reefs and lagoons where you will come face to face with multicoloured coral and other marine life in the lovely lagoons. Upon the Islands there is a bounty of natural treasures to explore such as volcanic peaks, overgrown maws of extinct craters, eerie lava tubes, tumbling waterfalls which plunge into swimming holes. By the time you have explored the island, the rugged sea cliffs and rainforests you will look forward to relaxing on the coastline. The coasts are full of coconut plantations palm trees and magnificent white sandy beaches. Samoa’s average annual temperature is 26.5°C in coastal areas, with a decrease in temperature as the land rises inland, while humidity averages around 80%. The most desirable time to visit Samoa is between May & October as this is the country’s dry season. This is also the time that the major Samoan festivals are held. Hotel Elisa is situated on the island of Upolu. The hotel has magnificent views of Apia’s harbour and surrounding mountains. Wake up and enjoy the sunrise or perhaps take the time to savor the sunset whilst sipping on a refreshing cold beverage. Stevenson’s at Manase is located on the picturesque Manase Beach on the North Coast of Savaii Island. Approximately 45 kms from the Salelologa Wharf on Savaii Island. If you are looking for an escape this is the place. Traditional materials have been used to create a rustic appeal so you will feel like you really are relaxing in Samoa. If you are using public transport from the wharf terminal, just hop on the Manase Bus and ask the driver to drop you off at Stevenson’s at Manase.

Samoan Waterfall Waterfall at River Rere

Contact Bartercard Travel for further information on visiting Samoa with Bartercard. Freephone 0800 228 722 or visit www.bartercardtravel.co.nz

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Samoa Address Book When travelling to any South Pacific Island you should not miss out on a visit to the local markets. Here you will find a plethora of treasures at bargin prices. At Apia’s Flea Market you will find everything on offer from cheap clothing to handcrafted coconut shell jewelry. For food bargains you will want to visit Apia’s vibrant Maketi Fou. Here you will be able to sample local cuisine including sweets and freshly brewed koko Samoa (local chocolate drink). After a busy day of shopping Cappucino Vineyard is the best place in Apia to relax under an umbrella for a cappuccino, espresso or a latte made from freshly roasted beans. Enjoy a light breakfast or sashimi, salads, sandwiches & American burgers for lunch. For dinner seek out Swashbucklers in the Apia Yacht Club right on the waterfront! Swashbucklers is the choice of locals and international visitors alike. Enjoy a superb meal on the deck while overlooking the rich blue waters of the Pacific, this is local fare at it’s best. After dinner head to Cocktails on the Rocks on Apia’s Waterfront. This is a unique waterfront bar with the promise of exotic drinks in an equally exotic setting. Don’t underestimate the amount of time you will want to spend exploring the islands and waters of Samoa or relaxing on its sun-baked sandy shores. Follow the lead of Samoa’s generous spirit and just spoil yourself. Once you reach this island paradise you will not want to return.

HOTEL ELISA The hotel has 22 luxurious air-conditioned rooms or 14 budget rooms. The Restaurant, Souvenir Shop, and Internet Cafe are also available on Bartercard. Phone: 0068 521 116 www.hotelelisa.ws STEVENSONS AT MANASE Manase, Savaii Island Contact Bartercard Travel for Bookings CAPPUCINO VINEYARD Open Monday to Saturday from 7.00am -11.00pm. C U Lane, Apia Central Phone: 0068 522 049 COCKTAILS ON THE ROCKS Beach Rd, Tauese Phone: 0068 521 751 SWASHBUCKLERS Apia Yacht Club, Mulinuu, Apia Phone: 0068 528 584 FRANGIPANI LE PUA CAR RENTALS Lotopa, Apia Contact Zac in New Zealand Phone: 09 527 8500 or 027 451 7881

Sunset in Samoa

Tropical Hut, Samoa

Samoan National Flag

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Warehouse Stationery Sale 18 vivere

Christchurch Golf Day

Bartercard Platinum Lunch

Wellington Golf Day

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Bartercard is a �� business tool that �� increases profits through new �� customers and �� improved cashflow �� Have you called Bartercard yet? 0508 BARTER (227 837) �� www.bartercard.co.nz

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