What's stealing valuable time from Human Resources?

 

What do you need help with?

 

Tick the areas your interested in and we will send you all you need to know about how we can help.

Paperless Onboarding

 A better first impression, without the paperwork. 

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Performance Reviews

Reviews that actually happen on time.

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Engagement Plans

Turn engagement data into meaningful action.

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Dawson’s expertise and responsiveness made the transition (to paperless onboarding) smooth, and we’re now benefiting from a much more efficient and professional onboarding experience. 

 

- PNS Tamatea

We have been live with the PPR booklets for three months and have achieved compliance across all departments. The supporting  tracking system is  easy to use, and highly effective. Automatic emails ensure department managers are aware of upcoming reviews, helping maintain consistency and accountability.

 
- NW Warkworth

We have worked with Craig since 2024 to provide my management team with strategies to increase performance and culture throughout the store.  The work has been highly relevant, and the team has reacted exceptionally well to Craigs delivery style.

 
- PNS Rotorua

ACHIEVING PAPERLESS ONBOARDING!

  • Hiring and onboarding new staff shouldn’t eat up the week. Yet for many stores, this process still mean hours of paperwork.

  • We help stores modernise their onboarding processes by eliminating manual paperwork with a fully digitalised process.

  • All key documents such as the Letter of Offer, IEA, Employee Handbook, KiwiSaver forms, and more can be completed online.  No more piles of paper cluttering your office. 

"The transition to a fully digital onboarding process has greatly streamlined the way we manage documentation.  What was a time consuming, paper-heavy process is now efficient, well structured and easy to navigate."

PAINLESS PERFORMANCE REVIEWS!

Whether you call them IPP's, PPR's, IEP's or just simply performance reviews.  This one-on-one system is critical for getting leaders to connect with their teams and for individuals to feel connected to the business.

How to get the most out of your review process...

  • Milestones that matter

    30, 60 and 90 day reviews shouldn’t feel like Groundhog Day. Each stage should focus on what matters at that point — settling in, building capability, and performing at the level the business needs.

  • Simple and focused on growth

    Reviews should help people improve. The process should encourage conversation — not feel like a checklist.

  • A two-way conversation

    A review isn’t something done to someone. It’s a discussion about what’s working, what’s not, and what happens next.

  • Continuity between reviews

    Nothing frustrates people more than repeating the same conversation. Good systems carry forward commitments and progress.

  • Manager ownership

    Managers should drive reviews in their departments. HR supports the process — they shouldn’t have to chase it.

  • Simple tools

    Whether digital or paper-based, the system should be easy to use and focused on improving performance.

  • Clear tracking

    Leaders should be able to quickly see what’s due, what’s completed, and what needs follow-up.

We can help you achieve all of that.

 

Craig worked with us to design and implement a structured PPR process that empowers managers to confidently hold effective 1:1 conversations with their team.  Prior to this, many of our managers were understandably nervous about having these discussions, and Craig’s approach helped remove that uncertainty.

Together, we developed 30/60/90-day and four-monthly PPR booklets, supported by an interactive training session delivered by Craig to our management team."

TURNING ENGAGEMENT DATA INTO MEANINGFUL ACTION PLANS!

Every year engagement surveys generate a lot of data. But data on its own doesn’t improve engagement. What matters is how leaders interpret the results, communicate them to their teams, and turn insights into meaningful action.

TURNING ENGAGEMENT DATA INTO MEANINGFUL ACTION PLANS

 

  • Make the data easy to understand
    Engagement survey reports can be time-consuming and difficult to navigate. We use a simple process to extract the key insights that actually matter.

  • Show managers what matters to them
    Most stores focus on the overall store score. But engagement happens inside departments. We break the results down so each manager can clearly see where they need to focus.

  • Communicate the results clearly
    Good engagement processes are transparent. We provide simple communication templates for Beekeeper, posters, and breakroom TV screens so teams understand what the survey revealed and what will happen next.

  • Turn insights into action
    Data only matters if it leads to change. We work with HR to run one-on-one debriefs with managers, helping them turn results into practical action plans.

  • Put ownership where it belongs
    HR can support the process, but engagement ultimately belongs to managers. They shape the daily experience of their teams.

We would love to talk with you about how we have helped stores with all of this.