Putting People First: How SiteCare Builds a Workplace Where People Thrive

Creating a workplace where people feel supported, valued and able to grow doesn’t happen by chance. For Taupō based company SiteCare, it’s the result of several years of intentional decisions, consistent leadership and commitment to a belief that looking after people is essential to long-term business success.

Recognised as Employer of the Year at the Unison Great Lake Taupō Business Awards in 2025, the award reflects what SiteCare has been prioritising for many years: building a strong, supportive, people-first culture where their team can thrive.  As General Manager, Scott Olsen highlights being a good employer means: “bringing more to the table than an employer is obliged to do, our business acknowledges that committing your time to an employer and a role is a significant part of an employee's life and we want to recognise that”.

Established in 1997 by Taupō local Graeme Wilson, SiteCare began by providing maintenance services to fuel stops across the region. As demand grew, so did the business, eventually expanding nationwide and diversifying into four key service areas: Environmental, Waterways, Property Services and Projects.  Alongside this growth, emphasis was placed on attracting the right team, developing skills, creating career pathways and offering valuable benefits.  

Getting the right people, from the start

One of SiteCare’s strongest beliefs is that attitude and organisational fit are just as important as technical capability. Scott says that “organisational fit is often prioritised above some other attributes during the recruitment process, skills can be developed on the job and experience can be gained, but the fundamentals of someone’s values are often more hard-wired.”

Rather than relying solely on traditional advertising for new team members, SiteCare actively encourages employee referrals, offering financial incentives to team members who recommend suitable candidates.  This approach recognises that great people tend to know other great people, and it has proven to be one of SiteCare’s most effective recruitment tools.

Once on board, new employees are supported through a structured induction process. This includes a tailored induction plan, introduction to company values, pairing with a buddy and regular check-ins to ensure they are confident and set up for success from day one.

Supporting wellbeing, balance and growth

During the post-Covid period, when staff shortages were across many industries, SiteCare focused on looking after the team they already had and making themselves attractive to potential employees.  Scott says, “there is a genuine commitment within the business to support employees in ways that are meaningful to them.  This starts with recognising that everyone’s needs and priorities are different; whether it is additional leave, support with training or qualifications or being able to duck out to school events we aim to offer something for everyone.”  

Rather than taking a one size fits all approach, SiteCare has built a comprehensive package of non-salary benefits designed to support wellbeing, growth and work-life balance.  These benefits are designed to support the team both professionally and personally with the flexibility to manage life outside of work alongside their careers.

For National Operations Manager of Environmental Services, Alan McKenzie, this approach plays out in practical, everyday ways.  Flexible working allowed him to retain a high performing team member who needed to relocate, and members of his team have been able to utilise the support of a free Health and Wellness coach.  “These employee benefits allow me to ease pressures so the team can stay focused on the work in front of them, while our Long Service Recognition programme allows me to acknowledge loyalty and reward people’s contributions over time.”  Flexibility and work-life balance have been highly valued by the team; as employers we need to be certain that roles and workloads are regularly reassessed and achievable and that the team have access to the right technology.

Developing skills, leaders and long-term careers

Professional growth is a key pillar of SiteCare’s retention strategy. Around 90% of employees gain external qualifications after joining the team, supported by on-going training and development opportunities.

Six of SiteCare’s eight current Senior Management Team members began their careers in more junior roles and have progressed internally. Today, the leadership team continues to invest in their own growth, currently undertaking an Institute of Strategic Leadership programme.  Scott himself began his career in a field role at SiteCare; he progressed to General Manager as the business expanded.  The Directors have provided an environment where he has been able to develop his skills and experience and lead a growing organisation.

Scott says that “actively generating opportunities for employees to develop and grow is critical to maintaining team engagement and retention, there needs to be genuine, tangible progression opportunities.” This can be easier to achieve in a growing business, but it is an important principle to follow if possible.

Investing in future talent and the wider community

SiteCare also understands the importance of supporting the next generation. By working closely with organisations such as Taupō Pathways, they provide work experience and employment opportunities for young people. These small but meaningful actions can have a lasting impact, helping to shape confidence, skills and future career pathways.  Scott says, “as an employer, it is incredibly rewarding to see young team members find their feet and gain confidence both in the workplace and in life generally.”

Building a culture that supports people and performance

Perhaps the biggest takeaway from SiteCare’s approach is that recruitment and retention are core business priorities. How people are supported directly impacts culture, performance and long-term success.  Scott identifies the biggest challenge to maintaining a strong team culture is the blending of personalities in a workplace “creating an environment where all of those personalities are comfortable and able to thrive is a key to maintaining a strong team culture.”

For businesses looking to strengthen retention and staff wellbeing, SiteCare highlights several key values:

• Hire for values and attitude, not just skills

• Invest in onboarding and early support

• Offer benefits that genuinely provide value and support work-life balance

• Create clear development and leadership pathways (if your business size allows)

• Recognise contributions and celebrate success

  
  

Being a great employer is about making clear commitments to your people and consistently delivering on them. If you're looking to strengthen your own workplace culture and create an environment where employees feel connected, engaged and valued, reach out to Jo Caira at Amplify for support.