Claymark is New Zealand’s largest manufacturer and exporter of premium radiata pine products, specialising in clear, high-grade, dressed boards and architectural timber. Its 600+ staff are spread across five sites in central North Island, with operations in Rotorua, Thames and Katikati.
FujiFilm Business Innovation partnered with Claymark to upgrade its communication and training systems. With staff spread across multiple sites and away from computers, traditional methods like emails and posters weren’t effective. Claymark project manager Todd Needham says getting info to the people was easier said than done.
“Before, we’d meet at a higher level, then send out an email that no one read. Or put up posters, which just sat there.”
Todd knew a video would work best, but Claymark needed a fast, agile means of getting it in front of the teams.
15 digital screens installed across five sites keep 600+ staff up to date in real time.
Training videos and safety updates reach staff directly in break rooms, boosting engagement.
Branches now share statistics, updates and culture-building content across locations.
New Yealink screens and audio create seamless local and international meetings.
From safety training to “branch funnies,” the system strengthens connection and morale.
Scalable technology with more applications is emerging as teams explore new uses.
Claymark is New Zealand’s largest manufacturer and exporter of premium radiata pine products, specialising in clear, high‑grade, dressed boards and architectural timber. Its 600+ staff are spread across five sites in central North Island, with operations in Rotorua, Thames and Katikati.
FujiFilm Business Innovation partnered with Claymark to upgrade its communication and training systems. With staff spread across multiple sites and away from computers, traditional methods like emails and posters weren’t effective. Claymark project manager Todd Needham says getting info to the people was easier said than done.
“Before, we’d meet at a higher level, then send out an email that no one read. Or put up posters, which just sat there.”
Todd knew a video would work best, but Claymark needed a fast, agile means of getting it in front of the teams.
The solution was to install large digital screens in all break rooms, delivering training videos and important updates directly to employees. “Linking the screens is very simple, and looking at the content that’s playing - it’s all really good.”
While some staff were initially wary of the upgrade, reception has been resoundingly positive. “People started asking why the videos weren’t running on night shift, too!” Todd adds.
This change not only improved health and safety communication, but also fostered a stronger sense of teamwork, with branches sharing statistics, news and even light-hearted content through the screens. “Traditionally, we were all silos… We’re seeing more interaction between the sites now,” says Todd.
The technology upgrade extended to boardrooms, with new screens and audio equipment greatly enhancing the quality of meetings, especially for international connections.
“That’s been a real success,” says Todd. “It’s been really good for the team.” As tech in the remaining boardrooms reaches its end of life, Claymark plans to upgrade it to the new system, too.
As Claymark continues to explore new uses for the system, the company is seeing tangible cultural benefits and anticipating even more innovation in the future.
“It’s pretty exciting, and we’re still fairly new to the journey as well,” says Todd. “We can see the benefits, so the more brainstorming we do, the bigger it becomes.”
Beyond training, the new system has become a vital platform for engagement and culture, allowing branches to display tailored content and induction videos.
“You can have different content at different times, so we can make the most of smoko, when the most important info is all there. Compared to what we were doing, it opens a huge window of communication.”
As the system embeds, the teams are finding more uses. For example, induction videos now have their own channel at each site – a simple matter of flicking the channel on one of the screens.
“Our HR teams are eager to get more content up and running, too,” adds Todd.
