What benefits do NZ employees value most?

Last month, the office coffee machine tragically broke down after almost twenty years of service. Not long after the ‘OUT OF ORDER’ sign appeared, I thought I noticed a distinct lack of bodies in the office. A few days passed, and the machine sat there forlornly, temporarily replaced by a jar of instant coffee.

Good coffee is an important part of Gilligan Sheppard’s office culture. The coffee machine was a gathering point for impromptu meetings and casual conversations that often sparked great ideas. For many, that morning cup of coffee was a small but significant factor in coming into the office each day. Aside from barista coffee, another benefit at GS is a hybrid working model, meaning we can also support our caffeine additions with our, albeit less sophisticated, coffee machines or plungers at home while working remotely.

Hybrid or remote working options don’t work for everyone, but they are a great way to support employees who live further away, have families, or (in my case) like to have one day of the working week where we can sleep longer and avoid sitting in endless traffic. Time spent commuting to the office can be time spent elsewhere: with loved ones, exercising, or just relaxing before and after a day of work. Read more about our other benefits below.

What are the top priorities for Kiwi employees?

Randstad’s 2024 Employer Brand Research Report intends to bridge the gap between what employees want and what employers offer. If you hope to attract and retain the best employees, it’s worth learning what they care most about. The research, published earlier this month, was gathered from 150 of New Zealand’s largest private and public organisations, alongside a ‘handpicked sample’ that aims to represent the nation’s employers fairly.

According to the report, when choosing an employer, Kiwis are most interested in:

1. Work-life balance
2. Attractive salary and benefits
3. Training and professional development
4. Equity
5. Job security

Let’s unpack these further.

1. Work-life balance

A work-life balance is not a surprising top priority. New Zealand workers enjoy the best work-life balance in the world. Employers offering flexible or hybrid working, generous leave policies, and respect for personal time will likely attract top talent. Companies can implement compressed workweeks, job-sharing opportunities, or unlimited paid time off to demonstrate their commitment. By fostering a culture that values employees’ well-being outside of work, organisations can boost job satisfaction, reduce burnout, and improve productivity.

2. Attractive salary and benefits

While not the number one priority, competitive compensation remains a significant factor for Kiwi employees. Beyond the base salary, workers are increasingly interested in comprehensive benefits packages. These may include health insurance, retirement plans, professional development allowances, and performance-based bonuses. Employers should regularly review their compensation strategies to ensure they remain competitive. Additionally, offering perks such as gym memberships, childcare support, or sabbatical opportunities can set companies apart and appeal to a diverse workforce.

3. Training and professional development

Kiwi employees unsurprisingly value opportunities for growth and development within their roles. Organisations that invest in robust training programmes and continuous learning opportunities are more likely to attract and retain skilled professionals. This could involve offering in-house workshops, funding for external courses or certifications, mentorship programmes, or cross-departmental training to enhance people’s skills and demonstrate a long-term commitment to career progression.

4. Equity

New Zealand employees seek organisations that promote diversity, inclusion, and transparency in their practices. This includes fair hiring processes, equal pay for equal work, and unbiased promotion opportunities. Companies should implement clear policies against discrimination, provide diversity and inclusion training, and regularly audit their practices to ensure equity across all levels of the organisation. Demonstrating a genuine commitment to equity can significantly enhance an employer’s reputation and appeal to a broader talent pool.

However, Randstad (a leading talent company in the HR and recruitment services industry) states: ‘Notably, half of New Zealand respondents who identify as part of a marginalised group report encountering barriers to career progression solely based on bias associated with their identity—a clear indicator that much work remains to be done.’

5. Job security

In an ever-changing economic landscape, Kiwi workers value stability in their employment. Organisations can address this need by communicating openly about the company’s financial health and future plans, offering permanent contracts where possible, and providing clear career progression paths. Interestingly, nearly two-thirds of survey respondents said they would rather stay with their current employer than look for better pay elsewhere. Companies that have shown resilience during economic downturns or have a track record of avoiding layoffs may be desirable to job seekers prioritising stability.

According to Randstad’s survey, Air New Zealand is the best place to work for the second year in a row. The accolade of NZ’s ‘most attractive employer’ is based on the company’s reputation, job content and financial health.

Unthought of benefits of Hybrid working:

1. Pet bonding. More time at home means more quality time with your pets, which can reduce stress and improve your mood.
2. Reduced office politics: Less in-person time may lead to fewer awkward water cooler moments or office drama.
3. Improved time management: The mix of environments can help you structure your tasks more efficiently, tackling collaborative work in the office and focused tasks at home.
4. Healthier habits: Working from home might make it easier to stick to a workout routine or prepare healthier meals – improving overall health of your team.

Still uncomfortable with the idea?

• Focus on results, not presence: Shift your mindset to evaluate performance based on outcomes and productivity rather than time spent at a desk.
• Establish clear expectations: Set specific goals, deadlines, and communication protocols to ensure everyone understands what’s expected of them.
• Implement regular check-ins: Schedule frequent one-on-one and team meetings to maintain connection and alignment.
• Encourage transparency: Use project management tools that allow you to see progress without micromanaging.
• Trust your team: Recognise that most employees want to do good work, regardless of location.
• Improve your digital leadership skills: Learn to effectively lead and motivate through digital channels.
• Address your concerns directly: Identify what specifically makes you uncomfortable and work on addressing those issues.
• Pilot program: Start with a trial period to test and refine your remote work policies.
• Seek feedback: Regularly ask your team for input on what’s working and what needs improvement.
• Lead by example: If possible, work remotely yourself occasionally to better understand the experience.

The benefits at GS

Aside from those mentioned, our team also enjoys the option of ‘glide time.’ This flexible work schedule initiative was introduced in 2000, allowing employees to plan their working day around the core business hours.

Other benefits that keep our team motivated include breakfast and lunch provisions in the office and the opportunity to purchase shares in the company after just two years of employment through our ESOP scheme, which aims to promote ownership and prosperity within the GS community.

Most importantly, when selecting benefits, the team is asked for feedback on what they do and don’t value. Benefits can vary in popularity depending on your employees, but certain ones will likely be popular with most people. A great way to determine what will work best for your company is to ask them!

Edit: the coffee machine has been repaired, and our barista coffee-free period is now a distant memory.