NZ employers putting focus on productivity

Rotorua employers are working with employees to give staff what they need to motivate them and keep them on the payroll, despite increased workloads.
The 2010 World of Work Report, by human resources company Randstad, shows New Zealand employers are still reluctant to employ more staff and continue to demand greater productivity from their workforce.
Improving productivity and performance was a top goal for one in five survey respondents, increasing to one in four for small and medium businesses.
"Although less urgent than in 2009, when company bottom lines depended largely on above average employee output, the need to improve employee productivity and performance remains a major challenge in the minds of employers for 2010," the report states.
It notes there is a natural lag between an improving economy and increased labour headcounts, as budgets and "cautious finance departments" stop employers rushing out to hire new staff when there are productivity gains to be had within the existing workplace.
"The challenge for leaders will be to carefully manage the performance of fatigued staff. Trying to get battle weary employees to step up again may result in backlash as employees decide any further demands at this time are unreasonable."
Rotorua recruitment consultant Kellie Hamlett of Talent ID told The Daily Post employers here were considering new ways to attract and retain staff in this environment, with a strong focus on more flexible working arrangements.
"It is widely known that salary and remuneration are not the main driving factor. People's lives do not necessarily fit around an eight-to-five day and, if they can work for a boss who can work with that, it puts the business ahead of others from the candidate's perspective."
Hamlett said a number of firms were looking at some quite innovative initiatives to provide employees with workplace or time flexibility. At one business, changes had been led entirely by the workforce.
"It shows the directors are listening to what staff needs are and the impression is that turnover is a lot lower because of these initiatives."
While flexible arrangements do not work for all sectors or positions, Hamlett said most employers were willing to trial different ways of working - as long as they did not affect client satisfaction.
Opportunities for professional development and career advancement are another key motivating factor she has observed among candidates.
"A lot of the time, when people are looking to change jobs, it is about development. They feel they are stagnating in their career and want to see that they are going somewhere."
Some people accept a salary drop because they can see the potential gain in the medium to long-term, through career advancement and training.
As employers expect more from their employees, Hamlett said a bit of recognition for this also went a long way. Rewards did not have to be financial but people did appreciate a pat on the back of some sort for a job well done.