1. Flexibility
Sophie, a highly skilled IT project manager, resigned from her dream company because they required her to be in the office five days a week with no additional flexibility relating to working hours. Now, she works remotely for an Australian firm that trusts her to manage her own schedule.
Some employees see flexibility as an expectation and are willing to budge. In 2025, trust is the new currency of workplace loyalty. Employers who measure success by outcomes rather than office hours will keep their best talent.
Employer takeaway: If your company is still debating hybrid work and flexible hours, you’re already behind. Adapt now or risk losing employees to companies that do.
Samir says “The pronounced shift to flexible work hours is a win-win, boosting employee morale and productivity while also helping businesses attract and retain top talent. And while it is largely positive, it’s certainly not a one-size-fits all solution. The real challenge lies in understanding what 'flexibility' truly means for each individual and creating a work environment where it is genuinely embraced and facilitated.”
2. Training
David, a senior accountant, worries that automation will replace aspects of his job. He wants to stay, but his employer offers no upskilling programs. So, he accepts a role at a competitor that provides AI training and career mapping.
With technology drastically changing how job roles are performed, employees have their eyes set on future-proofing their careers. Companies that invest in learning, mentorship, and internal mobility will win.
Samir: “Progressive employers are championing Gen AI adoption, understanding its power to streamline operations and foster innovation. They see the value Gen AI can bring to everyday tasks, enabling workers to dedicate more time on more complicated, strategic or creative initiatives. Companies that prioritise AI adoption and invest in comprehensive training will gain a significant competitive edge in talent acquisition and retention, solidifying their future success.”
Employer takeaway: Training isn’t an expense - it’s a retention strategy, one that all companies must have. Offer AI training, career development programs, and clear promotion pathways to keep employees engaged.
4. Purpose
James, a talented software engineer, takes a 5% pay cut to join a company focused on sustainability. Why? Because he wants to feel like his work matters.
Employees want work that aligns with their values. Companies with strong social impact initiatives, ethical leadership, and a clear mission attract more engaged workers.
Employer takeaway: Purpose-driven businesses retain employees longer. Involve employees in CSR (Corporate Social Responsibility) efforts and show them how their work contributes to something bigger.
“When employees feel their work is contributing to a cause they believe in, their intrinsic motivation skyrockets. This leads to higher job satisfaction, increased productivity, reduced absenteeism, and, crucially, lower turnover costs,” says Samir.
Frequently Asked Questions
What do employees want most (beyond just salary)?
Beyond just salary, Kiwi employees today most value work-life balance and flexibility, often manifesting as hybrid or remote work options and adaptable schedules. They also highly prioritise professional development and career growth opportunities, seeking avenues to learn and advance. A positive, supportive, and inclusive work culture, where their contributions are recognised and they feel a sense of purpose and belonging, is also paramount.
How important is work-life balance to employees in NZ?
Work-life balance is extremely important to employees in New Zealand, consistently ranking as a top priority, often even above salary and job security. This strong emphasis reflects New Zealand's cultural values which prioritise personal well-being, family, and outdoor lifestyles. Employers who foster healthy boundaries, offer flexible work, and genuinely support work-life integration are better positioned to attract and retain talent in the competitive NZ market.
Do employees value flexible work arrangements?
Yes, absolutely! Employees overwhelmingly value flexible work arrangements, and this preference has solidified into an expectation in 2025, particularly in New Zealand. The pandemic accelerated this trend, demonstrating that productivity doesn't solely rely on traditional office attendance. Employees now seek flexibility in terms of where they work (hybrid or remote models) and when they work (flexible hours or compressed workweeks) to achieve a better work-life balance, reduce commuting stress and costs, and enhance their overall well-being. Companies that offer genuine flexibility are seeing higher levels of employee engagement, satisfaction, and retention.
How can employers retain staff in the current market?
In the current New Zealand employment market, employers can retain staff by focusing on a holistic employee experience beyond just compensation. Key strategies include offering flexible work arrangements and a strong emphasis on work-life balance, investing in professional development and career growth opportunities and cultivating a positive and inclusive company culture where employees feel valued, heard, and aligned with a clear purpose.
What role does company culture play in attracting and retaining employees?
Company culture plays a critical role in both attracting and retaining employees. A strong, positive culture acts as a magnet for top talent, as job seekers look for environments that align with their values, offer work-life balance, foster professional growth, and provide a sense of purpose. For existing employees, a healthy culture cultivates a sense of belonging, boosts engagement, improves productivity, and significantly reduces turnover. When employees feel valued, respected, and connected to their organisation's mission, they are far more likely to stay, contributing to long-term success and a strong employer brand.
Are professional development and career growth opportunities important to employees?
Yes, professional development and career growth opportunities are extremely important to employees, arguably more so than ever. Employees highly value organisations who invest in their upskilling and reskilling, offering clear pathways for advancement and continuous learning. This not only boosts individual job satisfaction and earning potential but also fosters loyalty and significantly improves retention rates, as employees are far more likely to stay with companies that show a commitment to their long-term growth.
