As a Manager or Employer, the chances are you’ve heard that phrase at least once from a staff member, if not multiple times during your career. And when you’re already under pressure, it’s enough to make your blood boil!

Let’s face it, for a lot of us “survive til ’25” was a rough ride and the tunnel to “thrive in ‘25” might feel like it isn’t getting any shorter, as we stare off to the second half of the year.

In the second half of 2024 we often heard “survive till 2025” in the business world.  With 2025 in full swing, how are things looking in your business? 

Despite ongoing political and economic uncertainty, the business community recognises the need to move forward.  For some, this means pursuing goals and taking risks; for others, it requires making tough decisions, from strategic shifts to structural changes. 

Restructures and redundancies are tough

As we dive into recent recruitment trends, it's clear that moving forward, we need to listen up and shake up the way we approach hiring. Here are some key insights:

Walk the Talk

Businesses, it's time to represent yourselves authentically because 85%* of job seekers check out your reviews before they even consider applying. Remember, they are ultimately picking you. Ensure your online presence accurately reflects your values and culture.

Spoiler alert: Great crisis leadership isn’t about having all the answers in the moment. It’s about preparing ahead of time, so when the pressure’s on, you don’t make things worse.

Let’s be honest—crises don’t RSVP. They don’t give you a polite heads-up before flipping your world upside down. One minute, business as usual. The next? Chaos.

When the unexpected happens, your team is looking to you. Will you be the calm, collected leader who guides them through the storm—or the deer in proverbial headlights?

Spoiler alert: Great crisis leadership isn’t about having all the answers in the moment. It’s about preparing ahead of time, so when the pressure’s on, you don’t make things worse.

Even if you win a brand-new bach, you'll still need to consider electrical work and maintenance. No electrical system is immune to natural ageing, and without intending to, you might misuse your electrical appliances.

Staying dry and pest free

Moisture, animal infestations, and normal wear and tear mean that wiring needs to be inspected every few years. To extend the lifespan of your electrical systems, investing in a good dehumidifier and ensuring your home remains pest-free with a few rodent traps are sound investments.

Let’s face it: recruitment, onboarding, and training are expensive. Yet, many businesses underestimate the true cost of turnover and miss the opportunity to invest in the talent they already have. If you want a thriving business, it’s time to rethink how you recruit, promote, and develop your team. By focusing on what makes people truly thrive, you can foster a culture of growth, productivity, and loyalty—one that pays off in the long run. 

Most of us know intuitively that good communication is a requirement in our everyday lives whether it be in a social or work setting.

In the workplace, good communication is not only essential to the economic health of a business /organisation, but also a legal obligation.

The obligation is there to purposely avoid creating situations where employees may feel hurt or humiliated by your actions or words.

If this is you, you certainly aren’t alone – it’s pretty common place to hear small business owners tell us that they are too busy working in the business to work on it.  As the year comes to a close and another looms, we’d suggest taking a moment to reflect on when you last review all your HR documents, policies and systems. 

·      Are they still up to date? 

·      Do they actually reflect what is currently happening in your business? 

·      Have you been meaning to put them in place, but things have been ticking along okay so they keep getting pushed to the bottom of the pile? 

Hiring the right person isn’t just about what’s on paper. A CV provides a snapshot but doesn’t tell the whole story. Relying solely on it could mean missing out on exceptional talent. Let’s address common biases—particularly age bias—and discuss strategies for a fair recruitment process.

The devastation caused by the fires in Canada and the West Coast of America has been overwhelming this year. It’s hard to even comprehend what a fire like that would do to our world in Otago. Especially we are entering into what is predicted to be a long hot summer.

I recently listened to a 99% Invisible podcast episode called ‘Built to Burn’. The guest speaker was Jack Cohen an experienced Forest Service research scientist who has spent a lifetime studying fire behaviour. He had a lot of interesting things to say.

Needing to re-enter the workforce after a break? It can be daunting to take that first step back and it’s common to second-guess your skills and experience. It’s important to remember, the life skills gained during time away are incredibly valuable and can be so transferable to the workplace.

To make the transition back to work smoother, there are several steps that can help. First and foremost, it’s important to identify your skills, consider the kind of employer you want to work for, determine how many hours you can manage, and reflect on the conditions that would help ease your return. Additionally, it’s crucial to know your “why.” For most, it’s a financial necessity. For others, it might be about seeking social interaction, personal growth, or a sense of belonging within a team.

Summer is coming and it’s going to be hot and dry. It’s time to think about what hot work your team does and how you are manage the associated fire risk. Remember it’s not just welding, grinding and using a gas axe that can cause a spark. Also, traditional fuels that you would put in an engine are not the only way to cause an explosion - some acids, decomposing material and dust can be just as deadly.

You may have read in the media over recent months about the case taken against Uber where 4 drivers who were engaged as contractors were held by the courts to in fact be employees.  An appeal by Uber was dismissed upon appeal.

The distinction between an employee and a contractor has long been a contentious issue but could the recent ruling against Uber in the New Zealand Employment Court see a shift to a more robust and perhaps clearer distinction?

The case was brought against global ridesharing giant Uber by 2 unions on behalf of 4 contractors who argued that they were in fact employees of the company.  The Court found in favour of the drivers and in doing so looked beyond what was simply written in the agreement between Uber and the drivers and instead, into the true nature of the relationship.

The sad thing is there are no 'right' answers when it comes to depression, as everyone seems to have their own version of disappearing into the ‘kumara pit’ or being chased by ‘The Black Dog.’

The ideas in this document are not meant to replace seeing a GP, going to a counsellor, or contacting qualified mental health services.

We’ve all been there in one context or another when we feel let down, disappointed or frustrated when someone fails to meet our expectations.  This is equally true of workplace relationships and is often when relationships turn sour.  Ensuring clear expectations from the outset of the relationship helps to keep communication lines open and reduces the chances of miss-hires, frustrations, and potentially losing key staff members. 

When it comes to workplace safety, one often overlooked aspect is the medical fitness of drivers operating work vehicles. Given that a vehicle is a ‘place of work’ under HSAW 2015, if you supply your employees with a vehicle or they are commercial drivers for you your organisation, you need to consider what sort of medical assurance that you need for them to continue working. 

As a recruiter, one of my primary goals is to look beyond the surface—past biases, appearances, and poorly written CVs. I value face-to-face interactions to get a complete picture of candidates, including their expressions and body language. However, the rise of artificial intelligence (AI) in recruitment is reshaping the landscape, offering both opportunities and challenges. Here, we explore three pros and three cons of using AI to grow a team. 

At EASI NZ, we revolutionise recruitment with bespoke HR and employment solutions tailored to your unique needs. Unlike traditional agencies, our personalised approach manages full recruitment campaigns and offers flexible support. Discover how we ease interview stress and guide businesses to make impactful hiring decisions that drive growth and team investment.

Stay Updated on COVID-19 HR and Health Safety Advice: July 2024

In the evolving landscape of COVID-19, staying informed is key to safeguarding your workforce. Explore the latest guidelines on isolation and mask wearing to ensure workplace health and safety compliance.