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What do workers want in 2025?

More money, benefits and flexible hours are the top three things Kiwi workers want in 2025 according to recruitment agency Robert Half.

What do Kiwis want the most? 62% of workers are wanting a pay rise, with millennials and baby boomers wanting it the most.

Megan Alexander, Managing Director at Robert Half says the real reason for the drive for pay rises is the concern that inflation outpaces salary increases in 2025.

“Kiwi workers aren’t just looking for a pay bump, they’re seeking financial security. With inflation biting, employees want to ensure their pay is not going ‘backwards’,” she says.

“Businesses need to demonstrate a genuine understanding of their employees’ financial realities and offer a compensation package that is a true reflection of their skills and experience as they progress in their role. Ignoring salary concerns could lead to increased employee dissatisfaction and higher turnover rates.”

In Robert Half’s research, surveying 500 full-time office workers, 32% have a pay rise at the top of their list.

“Given the current inflationary environment and rising living costs, employees are understandably seeking strong financial security and comprehensive benefits,” adds Alexander.

“Money still talks, but flexible work hours, professional development and other benefits have become more commonplace as pay alternatives in the modern workplace.”

Read more: What are businesses concerned about in 2025?

In second, following a pay rise, is flexible hours, with 12% of Kiwis having it at the top of their list.

Gen Z are coming in strong as the generation that wants it the most at 45%.

More benefits and a promotion come in next, with 10% of Kiwis having it at the top of their list.

When it comes down to it, employees want to feel valued and appreciated for their contributions. Competitive pay and benefits are a tangible way for organisations to demonstrate that they are committed to the welfare of their staff,” she adds.

For when employers can’t meet the pay requests from its employees, Alexander says there are four ways to approach it.

First, consider options. Though a salary can’t be met, focus on other areas that the employee values, such as increased flexibility, professional development and more.

Next, be transparent about the financial situation on why the pay rise cannot be fulfilled.

When a pay rise can’t be met, consider cost-effective ways to invest in the employees, such as secondment placements, mentoring, upskilling or career advancements.

Finally, foster a supportive work environment. By creating a workplace that the employee enjoys heading into, the intangible benefits will outweigh the rest.

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