A large number of Kiwis have identified technology as one of the reasons they are doing more work. According to the Great New Zealand Employment Survey 2013, conducted by Clarian HR in association with Massey University, over 63 per cent of respondents confirmed that technology, like smartphones, contributed to excess workload, even as 53 per cent said that such excess was a barrier to their on-job performance.
However, the survey also revealed that only 25 per cent of managers and employees felt that technology had a detrimental effect on their personal lives.
Managing director of Clarian HR, Clare Parkes, said that indicates that while people feel technology is resulting in them spending more time on the job and that they’re increasingly expected to be available after their usual hours of work, they don’t resent it because it also gives them flexibility and can lead to greater efficiency.
“For a number of years, the work-life balance and our attitude to it has been changing and technology has definitely had an impact. People can now work remotely, or from their phones and deal with several matters before they even arrive at the office, giving them a sense of satisfaction.
“The danger is if this balance tips and rather than people feeling their extra work secures their future, it prompts them to look at moving on to a job that will allow them to keep the work-life balance they prefer,” said Parkes.
Although 48% of all respondents reported that diversity management was important to their organisation, only 20% of respondents believe that their organisations manage it well.
“Similar to 2012 results, there seems to be an unawareness of the significance of diversity in future-proofing organisations as we continue to experience a shortage of talent, an ageing demographic and immigration policies that could constrain our ability to increase our talent pool from overseas,” said Parkes.
The survey also collected data on turnover rates, employee replacement rates and key bug bears for Kiwis, which included organiational engagement (or lack thereof) and performance reviews.