Staff not happy? Pay in powder!

Global recruitment firm Randstad says Kiwi bosses who cannot afford to give pay rises might want to consider perks and benefits such as flexible working to help them keep their staff.

Some things never change. It all echoes what I used to write when I was on Computerworld's HR beat at the turn of the century.

Then the tech boom was at its height and you heard stories of free fruit, soft drinks, fridges of booze on a Friday, pool tables and even company-provided breakfast and lunches. These perks later disappeared but some survived, such as flexible work hours.

When times are good, IT staff have a choice of potential employers, so they will seek more than money. If times are hard, the employer may not be able to pay as much, so they still have to come up with other non-financial inducements.

Now, I have just toured the South Island of New Zealand interviewing technology companies and can confirm such flexibility is not only commonplace, but remains essential for business success.

I cannot identify the companies concerned but can vouch that for many it is not just about money.

One solutions company was located in one of the country's lifestyle capitals, noted for its scenery and its varied outdoor activities. Staffers wanted Auckland wages, but I was told the provincial market prevented this. The solution was to be flexible and allow staff time off to enjoy the delights of the area. I was told the seven or so company staffers enjoyed fishing, diving, skiing, snowboarding and a host of other activities. In the larger city of Dunedin, several hours away from the ski fields, I heard a similar story.

Many staff eventually left that company for Auckland, Wellington or Christchurch, so the business often had to seek staff from overseas. This company stressed a friendly and efficient office, plus interesting and varied work.

Taking time off was also "not a major problem", I was told, for staff wanting to enjoy the nearby beaches or the ski fields.

And allowing such "lifestyle" was proving attractive for such immigrants or Kiwis returning home to New Zealand.

All this confirms the Randstad report, which also notes how people want to feel they are playing a vital role in a company, while having the freedom to take time off when they want or need to.

The importance of a company "brand" also matters, as highlighted by one mate of mine who took great pride in saying he worked for Telecom NZ and later Vodafone NZ.

As for me, I too will only work for certain organisations with a good reputation, companies I believe in and support the values and culture, and where I too can also make a difference. I have been happiest, done my best work and stayed the longest where this has been possible and I am sure this is true for others.

Of course, money does matter to some extent. These resorts and lifestyle centres are often expensive to live in, with relatively high food and housing costs.

I once turned down a job in such a lifestyle capital because it did pay peanuts. The employer was selling the vineyards and cafe culture, but there was no way I could have afforded them on the pay I was being offered.

Therefore, everyone concerned will have to strike a balance and it seems these technology employers and their staff are doing that to their mutual satisfaction.

Thus, if you Australians cannot get your laptop fixed while you enjoy your New Zealand skiing holiday, you will have to understand why.

The techies are out there on the slopes, enjoying the snow with you!