Articles

Workplace fatigue is impacting 66% of Kiwi workers, leading to burnout, reduced productivity, and higher turnover. In this blog, Frog Recruitment’s Shannon Barlow speaks with Culture Wise Director Claire Day about the causes of fatigue, including excessive workloads, uncertainty, and chronic stress from all areas of life. They share expert insights, practical strategies, and tips for leaders to build resilient, engaged teams. Addressing fatigue isn’t just good for people—it’s a smart business move. Is your organisation doing enough to prevent burnout and support employee wellbeing, or could it be the reason your team is underperforming? Read more to find out.

Boomerang bosses—leaders who leave a company only to return later—are becoming more common. While their experience can bring stability, 21% of employees oppose their return, and over half believe they could do a better job. The key to success lies in why they left, how their return is handled, and whether they adapt to workplace changes. A transparent rehiring process and clear expectations are essential to avoid resentment. Is bringing back a former leader a smart strategy for stability or a step backward for growth? Read our latest blog to explore the pros and cons.

New Zealand’s new wage theft law introduces criminal penalties for employers who deliberately withhold wages, with fines up to $30,000 and possible jail time. This marks a shift from civil disputes to criminal enforcement, making payroll compliance more critical than ever. Businesses must audit payroll systems, keep accurate records, and respond to employee concerns to avoid legal risks. Employees now have stronger protections and can report wage theft directly to the police. What steps should businesses take to ensure compliance and protect their workforce? Read our latest blog to find out.

New Zealand’s job market is showing signs of recovery, with filled jobs rising by 0.3% in January and hiring activity increasing by 4%. Business confidence is improving, and industries like customer service, finance, and logistics are experiencing steady growth. Job seekers should focus on upskilling, networking, and adapting to hiring trends, while employers need to offer flexibility and career growth opportunities to attract top talent. With hiring on the rise, what steps can businesses take to stay competitive in 2024? Read on to discover key strategies for thriving in the evolving job market!

As organisations across the world continue to focus on diversity, equity, and inclusion, women’s leadership remains a critical topic. While progress has been made, challenges persist, particularly in sectors where leadership opportunities have historically been male-dominated. Recent studies show that 66% of employees believe their workplace does not provide fair and equal opportunities for all. Despite policies aimed at gender equity, many women still face invisible barriers to advancement, including workplace bias, pay disparities, and work-life balance struggles. Although leadership representation has improved, women remain underrepresented in executive roles, and progress is occurring at a slow pace. One staggering estimate suggests that the gender leadership gap will take 136 years to close at the current rate of change. While women now make up a larger share of the workforce and are pursuing leadership roles more than ever, barriers such as unconscious bias and outdated workplace structures continue to hinder progress. So, what can be done to accelerate change? To explore this, Shannon Barlow, NZ Managing Director at Frog Recruitment , sat down with Natalie Ferguson and Kristen Lunman, Co-Founders of Powrsuit , to discuss the realities of women in leadership and practical steps organisations can take to support career progression for women. Insights from Powrsuit: The Realities of Women in Leadership For Natalie Ferguson , the slow progress in gender leadership is concerning. “ The world of work has existed for over 3,000 years, and women have participated in it for less than a hundred. That frames the problem well—yes, things are improving, but the progress is too slow. ” This slow progress isn’t just a problem for women—it affects everyone. Workplace structures that fail to accommodate dual-income households and caregiving responsibilities lead to burnout and wider economic consequences. A significant barrier to women’s career progression remains the gender pay gap , which is even more pronounced for women of colour and Māori and Pasifika women in New Zealand. Kristen Lunman highlighted this issue, stating: “ We are still only paid 91 cents on the dollar compared to men, and it’s worse for our women of colour. These gaps persist despite growing awareness. ” Women also take on a disproportionate share of non-promotable work —tasks that benefit an organisation but do not contribute to career advancement. This includes administrative duties, organising events, and workplace caregiving responsibilities, leaving them with less time to focus on high-impact strategic work that drives promotions. Addressing Workplace Bias and Barriers to Leadership Unconscious bias remains a major issue that prevents women from advancing. According to Natalie Ferguson , many biases are subtle but significantly impact career progression. “ A common example is when a woman returns from parental leave, and managers assume she wouldn’t want to take on new opportunities because of her young child. That assumption—while framed as consideration—actually holds her back. ” Hiring processes, promotion pathways, and even workplace interactions can be shaped by unconscious bias. Kristen Lunman pointed out, “ Hiring processes often rely on gut instinct, which is influenced by personal biases. The best person for the job is determined by those making the decisions, and if bias isn’t actively addressed, it reinforces existing inequalities. ” To counteract this, organisations need to actively review hiring and promotion processes to identify areas where bias may be present. Simple changes, such as blind resume screening, diverse hiring panels, and structured interview processes , can make a significant difference in ensuring fairness. Strategies for Driving Meaningful Change Creating real change requires action at both an individual and organisational level. Here are key strategies to support women’s leadership growth: 1. Invest in Women’s Leadership Development Providing leadership training, mentorship, and career development opportunities for women ensures they have the skills and confidence needed to advance. Organisations that actively invest in their female workforce see improved retention and engagement rates. 2. Ensure Pay Transparency and Equity The gender pay gap remains a critical issue. Businesses should conduct regular pay audits, set clear salary bands, and ensure transparent pay structures to address disparities and promote fairness. 3. Redefine Workplace Flexibility Flexible work arrangements are essential for retaining top female talent. Offering remote work options, job-sharing opportunities, and structured parental leave return programs helps women balance career progression with personal responsibilities. 4. Remove Bias from Hiring and Promotion Processes Recruitment and promotions should be structured, transparent, and objective . Implementing diverse hiring panels, using gender-neutral job descriptions, and measuring performance based on results rather than perceptions can help level the playing field. 5. Create Clear Career Advancement Pathways Many women struggle with unclear promotion criteria. Providing transparent roadmaps for career progression , including mentorship programs and sponsorship opportunities, enables women to see a clear path forward. 6. Encourage Networking and Sponsorship Traditional networking structures often exclude women due to time constraints and caregiving responsibilities. Encouraging inclusive networking opportunities , such as virtual networking or industry mentoring groups, allows women to build the connections needed to advance. The Path Forward: Shaping the Future of Women’s Leadership While progress in gender leadership equality is happening, it is moving too slowly to create immediate, meaningful change. Businesses must take proactive steps to ensure leadership opportunities are accessible to all, removing outdated barriers that hinder women’s advancement. As Natalie Ferguson put it, “ Instead of trying to ‘fix’ women by focusing on confidence or imposter syndrome, we need to change the systems that weren’t built with women in mind. ” The future of leadership depends on organisations investing in their female talent, recognising bias, and creating structured pathways for career growth . So, what immediate changes can your workplace make to better support women in leadership? Read on to explore how small actions today can drive lasting change for the next generation of leaders.

New Zealand’s job market is evolving, with salaries reaching record highs despite a decline in job listings. The average advertised salary sits between NZD 75,000 and NZD 76,000, while job listings have dropped by 35% nationwide. Certain industries, such as IT and property, continue to see salary growth, but competition for roles is fierce. How can job seekers secure the best salary in this changing market? And what strategies can employers use to attract top talent? Read on to explore key insights and expert advice for salary negotiations in 2025.

The future of HR is rapidly evolving, with AI, upskilling, and employee well-being taking centre stage. As companies prepare for 2025, HR leaders must navigate skills shortages, workplace flexibility, and technological advancements like AI-driven automation and humanoid robots. Job seeker expectations are shifting, forcing businesses to rethink outdated hiring processes and retention strategies. How can organisations stay ahead of these trends and build a workforce ready for the future? Read on to explore expert insights and key strategies for success in the changing HR landscape.

Salary negotiations don’t always go as planned, but a rejected pay rise isn’t the end of the conversation. Understanding why your request was declined is key—was it due to budget constraints, performance expectations, or market conditions? From seeking feedback and setting clear goals to exploring non-monetary benefits, there are ways to turn a setback into an opportunity. Keeping the conversation open and positioning yourself strategically can increase your chances of securing a future raise. Want to know how to navigate pay discussions and maximise your earning potential? Read on to discover the best strategies!

New Zealand’s gender pay gap has remained between 9% and 12% over the past decade, sparking conversations about salary transparency as a solution. With a growing demand for openness—especially from Gen Z—businesses must rethink outdated pay practices. But fear and secrecy clauses still hold many back. How can transparency benefit both employers and employees? And what steps can businesses take to ensure fairer pay structures? Discover how salary transparency is reshaping workplace fairness and what it means for the future of pay equity. Could this be the key to closing New Zealand’s pay gap? Read more to find out!

New Zealand’s job market is facing a mix of rising unemployment and growing employment confidence. Despite public sector job cuts, private sector resilience signals hope for job seekers. Frog Recruitment NZ Managing Director Shannon Barlow highlights emerging “green shoots” of recovery in 2025. Want to know how to stay ahead? Discover top job market strategies, upskilling tips, and industry insights to help you secure your next opportunity. Is now the right time to explore new career prospects? Read on to find out more.

New Zealand’s public sector is embracing AI to improve efficiency and decision-making, but concerns around transparency, accountability, and bias remain. With new government guidelines taking a “light-touch, risk-based” approach, experts like Shannon Barlow and Stuart Mackinnon stress the need for greater oversight and clear accountability. While AI offers immense potential, agencies must ensure responsible implementation. From mitigating bias to prioritising human oversight, how can the public sector strike the right balance?

Discover the latest insights into New Zealand’s evolving job market as we approach 2025. From rising unemployment and tight job vacancies to growing opportunities in technology, healthcare, and renewable energy, this blog unpacks the challenges and green shoots of recovery. Gain expert advice from Shannon Barlow, Managing Director of Frog Recruitment, and Brooke Lord, Head of Advocacy and Policy at RCSA, on building a talent pipeline, embracing workforce mobility, and skilling for the future. What strategies can businesses and job seekers use to thrive in the year ahead?

Boost your workplace morale this December with festive cheer! Decorating desks with tacky tinsel or bougie baubles isn’t just about aesthetics—it’s a proven way to enhance productivity and foster team camaraderie. In our latest NZ Market Update, Frog Recruitment’s Managing Director Shannon Barlow discusses how light-hearted traditions can counter end-of-year fatigue while building an inclusive and energised workplace culture. Learn practical tips to celebrate safely and create a positive atmosphere during the busiest time of the year. Could a touch of festive flair be the secret to boosting productivity in your office?

Salary reviews are crucial for fostering employee satisfaction, retention, and workplace morale. In this blog, we explore key insights and strategies from experts on transparency, recognising extra responsibilities, and maintaining market competitiveness. Learn why pay equity and clear communication are essential for avoiding high turnover and building trust. Discover practical tips for year-round engagement, addressing market trends, and offering non-financial rewards when salary increases aren't possible. Are you ensuring your salary reviews build a resilient and motivated workforce, or are you risking costly mistakes?

Revenge quitting is the latest workplace trend shaking up businesses as employees feeling stuck or undervalued prepare to leave their roles once the job market improves. With 59% of New Zealand workers planning to explore new opportunities, this wave could echo the “big quit” of recent years. Employers must act now to prioritise employee satisfaction, career growth, and recognition to retain top talent. What steps can businesses take to avoid losing their best people and turn this challenge into an opportunity for growth?

The global job market is facing a turbulent 2025, with regions like the UK and New Zealand grappling with economic uncertainty, hiring slowdowns, and evolving workplace expectations. From challenges like a 49% drop in Wellington job vacancies to the rise of hybrid work debates, adapting to these changes is essential for both employers and job seekers. Discover expert insights from recruitment leaders Liz Jones and Mark Smith on navigating these complexities, plus actionable strategies to stay competitive.

Navigating workplace dynamics can be tricky, especially when it comes to being friends with your boss. While strong relationships boost morale and satisfaction, blurred boundaries may lead to challenges like favouritism or team disharmony. Recent insights reveal generational differences, with Gen Z more open to boss-employee friendships than older workers. Frog Recruitment’s Managing Director, Shannon Barlow, shares expert advice on maintaining professionalism while fostering rapport. Discover practical tips to balance friendship and work without compromising fairness or team harmony. Is it possible to be mates with your boss and still succeed professionally?

New Zealand is facing a significant brain drain, with over 130,000 people leaving in 2024, many heading to Australia. Factors like a slow domestic economy, rising interest rates, and a COVID-19 travel backlog are contributing to this migration wave. While opportunities in Australia might seem appealing, challenges like high competition and a demanding work environment can make the move complex. New Zealand’s relaxed work-life balance remains a strong advantage, but will it be enough to bring people back? Is the brain drain here to stay, or will Kiwi talent eventually return home? Find out more here.

The rising cost of living in New Zealand is prompting many to reassess career choices, with some taking on multiple jobs or stepping back career-wise to make ends meet. How can job seekers balance financial needs with long-term career goals? Insights from Frog Recruitment's Shannon Barlow and Kirsty Henegan highlight the impact of economic pressures on employment decisions and offer practical tips to navigate these challenges. Are temporary roles the key to weathering this storm while staying on track for future success? Find out how to adapt and thrive amidst changing circumstances.