Retaining Top Talent in New Zealand: Strategies for Employers | Adecco NZ

As workplace dynamics continue to evolve, retaining top talent remains a key focus for businesses in New Zealand. In Aotearoa, with higher unemployment and more job seekers than available roles, the challenge for employers has shifted to maintaining loyalty and engagement by creating meaningful opportunities for growth, wellbeing, and connection, as discussed in How to Retain Top Talent and Reduce Staff Turnover. Staff turnover isn’t just disruptive – it’s costly, often amounting to 1.5-2 times the departing employee’s annual salary. So, how can you align with your team’s needs and ensure long-term success?

Here are key strategies to retain your best employees and strengthen your business:

1. Whakawhanaungatanga: Build Genuine Connections

Meaningful communication sits at the heart of great workplaces. Whakawhanaungatanga, or relationship-building, isn’t just about performance reviews or sporadic feedback. As highlighted in Fostering a Culture of Care: Mental Health & Inclusivity in the Workplace, fostering genuine connections significantly impacts workplace wellbeing. It’s about ongoing, open dialogue to foster trust and transparency.

• Regular one-on-one check-ins improve employee engagement.
• Anonymous pulse surveys can provide valuable insights into your team’s wellbeing.
• Adopt an open-door policy where employees feel comfortable sharing feedback and ideas.

Research shows that highly engaged teams are three times more productive and far less likely to consider leaving. For deeper insights into fostering engagement, read our article on Fostering a Culture of Care: Mental Health & Inclusivity in the Workplace.

2. Offer a Competitive Employee Value Proposition (EVP)

In 2025, a strong EVP is more critical than ever. Beyond salaries, employees seek workplaces that align with their values and offer holistic benefits. Ask yourself: What can you offer beyond the basics? For a broader perspective, check out our article on Embedding Corporate Social Responsibility in New Zealand’s Evolving Business Landscape.

• Flexible working: Hybrid models, flexible schedules, and performance-based outcomes are now expected rather than optional. A recent Adecco survey found that 76% of employees value flexibility over rigid work hours.
• Tailored benefits: Cater to diverse needs with wellness programmes, childcare support, extra leave, and professional development options.
• Authenticity matters: Your EVP must align with reality. If you promise a great workplace culture, ensure your team experiences it daily. Dive deeper into this topic in Embedding Corporate Social Responsibility in New Zealand’s Evolving Business Landscape.

3. Prioritise Onboarding and Early Engagement

The first 30-45 days are critical in retaining new hires. In fact, studies show that 22% of employee turnover happens within the first 45 days. A robust onboarding process can set employees up for success and reduce early attrition. Learn more about effective onboarding in our article on How to Retain Top Talent and Reduce Staff Turnover.

Top Tips for Effective Onboarding:

• Provide a 30–90-day roadmap to guide new employees.
• Introduce new hires to team members and organisational values.
• Assign mentors to help them feel connected and supported.

If done right, onboarding improves team culture, enhances retention, and sets the tone for long-term loyalty.

4. Enable Professional Development and Career Progression

Employees don’t just want jobs; they want careers. If they don’t see opportunities for growth within your company, they’ll look elsewhere. Foster continuous development to retain talent. This includes nurturing soft skills and adapting to changing workplace demands, as detailed in The Growing Importance of Soft Skills for Employers in the Modern Workplace:

• Offer training programmes, courses, and leadership workshops tailored to individual career goals.
• Collaborate with employees to create a professional development plan and regularly revisit it.
• Highlight internal mobility opportunities to keep top performers challenged and engaged.

Investing in your people’s futures shows you value their contributions and ambitions.

5. Hone Leadership and Foster Positive Culture

“People don’t leave jobs, they leave managers.” Strong leadership is vital for retaining great employees. To create a culture of collaboration and positivity:

• Invest in leadership training to develop empathetic, supportive managers.
• Encourage feedback loops to identify and address areas of improvement.
• Celebrate wins and acknowledge achievements to build morale.

When leaders lead with authenticity, employees feel inspired to stay and contribute to a thriving workplace.

6. Recognise and Reward Your People

Recognition isn’t just about monetary rewards – though competitive pay is essential. Acknowledging employees’ contributions can foster loyalty and enhance workplace satisfaction.

• Implement regular recognition programmes (employee awards, shoutouts).
• Offer tailored incentives, such as extra leave, wellness perks, or learning opportunities.
• Ensure pay aligns with industry standards, recognising employees’ market value.

7. Focus on Wellbeing and Work-Life Balance

Workplace wellbeing isn’t a buzzword; it’s essential for retention. Balancing hybrid work and employee wellness is key. Learn more about overcoming these challenges in our article The Challenges of Hybrid Work: Striking the Right Balance. In Aotearoa, balancing mahi (work) and whānau (family) commitments is particularly valued.

• Introduce wellbeing initiatives like mental health programmes, fitness subsidies, or mindfulness workshops.
• Offer flexible leave options, including caregiver leave or mental health days.
• Promote a culture where disconnecting after hours is encouraged.

When employees feel supported, their loyalty to your company grows.

The Bottom Line

Retaining great employees requires genuine effort, strong leadership, and a workplace culture that supports growth, flexibility, and connection. Supporting specific groups, such as parents in the workforce, can be crucial for retention. See our article Supporting Parents in the Workplace: A Path to Retention and Growth for more insights. In 2025, employees will seek employers who walk the talk – those who prioritise people as much as profits.

At Adecco New Zealand, we’ve been connecting businesses with top talent for over 40 years. If you’re looking for insights into attracting, engaging, and retaining your people, we’re here to help.

Explore our other resources on adecco.co.nz/news for more strategies and advice to strengthen your workforce in Aotearoa. For example, check out these articles:

• How to Retain Top Talent and Reduce Staff Turnover
• Fostering a Culture of Care: Mental Health & Inclusivity in the Workplace
• The Growing Importance of Soft Skills for Employers in the Modern Workplace
• The Challenges of Hybrid Work: Striking the Right Balance
• Embedding Corporate Social Responsibility in New Zealand’s Evolving Business Landscape
• Supporting Parents in the Workplace: A Path to Retention and Growth