The workplace is evolving, and so are employee expectations. According to the Randstad Workmonitor 2025 report, New Zealand workers are prioritising personalisation more than ever before. Work-life balance has now overtaken pay as the top motivator, with flexibility, values alignment, and career development playing crucial roles in job satisfaction. Employers who personalise benefits to meet individual employee needs will not only boost retention but also drive engagement and productivity.
In today’s competitive market, the cost of employee turnover can be substantial. Research indicates that replacing an employee can cost anywhere from 50% to 150% of their annual salary, when considering factors like recruitment, onboarding, and lost productivity all contributing to this expense. In New Zealand, which has a tight labour market and specialised skills in high demand, these costs can be even more pronounced.
By prioritising employee retention, organisations can significantly reduce overall employee costs, ensuring that valuable knowledge and experience remain within the organisation. This not only leads to direct cost savings but also fosters a more stable and productive workforce, where long-term employees drive efficiency and innovation. Focusing on retention is not just a 'nice to have'—it's a strategic imperative for any New Zealand business aiming to optimise their workforce management and financial performance.
Want to keep your workforce motivated? Here are 10 creative ways to personalise employee benefits and create a workplace where people thrive:
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1. flexible work arrangements
Flexibility isn’t just a perk—it’s an expectation. The Workmonitor report reveals that 73% of New Zealand workers value flexible working hours, while 67% appreciate location flexibility. Offering hybrid or remote work options, flexible start times, or compressed workweeks can significantly improve job satisfaction and retention.
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2. customisable leave options
One-size-fits-all leave policies don’t work for everyone. Some employees may need extended parental leave, while others might prioritise mental health days or additional annual leave. Providing a leave bank where employees can choose the types of leave that best suit their needs fosters autonomy and well-being.
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3. personalised career development plans
Career progression is a deal-breaker for many. In fact, 47% of New Zealand employees would leave a job due to a lack of progression. Employers can retain top talent by offering tailored learning programs, mentorship opportunities, and AI-driven career development platforms to help employees grow on their own terms.
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4. wellness benefits that fit individual lifestyles
Health and well-being mean different things to different people. Instead of a standard gym membership, consider offering a wellness stipend that employees can use on services that suit them—whether that’s a meditation app, fitness classes, or nutrition coaching.
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5. tailored financial perks
Not all financial incentives are equally valuable to everyone. Some employees may benefit more from salary packaging options, student loan assistance, or childcare subsidies. Giving employees the choice to select financial perks that align with their lifestyle increases satisfaction and reduces financial stress.
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6. diversity-inclusive benefits
With 56% of New Zealand employees believing their organisation isn’t doing enough to improve equity, diversity-inclusive benefits are a must. This could include cultural leave, gender affirmation support, or neurodiversity-friendly workspaces to ensure all employees feel supported and valued.
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7. choice-based recognition and rewards
Recognition should be meaningful and personalised. While some employees thrive on public praise, others prefer monetary bonuses, extra leave, or personalised gifts. Using a rewards platform that lets employees choose how they’re recognised enhances motivation and appreciation.
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8. employee-driven social impact initiatives
Purpose-driven work is a major motivator. A significant 38% of New Zealanders would take a pay cut for a job that contributes positively to society. Empower employees to make an impact by allowing them to direct corporate donations to charities of their choice or take paid volunteer days.
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9. customised workspaces
A comfortable workspace boosts productivity. In-office employees benefit from ergonomic chairs, standing desks, or quiet zones, while remote workers can use a home office allowance to create an optimal work environment.
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10. personalised learning and development
With 75% of New Zealand employees prioritising training and development, investing in personalised learning opportunities is essential. AI-based training recommendations, industry certifications, and access to global conferences can help employees stay ahead in their careers.
The future of employee benefits is personal
Personalising employee benefits is no longer a luxury—it’s a necessity. As New Zealand workers increasingly seek alignment between their jobs and their values, organisations that offer customised, meaningful benefits will stand out.
Want to dive deeper into the latest workplace trends? Download the full Randstad Workmonitor 2025 report for more insights on personalisation, retention, and employee satisfaction.
