New Zealand workers lag global average on work health

HP research shows 24% of New Zealand desk-based workers have a healthy relationship with work, below the global average of 29%.

The study also found 60% of respondents believe it is too risky to leave their current job, suggesting a workforce under strain even as many remain in post. New Zealand was slightly ahead of Australia, where 22% of workers were classed as having a healthy relationship with work.

HP linked stronger workplace health with better business performance. Among respondents who said their business had performed extremely well over the past year, 51% reported a healthy relationship with work, compared with 17% of those who described business growth as static.

Shannon Harris, Managing Director, HP New Zealand, said the figures should be read in the context of pressure on companies to improve output and retain staff.

"If we want our local businesses to thrive and lift productivity, we need to attract talented people and give them reasons to stay. Both are critical to business success. How people experience work isn't separate from commercial performance, it's part of it," Harris said.

The global findings identified confidence in an organisation and its leadership as the factor most closely associated with a healthy relationship with work. Access to technology and tools ranked second.

Harris said leadership behaviour plays a direct role in building that confidence.

"One thing I've learnt as a leader is that trust is built through everyday decisions, not just what we say. Employees notice whether leaders are open about difficult choices, listen to their concerns and follow through on commitments. Particularly when businesses are under pressure, that consistency is crucial to building confidence in the organisation and its direction," Harris said.

Retention and risk

Rachel Morrison, Associate Professor, Auckland University of Technology, said the findings highlighted a gap between staff staying in jobs and being engaged in them.

"When people feel it's too risky to leave their jobs, that doesn't necessarily mean they're happy in them. In a challenging job market, employees may stay because they feel they have few alternatives. For employers, the opportunity is to look beyond retention and focus on creating the conditions where people want to stay, through meaningful work, opportunities to grow and an environment where they feel supported and capable," Morrison said.

She also pointed to the role of skills, expectations and workplace tools in shaping wellbeing at work.

"There's also a strong connection between wellbeing and whether people feel their skills, abilities and the tools available to them meet the demands of their jobs. When people feel equipped to do their jobs well, they're more likely to experience competence, purpose and satisfaction at work. That's particularly important during periods of ongoing change, which can create uncertainty and fatigue. Clear communication, realistic expectations and opportunities to develop new skills can help people feel more in control, while ensuring new technology makes their work easier rather than adding to the pressure," Morrison said.

Technology outlook

The survey suggests workers are more positive about workplace technology than about their broader relationship with work. Nearly two-thirds of New Zealand respondents, or 63%, said technology is better than it was two years ago.

Views on artificial intelligence were also more positive than negative. Some 48% said AI's impact was better, while 33% said it was worse.

More than half of those surveyed, 57%, said they use employer-provided AI at least weekly, close to the global average of 59%. Yet 43% described their own proficiency as basic or novice, and only 33% said their organisation communicates clearly about how AI may affect their role, compared with 44% globally.

The broader global findings suggest AI is more often creating work than replacing it. Among business leaders, 59% said AI had created new roles or teams in their organisations, while 10% said it was mainly replacing or reducing roles. Among IT decision-makers, the equivalent figures were 62% and 8%.

The research also highlighted more basic technology issues. In New Zealand, 56% of respondents said faster, more reliable devices would help them do their best work, while 44% wanted shared systems that make information easier to find.

Harris said employers now need to focus less on trial use of AI and more on how it changes work across organisations.

"It's really encouraging to see New Zealanders embracing technology, including AI. But having the tools is only one part of the journey. The next step is to move beyond experimentation and individual productivity improvements to look at how AI can help evolve the way work gets done across an organisation.

That means rethinking workflows to reduce friction and free people up to focus on higher-value work where human judgement and connection matter most. It's as much a leadership challenge as a technology one, calling on businesses to invest in people's skills and give them the confidence and support to embrace change," Harris said.