We’re in the thick of it right now—big change, big growth, and even bigger expectations. New leadership. New systems. New people. The kind of momentum we’ve been chasing for years is finally happening. And yet, if I’m being honest, the one thing keeping me up at night isn’t the tech platforms, the strategy, or the P&L. It’s our people. I’ve been working hard to bring our team along for the ride—to keep them motivated, connected, and actually enjoying the work. But it’s not easy. In fact, it’s been one of the most confronting challenges of my career. Because despite our best efforts, I’ve started to notice something... and it’s not just in our business. It’s everywhere. Lately, I’ve been walking through the city doing what I now jokingly call my “undercover investigative journalism” (a.k.a. eavesdropping). And here’s the thing: almost every single conversation I overhear is someone complaining about work. Their job. Their boss. Their workload. Their colleague. Their life at work. Not one positive work-related convo. Not even one. And I’ve been listening, properly listening, for weeks. So naturally, it’s got me thinking: What the hell is going on? Why is no one content? Is the workplace genuinely broken? Is the grass actually greener, or is it just fertilised with everyone else’s burnout? Are we all just carrying something heavier—and work’s become the easiest thing to blame? The truth is, I don’t think it’s just the workplace. And I don’t think it’s just the people, either. I think we’re in a pressure cooker of change. Economically. Technologically. Culturally. And it’s spinning so fast, a lot of people feel like they’re falling behind or just can’t keep up. So work cops the flack. Because it’s visible. It’s tangible. It’s where we spend most of our time. And let’s face it—it’s easier to blame your 9–5 than unpack the mess of uncertainty, fear, or personal stuff that might be sitting underneath it all. As leaders, we do need to create safe, motivating workplaces where people can thrive. But it also makes me wonder: Are we expecting too much from our jobs? Are we asking work to fulfil every desire, validate our worth, and solve all our life problems? Maybe the real question is this— Are we unhappy at work… Or just unhappy in general, and work is the nearest target? Edina Monsoon (yes, from Absolutely Fabulous) once said: "Cheer up world—it may bloody never happen." Maybe she was onto something. Maybe we all just need to breathe, reset, and remember that sometimes, perspective is the best productivity hack. I don’t have all the answers—but I’m listening. And if you’re leading people right now, I’d say keep listening too. Because in this crazy, changing world, that might just be the most powerful thing any of us can do.

We had the chance to sit in on the recent Trade Me breakfast event with Shamubeel Eaqub. If you haven’t come across him before, he’s one of New Zealand’s go-to economic commentators. Known for cutting through the noise with practical insights, Shamubeel has spent over 20 years making sense of complex economic shifts, writing books like Growing Apart and Generation Rent and regularly popping up in the media with straight-talking analysis. Shamubeel gave a pretty honest take on what’s really happening behind the “recession” headlines. While it might feel like the market is on pause, most businesses aren’t letting people go, they’re simply replacing them. In his words, “We’re not seeing widespread redundancies. What’s happening is churn - and that churn is still hard to manage.” At the same time, we’re seeing an uptick in business liquidations. Watching companies fold is never easy, especially when it affects people and livelihoods. But as Shamubeel pointed out, “a recession is like a reset button.” While painful, this period is also helping the sector recalibrate. Businesses that were operating on thin margins or shaky ground are being forced to take a hard look at their foundations, and that’s not all bad. Stronger businesses will emerge on the other side. We are already seeing a gap between businesses with dedicated recruitment teams and those without. Internal teams are managing to fill roles. But for everyone else, hiring still feels slow and frustrating. We’re noticing that one of the ongoing challenges in the current market is timing. While recruitment processes are understandably cautious right now, delays can make it harder to secure top candidates. The reality is that strong applicants don’t tend to stay on the market for long, and by the time decisions are made, those individuals may have already accepted other offers. Even in a quieter market, good people are still being picked up quickly, which means moving too slowly can reduce your options. Right now, many firms are playing it safe: holding back on new hires, watching cash flow, and waiting for things to settle. That caution is understandable, but it comes with risk. Shamubeel warned that “when the recovery comes, it’ll come quickly,” and those not ready to move could miss the boat. What Candidates Actually Want (and What Employers Think They Want) One of the standout insights from Shamubeel was around candidate motivators and the mismatch between what employers think people want versus what they’re actually looking for. Employers often assume that, in a tougher market, candidates are prioritising stability above all else. But Shamubeel pointed out that this just isn’t the case. What people really want is development, progression, and the chance to grow their careers. “There’s a gap,” he said, “between perceived and real motivators.” For construction businesses trying to attract or keep good people, it means shifting the focus, not just offering a secure role but showing what comes next, how someone can learn, and where they can go from there. Shamubeel also highlighted the importance of hiring for attributes as well as qualifications, things like adaptability, attitude, and cultural fit. Those people stick, grow, and add real value when the pressure’s on. Qualifications are less important in the long term than what hiring managers may think. The Key Takeaway Now is the time to act to get ahead of the curve. If you’re going to need people in the next 3–6 months, it pays to start thinking about it now. Construction projects live and die by the strength of the teams behind them. Waiting until the market “feels better” could mean missing out altogether, especially when demand picks up and supply is still tight. We’re always happy to talk about what this looks like in real time. We’re deep in the market every day and see how this plays out across different parts of the construction sector. If it’s time to start thinking ahead, we’re here to share what we’re seeing and what’s working.

In today's competitive job market, attracting top talent is about more than just offering a great salary or benefits package. Job seekers are looking for companies that align with their values, provide meaningful work, and foster a positive workplace culture. This is where employer branding plays a critical role. A strong employer brand helps organizations stand out, build credibility, and attract the best candidates.