Have you ever heard “we’re paying market rate for this position” and wondered what is meant by ‘market rate’?Market rate is the remuneration that is typically paid for a particular job in a specific location.But what if you’re the only rocket engineer in Miller’s Flat? What is the ‘market rate’ then?Competitive pay is essential for attracting and retaining talent and in rural areas there is no set market rate for many jobs. With the cost of living rising all the time, it can be tough to strike a balance between paying your employees fairly and keeping your business afloat. Central Otago is one of the more expensive areas of the country to live, so wages need to enable people to pay their bills and stay here.You can go down a few rabbit holes trying to work out a pay bracket for a certain job in a certain sector, but how do you really know you’re pitching it right or if it’s being pitched well to you?For up-to-date information on payrates, you can look at job boards like Seek and Trade Me Jobs or check government sites (MBIE, Statistics NZ) for official wage data. There’s also free access to annual salary reports issued by recruitment organisations across more common sectors such as medical, legal, education, and trades.Savvy employees use ‘market rates’ to make informed career choices. If you're thinking about starting your career, switching jobs, or relocating, it's important to research the market rates for your desired role and location. This will give you a good idea of what salary to expect.If you are an employer, ask yourself what the cost is right now per week/month/year you don’t have that key person in the team. Crunching numbers often ends with the realisation that it could be high!Consider the added stress on yourself and potentially other employees of being understaffed. (Well-being in the workplace is something we’ve previously covered here.)Through this exercise you can start working out a salary range/hourly rate that your business can afford and the growth and increased revenue trajectory you would be looking at based on clearly communicated expectations. Work out what investment you can give and what you can offer to make the role attractive to get the right person for the job!As an employer negotiating salaries, be sure to consider the skills, experience, and contributions that person will bring to the company. You may also factor in other benefits such as flexible work arrangements, healthcare, professional development opportunities or whatever else might be on the table to sweeten that ‘market rate.’ Is there a clear path to career advancement through growth in the business? This can be a good option for a higher salary in the long term.Increasingly, individuals are opting for lower-paying positions in companies that prioritise work-life balance and uphold values aligned with environmental or community impact, reflecting a genuine commitment to making positive contributions and meaningful change. This direction of focus is encouraging, and hopefully this trend continues to guide our collective efforts in the long run.That being said, bills still need to be paid so balancing fair compensation with a positive work environment, career advancement opportunities, meaningful work, and a healthy work-life dynamic can be a win-win situation for all!At EASI NZ we have a wealth of local knowledge and insights into different industry roles and are always happy to offer support in this area.

If working hard, building relationships in the community, and giving up weekends appeals to you then you might just have what it takes.There are around 16,000 licenced real estate agents or entities in New Zealand, a number that fluctuates depending on the volatility of the housing market. Some commit to the job as a full-time career, but the nature of the work means it suits those who are looking for part-time gigs too.Here’s what you need to know:Qualifications: In NZ, there are various qualifications you need depending on the level of licence you are aiming for. To start with, you can become a real estate salesperson with eithera New Zealand Certificate in Real Estate (Salesperson) (Level 4), ora National Certificate in Real Estate (Salesperson) (Level 4).Recognised property degrees are also valid. As your career progresses, you can complete other qualifications along with work experience. It generally takes less than a year to become qualified to sell property.Character: You need to be 18 or older and a fit and proper person. The test of “fit and proper” character is important as you will have legal responsibilities, be involved in financial transactions, and need to be able to follow ethical and legal guidelines and codes of conduct. You cannot obtain a real estate licence if you have certain prior convictions, particularly around dishonesty.Income: The money you take home is typically a reflection of the work you put in, as with all sales jobs.All agencies are slightly different, but here at Tall Poppy sales consultants are the recipient of both the listing and selling share of the commission. Some agencies offer a retainer as well as commission, especially for new agents. Experienced agents typically work solely for commission.Responsibilities: A real estate salesperson will need to be able to build relationships with buyer and sellers, negotiate, be accurate with paperwork, advertise and market properties, manage open homes, and research and understand the property market. A people person with a good head for numbers and a good understanding of the sales process and negotiating will go far.Real estate sales is often about match making buyers and sellers and not a strong sales pitch.Working conditions: The hours can be irregular and long, with weekend and evening work required, but there is often flexibility. At Tall Poppy, for example, we don’t use traditional offices so you can work the way you want from where you want. Given the size of our region, a reliable vehicle is a must.Different agencies will offer potential agents different packages so it pays to ask around to find a workplace that suits you.If you are keen to explore reals estate as a career, I am happy to share my advice and experience; just get in touch.

Most of us own at least one car, but how many of us understand how to best insure our vehicles?Generally, there are three levels of car insurance, all including protection against most claims for damage that you cause to someone else.Third Party Only: This is really “Help, I damaged someone else’s stuff while driving and it’s my fault” cover.If you make contact with someone else’s property while driving (reverse into building, misjudge a car park, don’t see a car in front stopping) and you are responsible for the damage, then Third Party Insurance will respond and work with the other person’s insurer to sort out costs. You will be responsible for your agreed excess.This is the lowest cost cover, but only protects other people. It does save you from having to pay for someone else’s repairs/replacement, possibly over many years.Third Party, Fire & Theft: This is Third Party Only car insurance plus cover for your vehicle if it is stolen (or damaged in an attempted theft) or catches fire. It can include some cover for damage to your vehicle if caused by another identified driver.This policy type covers any damage that you are legally responsible for while driving and either an agreed value or market value cover that will pay out if your car is stolen or burnt out.It gives you some protection for what is often one of your biggest assets, but generally doesn’t cover your car against accidents while driving. For domestic cover, you may be able to extend this to include windscreen/glass cover.Comprehensive: This includes everything already mentioned, plus it will cover the cost to get your car back into the condition it was in prior to an accident (or to replace your car to agreed value/market value). Cover includes storm/flood damage, replacement of lost or stolen keys, and protection against uninsured drivers (financial, not physical).Market value is the reasonable retail value of your vehicle, immediately before it was damaged/lost/stolen. This is usually set by an independent valuer after a loss, but insurers will review figures if you can show different value. If your car is special (e.g. classic, low volume, prestige) you may be able to obtain your own insurance valuation and have an agreed value cover.Comprehensive cover has a higher annual premium than either Third Party or Third Party, Fire & Theft covers because it’s covering your car for more potential issues.There is also Windscreen/Glass insurance which can be included in covers or added as an optional extra. This covers repairs and replacement of any glass in the car, generally without an excess applying (if claim is for glass only). Be aware that it can cost thousands to have windscreens replaced and sensors recalibrated in modern cars.What cover is right for you? Think about what you could afford to lose in the event of theft, fire or a car accident and consider the risk.Policies will only respond if you are driving within the terms of your licence (e.g. the rules for a restricted licence) and the law (e.g. alcohol limits).Your local insurance brokers at C&R Insurance are happy to have a chat about options.

Recruitment isn’t an exact science with guaranteed outcomes. However, it is possible to add some science to your process to maximise the chances of finding the right person.Traditional hiring methods, such as reviewing resumés and conducting interviews, provide valuable information but can sometimes fall short of revealing a candidate's true potential.At EASI NZ we’re keen to champion ways to refine and enhance the recruitment process. This is where psychometric testing steps in.We recently partnered with Talent Insight Ltd and are now offering assessment tools that blend advanced technology with solid scientific backing to businesses in the Central Otago region.These tools give a thorough insight into a person's strengths and potential, and deeper understanding of a candidate's suitability for a position. Excitingly, there are precise tests customised to fit the specific level of experience, education, and qualifications of each individual being assessed, whether you’re recruiting new staff or looking to develop and upskill existing staff.Who doesn’t like a cheeky online quiz, or “click on this link” in Facebook to discover your ideal partner/spirit animal/whatever the algorithms decide is best for you that day? Our thirst to better understand ourselves is innate, so candidates are not averse to offering up their answers in this way.What is Psychometric testing?Psychometric testing evaluates an individual's psychological attributes, such as personality traits, cognitive abilities, and behavioural tendencies. These tests measure qualities that are not easily discernible through a resumé or standard interview.For the cynics out there saying ‘they can just answer using google,’ yes, candidates can, but in skills-based tests there is visibility in the time it takes for each question to be answered. Candidates are aware of this so it’s a fair process.When combined with other assessment methods, such as observing body language and conducting targeted interviews based on a candidate's CV, psychometric testing can offer additional insight into an individual. This can guide the formulation of specific questions for further interviews.Consider a scenario where a candidate, Amanda, applies for a management position. Her CV showcases an impressive track record, indicating strong leadership skills. However, during the initial interview, Amanda appears reserved and hesitant. This is where psychometric testing can provide clarity.Upon reviewing the psychometric results, it's revealed that Amanda has a preference for “introversion.” This information does not negate her leadership potential, but rather suggests that she may excel in one-on-one interactions or in smaller group settings. Armed with this insight, the interviewer can adjust their approach.During the follow-up interview, the questions can be tailored to focus on situations where Amanda demonstrated leadership in more intimate settings. This targeted approach helps bring out the best in Amanda, allowing her true potential to shine through.Pairing psychometric testing with traditional methods is like adding a secret sauce to your hiring process! It helps uncover hidden talents in candidates and guides interviewers to ask just the right questions. This means smarter hiring decisions for your team!In today's competitive job market, this approach isn't just strategic, it's a game-changer. It ensures your team is not only effective but also helps get the perfect fit for your crew! For more information, pricing and to see some sample tests contact [email protected]

One of my frustrations as a real estate agent is the conflation of data from Queenstown Lakes area with data from Central Otago. It’s an issue worth clarifying because it can have a direct impact on both buyers and sellers.Tall Poppy Central Otago covers the same boundaries as the Central Otago District Council (CODC). It’s a surprisingly big area, with Alexandra as the hub and rolling out in all directions from there. If you have a look at this map, you’ll see we reach as far south as Beaumont, west past Ranfurly, east into the Kawarau Gorge and north past Tarras. Queenstown and Wanaka are not included.Unfortunately, much of the real estate data that emerges in the media doesn’t distinguish between Central Otago and Queenstown Lakes.The two markets are very different. Queenstown Lakes has higher prices and far more international buyers. Central Otago has a lower average price and, while we do have outsiders coming in, we have more “locals” from the wider lower South Island looking to buy here.For buyers, this conflation of the areas paints a negative picture of Central, making houses seem more unaffordable than they really are. Our median price ($694,500) is much closer to the national average (around $767,000) than Queenstown Lakes ($1,375,000). We don’t want prospective buyers ruling out our area because the numbers are distorted by high medians in Queenstown and Wanaka.For sellers, the danger is the conflated data creates unrealistic expectations. When the Queenstown Lakes market is hot, it looks like our region is selling well above CV so buyers want to ask top dollar.But Queenstown and Wanaka often escape the effects of a downturn by attracting buyers with deep pockets and from offshore.Don’t get me started on the next level problem, where price data is given for the whole of Otago, taking no consideration of the very different micromarkets we have including places as diverse as Dunedin and Omakau, Arrowtown and Tapanui.Our region still has affordable homes as well as top-of-the-range offerings. It doesn’t have the booms and busts of big markets like Auckland, so when you read about big swings in prices they likely don’t apply here where price movement follows a gentler curve.Remember, also, that while we cover a big area we have far fewer sales than many NZ regions, so a couple of high, or low, priced sales may skew a month’s median price.If you are thinking of buying or selling in Central Otago, the key lesson is to make sure you understand the regional data, or, at the very least, your agent does.

Spring has arrived and with that the days are getting longer and hotter once again. Most of us are likely happy to see the end of winter after a long inversion layer period.The arrival of spring also means time for Alexandra to host another Blossom Festival, a large and unique community event both for locals and those who travel from afar.I like to do my bit for the community so at the start of the year I became Treasurer of the Blossom Festival Committee. Now, if you have been on a not-for-profit committee before you will realise that (done properly) they do consume a lot of time. However, given the history and importance of the event to Alexandra and the wider region it was a pleasure to be invited to contribute and assist.What I didn’t realise when taking up the treasurer role was just how significant this event is for the community. I have attended many a Blossom Festival, both as a kid with my grandparents and, more recently, with my own children. Until joining the committee, though, I didn’t understand the scale of event management required. Even more importantly, I had no idea how much money this event raises – money that flows into our community each year.What I find greatest about Blossom Festival (apart from the fact Martin McPherson and team run an entertaining event each year) is the fact that all money raised through grants, tickets or drinks sales is distributed wide and far back into the community. The economic scale of this unique event in a small New Zealand town has blown me away. From an economic perspective, the festival raises a lot of proceeds each year – much brought in by out-of-towners travelling to the region for the weekend – which then flow directly into our community. This benefits locals from areas as diverse as retail, advertising/media, food catering, cleaning, traffic management, equipment hire, prize winners to many more. The Blossom Festival really does provide a material level of economic stimulus to our region each year, which I am sure most other small regional towns would like to emulate.So, while this year I won’t have the privilege of enjoying the festival from an attendee perspective, I will be hidden away in the background doing my part to make sure others enjoy the fantastic line up. But while working behind the scenes, I will take great comfort in knowing that my efforts will be contributing not only to an event with long-standing history in the region but also one that supports the economic prosperity of our region. On that note, when attending and enjoying the event please do take note of the sponsors and supporters who assist in making this event happen. Without them we would not be able to run such a special and important event for the region.

Even before the Covid pandemic, the modern world of work was experiencing rapid changes to the way we operate our businesses.Business transformation is an overarching term for making fundamental changes within an organisation and is typically driven by external pressures to adapt to new market conditions, while still meeting existing and future business targets.However, change is rarely received with open arms by our employees and with business transformation, the clue is definitely in the name! This fear is driven by potential changes in the way employees’ roles are performed, or whether the “transformation” even includes a job for them in the future.The post-Covid era has seen growing demand for automation and digitisation, which has driven concerns about job security, but also opened the door in many industries to provide exciting and alternative working environments.However, while transformation programmes can provide an opportunity to review and cater to employee needs, the transformation process must always be aligned with the overall strategy and business requirements of the organisation, both during and after the change management project.A full transformation program includes three phases: TRANSFORM-OPTIMISE-MONITOR. These define the organisation’s strategy and review work processes that support the execution of the change management process while enabling results to be monitored.Unfortunately, many transformation programs are unsuccessful because too many organisations emphasise the TRANSFORM part of the cycle but don’t follow through with OPTIMISE and MONITOR, which usually fall under the HR function of an organisation.Optimisation initiatives typically underestimate the inherent human fear of change. This can occur when employers are not clear about what the new processes involve, or what policies are in place to support collaborative cooperation throughout the organisation for process improvement.Monitoring is about measuring the desired outcomes from the transformation process. Senior managers are typically process oriented but are removed from specific staff operations and performance.This is why collaboration across all levels of the organisations is essential to any transformation programme to ensure that unanticipated “glitches” are identified and addressed at the earliest possible opportunity before resentment can form and grow.Successful transformation programmes are outcome-oriented with strategies that have been defined into operating models that focus on operational excellence through a time-managed programme.The true measure of success is an organisation’s ability to fulfil customer expectations, comply with industry and regulatory requirements, and provide a high-quality and transparent business operation.Your customers deserve the very best and are looking for customer-centric processes that make you stand out from the competition. To achieve this, you’ll need the whole team on board to collaborate and drive the process to deliver high quality products and services, minimise your risks, strengthen business resilience, and continue to meet compliance requirements.EASI NZ offers a free 1-hour consultation for any of your staffing needs. Get in touch to book yours.

Many people use the terms gambling, speculating, and investing interchangeably, but they are not the same.In fact, understanding the difference between them will help you make better decisions and avoid unnecessary risks when growing your wealth.Let’s explore those differences to help ensure you get the best financial outcomes, along with some enjoyment from the activity.Gambling is placing a bet on an uncertain outcome with the hope of winning more than you lose.Gambling involves a high degree of chance, a low degree of skill and of course some excitement.Playing the lottery, roulette, and slot machines can be entertaining; however, they have a negative expected return – meaning that over enough time, you will lose more money than you win.Speculating is buying or selling an asset with the expectation of making a profit.It tends to involve a moderate degree of chance and skill (cryptocurrencies are a recent example), and it’s usually motivated by the fear of missing out, or “FOMO” as some would say.The returns are unreliable, so sometimes you will make money and sometimes you will lose money.Investing is allocating money to an asset with the expectation of generating income or capital appreciation over time.It involves a lower degree of chance and a higher degree of skill.Examples are buying shares of a company, bonds, real estate, or index funds.The Outlet Podcast Listen to Nathans tips in his interview hereInvesting done well is motivated by research, goals, and planning and so has a positive expected return, meaning that over time, you should make more money than you lose.The main distinction between gambling, speculating, and investing is the level of risk and reward involved.Gambling has the highest risk and usually the lowest reward, especially if continued over the long term. Speculating has a medium risk and a medium reward. Investing has the lowest risk and the highest reward over the long term.Another difference is the time horizon. Gambling is short-term. Speculating is medium-term and uncertain. Investing is long-term and compounding.A third difference is the mindset. Gamblers tend to rely on luck and emotions. Speculators rely on trends and opinions. Investors rely on facts and analysis, letting time and compounding do the heavy lifting.The bottom line is that gambling, speculating, and investing are different ways of using your money to achieve different outcomes.Gambling can be for fun, speculating for excitement, and investing for wealth creation.Knowing which one you are doing, and why, can help you avoid costly mistakes and achieve your financial goals.Our specialty is investing and helping people achieve their long-term goals by working with them to create a plan, implement it, and maintain it.We can also help you understand which of the above you may be engaged in and ensure you are maximising your chances of growing your wealth long term.So, get in touch if you want to make the most of your investment journey.

A picture is worth a thousand words, so the saying goes, and that’s very true when it comes to marketing real estate.The visuals that make up your property advertising have an enormous impact on potential buyers, often making or breaking whether they bother to come view your home in person.As a result, it is important to get the pictures right when selling your property.PhotographyUsing photos to sell real estate is nothing new. What is new is the standard of photography that buyers expect. Photographs should look professional and there should be plenty of them.Buyers want to get a real feel for every room in the house and every corner of the yard. They will be scrutinising the photographs and sharing them with family and friends in the lead up to making an offer.Remember, too, today’s buyers are just as likely to be from out of town as locals – they may never see the house in person and need quality visuals to help their decision making.At Tall Poppy we like to take photographs that give emotional impact and increase buyer engagement. One way to do that is to take photographs at different times of day. Twilight photos that show your home illuminated by natural light or your house lighting can give buyers a completely different sense of the property, for example.VideoVideo provides the next step up from photos, allowing potential buyers to get a feel for the flow of the house and the spaces.Many agents now offer video and it’s something sellers should consider. Just make sure it is professionally done rather than someone wandering through your house with a shaky hand-held phone.Tall Poppy utilises visual content specialists who develop both photographs and videos of a consistently high quality – check out our current listings to see the standard you should be aiming for.DronesDrone footage is increasing in popularity as a selling tool, but it is most useful for lifestyle and rural properties. Properties that cover large areas and have interesting contours and natural features will benefit from a flyover.Drone footage is also useful for showing your surrounding location, for example if your property is near a river or nestled among vineyards.If you think buyers would benefit from seeing video taken by drone, ask your agent about the possibility.Floor PlansIt is surprising how few real estate listings include floor plans in their visual marketing. Buyers are forced to piece together the layout from the photos provided.Yet, floor plans are the most requested visual at Tall Poppy, which is why we include them with all our listings.Don’t make the buyer have to work to understand your property. Provide them with visuals that tell them what they want and need to know while at the same showcasing your home in its best possible light.And make sure your agent is up to the job of making your home look picture perfect.

As the winter chill recedes and the days lengthen, spring brings with it a sense of renewal and rejuvenation. This is the perfect time to ensure that both your home and business are prepared to embrace the warmer months ahead. Here's a comprehensive guide on what to check and address as spring approaches, while also integrating essential insurance considerations.For Your Home:1. Exterior Inspection: Walk around your home and check for signs of damage caused by winter weather. Look for cracks in the foundation, loose or damaged siding, and any issues with the roof or gutters. Address issues early to help prevent more extensive damage.2. Garden and Landscaping: Embrace spring by clearing away any debris, trimming overgrown shrubs and trees, and preparing your garden beds for planting. Consider adding colourful flowers to enhance curb appeal.3. Airconditioning Systems: Ensure your air conditioner is in good working condition before the hot weather arrives. Change the air filters, clean the vents, and schedule a professional service if needed.4. Windows and Doors: Inspect these for drafts, cracks, or broken seals and repair to improve energy efficiency and help maintain a comfortable indoor environment. Check/install insect screens.5. Interior Cleaning: Dust and vacuum all rooms, wash windows, and consider cleaning or replacing heavy curtains and rugs.6. Safety Checks: Test smoke detectors, carbon monoxide detectors, and fire extinguishers to ensure they're in proper working order. Replace batteries as needed.For Your Business:1. Exterior Maintenance: Inspect the exterior for damage, including signs of wear on the facade, parking lots, walkways, and signage.2. Inventory Assessment: Identify slow-moving or obsolete items and consider offering promotions or discounts to clear out excess stock.3. Marketing Refresh: Review marketing materials and strategies. Update your website, social media profiles, and promotional materials to reflect changes or new products/services you're offering this spring.4. Workspace Revamp: Consider rearranging office layouts and adding plants for a touch of nature. Ensure all office equipment is in good working condition.5. Digital Security: Update passwords, ensure all software is up to date, and remind employees about best practices for online security.6. Financial Review: Analyse profit and loss statements, set new financial goals, and assess your budget for the upcoming months.7. Employee Engagement: Boost employee morale by planning team-building activities or events.Insurance Integration:1. Review Home and Business Insurance Policies: Ensure they adequately cover potential spring-related risks, such as flooding or damage from storms. Review replacement sums insured and consider additional coverage if necessary.2. Document Maintenance: As you conduct maintenance tasks, document repairs and changes with photos and records. These records can be invaluable when filing insurance claims.3. Update Inventories: Update home and business inventories with new items acquired over the winter. This ensures accurate claims processing in case of theft or other covered events.4. Liability Protection: With increased outdoor activities, make sure liability coverage for your home and business is sufficient to protect against potential lawsuits and medical expenses.5. Policy Adjustments: Review deductibles, premiums, and coverage limits. Adjust them to match your current financial situation and needs.6. Seasonal Valuables: If you've acquired valuable items, consider adding them to your insurance policy. Many policies have coverage limits for valuable items.7. Discounts and Bundling: Inquire about potential insurance discounts or bundling options.8. Annual Policy Review: Use the changing seasons as a reminder to annually review your insurance coverage. Ensure your policies reflect any changes in circumstances.By combining thorough spring preparations with insurance considerations, you're setting the stage for a smoother and more secure transition into the new season. Taking proactive steps to protect your assets and mitigate risks will allow you to fully embrace the vibrancy and opportunities that spring brings. Remember, preparation today can save you from unexpected challenges tomorrow.

I recently attended an event at Forest Lodge Orchard to celebrate the arrival of a new tractor. Now, while that may seem odd, this isn’t just any tractor. In fact, it is the first fully electric and driver-optional tractor to be shipped outside of the US, and only the 66th one manufactured ever. Wow! This was such a big occasion that it was attended by two sitting Government Ministers, local MP Joseph Mooney, and the President and co-founder of the tractor manufacturer, Monarch Tractors, who flew out from the US for the occasion. I can’t recall the last time two sitting Ministers attended an event in Central Otago (the opening of the Clyde Dam maybe?).What made this such a big occasion was that the delivery of the electric tractor was the last piece of the puzzle for co-founders Mike Casey and Euan White (and their families) to complete their zero fossil fuel, all electric, fully sustainable energy-wise, Cherry Orchard. The orchard now runs highly effectively using only sustainable energy resources, the first to do so not just in New Zealand but the world. In a world where fossil fuel use needs to be reduced and sustainable energy must be focused on more urgently to prevent further climate change, this is a major step in the farming and horticulture sector, and it was done right here in Central Otago!I was incredibly privileged to be invited and proud to see it all come together for Mike and Euan, as I know how hard they have worked to get to this point. I also know how many people they had to prove wrong – naysayers who said it wasn’t possible.What Mike and Euan have done really is a world first and a huge milestone in building a more sustainable farming and horticulture model. Does it have a long way to go to seeing the whole sector convert to a sustainable energy? Yes, of course. But without people like Mike and Euan taking the leap (and risk) with fantastic innovative ideas such as a fully electric/sustainable orchard (that they have developed in a very short period of time, I must add), we wouldn’t even be this far down the track.This is just another example of what I have coined ‘Central Ingenuity’, developing a fantastic innovative sustainable business operation that surely can only lead to further prosperity for our fantastic region and people.To those operating in the sector deciding if they should take the plunge, all I can say is chat to Mike and Euan (even pop out for a look), as after doing so I think you will be struggling for a reason not to get on board.Signing off as a proud supporter of the Forest Lodge Orchard team.

Now that you’ve got that 80’s “classic” by Yazz stuck in your head, let’s talk about career direction!Traditionally, progressing in your work life is perceived as “moving up” – as your career develops, success often means moving into management. However, not everyone is born to be a manager or a leader, regardless of how skilled or knowledgeable they are in their chosen field. Most of us have experienced a work situation where the person managing or leading a team is incredibly knowledgeable, and for this reason has been promoted into a position of leadership; however, they lack the skills or, potentially the temperament, to lead effectively. Leading a team well requires a person not only to be provided with the appropriate training and skills, but also to have a particular personality type. Someone extremely passive in nature, with all the training in the world, is likely to find leading a team challenging. Similarly, an overly assertive person may also struggle to keep a team on board depending on the team dynamics.Another challenge is that as people progress “upwards” in an organisation the positions available become increasingly limited. Therefore, those who do not move “upwards” may feel less valued, or that they need to change employers to successfully progress their career.So, what is the answer for those whom the idea of leadership fills them with horror? Or for those who perhaps are not an appropriate fit as a leader but whose skills and knowledge are of great value? We need to change our thinking and support horizontal career growth and have this held in equal esteem as moving vertically. Employees should be provided with opportunities to learn, to diversify into different areas of the business, to be a leader in terms of the knowledge and skills they can share, to be seen as an “expert” in their skill area, and they need to be compensated accordingly for their expertise, without this being intrinsically tied to also having to manage others. Moving sideways can give employees a much greater overview of your business which in itself can be incredibly valuable. Of course, again, they need to be recognised for this value they are bringing. Continually growing and learning and being empowered to share knowledge with others potentially allows employees to experience greater self-development, build self-esteem and ultimately have a sense of fulfilment in their work life.At EASI NZ we support businesses to develop a staffing strategy that accommodates vertical, horizontal, and innovative career growth while still achieving your business goals. Our recruitment services help identify staff who are the right “fit” for your organisation and the role – in values, skillset and dispositions. Internal mobility should be supported by regular review processes which allow employees to share their aspirations and goals, as well as challenges. Offering individualised career development options often boosts employee performance, leading to better business results. Developing amazing people who are dedicated and loyal to their organisation creates amazing businesses.

The short answer is not much, at least not for the average person. Election or no election, life goes on. People change jobs, move towns, and carry on with their day-to-day living. Those who have to will sell their houses, and those that need to will buy.For investors, however, there’s a bit more at stake.In the past month inquiries from investors have been on the rise in Central. In particular, landlords are looking for entry level homes that will offer a good yield.There’s a perception that property values have levelled off, inflation has stopped rising, and that further interest rates hikes will be unlikely. The banks are also signalling that the peak volatility is behind us, with two- and three-year mortgage rates easing somewhat.These conditions give investors some confidence to return to the market, and just as well as there’s a real shortage of rental properties in the whole Lakes and Central region.Healthy homes and other legislation affecting landlords have had some unintended consequences. Some have opted out of being landlords and others have pivoted to AirBnB or other short-term rentals. In tourist areas like ours that makes a lot of financial sense for the owners – but it also means fewer houses for locals to rent.An increase in migration since the borders opened up post pandemic has also put pressure on housing supplies.This is very noticeable in the seasonal work sector, and it will be interesting to see how our region comes come the new season. Many horticulturalists are having to build or supply accommodation for their workers. These, rightly, must meet certain standards, so the sector is facing increased costs.Land, too, is in demand and sections have come back in value over the last few months. With building costs having risen sharply in the last few years there’s a sense that there’s no point in waiting any longer.Nevertheless, there’s still a cohort of investors waiting quietly in the wings to see how the election turns out. They’ll be hoping to see some policy changes come into effect after October. Some of the political parties are promising to relax Brightline test rules, change some of the tenancy requirements, and rework tax deductibility.It’s unlikely any changes will be immediate, however, so now is as good a time as any if you are considering real estate investment.Come in for a chat if you are thinking of getting into property investment locally.  

Earlier in the year I read an article about Monte Christo Winery. Built in 1871 by Frenchman Jean Desiré Féraud, it is the oldest winery in the South Island. The article provides some fascinating insight into some of the history associated with our region and is well worth a read in its own right, but it's the redevelopment of this winery that is underway I would like to focus on.Dr Stanley Paris and his two sons (one of whom is a Master of Wine) have taken on the lease of the winery. They are in the process of developing a new cellar door and guest villas on site to essentially rejuvenate an incredible piece of history for our region. I can't wait to see the end result, visit, and support such a great initiative.What I love most about this news (apart from the fact there will be another amazing Central Otago wine to sample!) is that it's another example of new capital investment into our great region that will further drive economic prosperity for all. The article states that the Paris family want to “introduce Central Otago and, particularly Alexandra, to the rest of the world.” I can't help but think what a great idea this is. Not only do we see the restoration and preservation of a great bit of local history, but it will also drive new economic activity in the area via tourism and general marketing of our region offshore. I have not had the privilege of meeting the Paris family yet, but when I eventually do (after all we do live is a small town!) I can't wait to thank them for investing in such a great initiative. The more initiatives/investments like this in the Central Otago region then the more tourists we will start to pull through the Kawarau Gorge to further support our local economy.I have the feeling that this is only one of many new capital investments we will see in the coming years for our region as more and more people look to move here and enjoy what our region has to offer. And in terms of driving the economic prosperity of the region, that simply has to be a good thing for all.

Mentioning “performance management” often instantly invokes negative reactions, stress, and thoughts of underperformance. In reality, having regular, proactive, and reciprocal reviews can have a really positive impact on generating open communication within a business. This approach supports employees to succeed, rather than simply addressing matters if they don’t.We work with a diverse range of small to medium enterprises and, often, when we suggest holding Business and Performance Reviews every quarter, the initial response is this seems very time-onerous or “over-kill.” True, it does take time. But once the process is up and running it will normally be pretty painless and far less time-consuming than addressing under-performance. It’s certainly less time-consuming and costly than recruiting a new employee. So how does it work? We suggest making regular reviews a reciprocal process with both the employer and employee sharing plans, ideas, challenges, and successes. That way, if there are challenges (perceived by either party), they are addressed early, giving the employer the chance to help and the employee the best possible opportunity to succeed. Where there is a problem and no platform for raising it early, an issue may escalate into a far greater and more complex problem. Worse still, an employer may be unaware of a problem until the employee resigns.But what if there are performance issues? If an employee is not cutting the mustard and significant issues are present that are impacting on business productivity, then don’t wait for the regular review process. Address it quickly.Often, employers feel there is nothing they can do about an underperforming employee. They perceive that their hands are tied, and they just need to put up with it. This doesn’t need to be the case. Yes, there are processes which must be followed (we can help with that!); however, it does neither your business nor the employee any favours to leave performance issues unresolved. Some employers avoid raising underperformance concerns as they feel it doesn’t fit with their culture of caring for their staff. Again, it does no favours and may generate bad feeling within a work team. You run the risk of losing an excellent employee who gets fed up with someone else getting away with not pulling their weight. Going down a formal performance management route doesn’t need to be seen as a negative process.  In fact – ideally – the reason you are doing so is to support the employee to succeed. There’s a chance you could end up in a situation where their position is no longer tenable, but a well-run performance improvement plan will support an employee who is capable and willing to raise their performance to succeed in doing so.How can we help? At EASI NZ we can tailor our support to your needs – whether that is setting up and running your performance reviews and any performance improvement plans, just getting you set up, or advising and helping you navigate your way through the processes successfully.

Almost everyone buying or selling a house browses Trade Me at some point. The site has become the go to for real estate and as such generates an amazing amount of data.Recently Trade Me reported to agents on the latest trends and insights in real estate nationally and there’s a few things worth sharing.1.     The decline of traditional advertising mediums – the move to digital advertising has been happening for some time but was accelerated by the pandemic. It’s the only medium growing while all others (newspaper, radio etc) are in decline.2.     Changing consumer behaviour – did you know the average person now spends 8 hours a day browsing the internet? Interestingly, many of us are spending more time on our phones and far less on laptops, computers and tablets.3.     The shift to a buyers’ market – this has occurred over a three-year period. In 2021 a house would spend an average of 31 days listed on Trade Me for sale. That increased to 57 in 2022 and is now sitting around 60-67 for 2023. In real estate terms that means the market has moved from “hot” to “cool”.4.     The rise of the regions – better affordability continues to attract people to the regions, with one in five buyers purchasing due to relocating. Otago has been flagged as a region to watch as there has been an increase in average views per property listing.5.     Working from home – every region in NZ had more people searching with the words “home office” and “study”. Positioning your house as remote-work friendly is more important than ever.6.     Buyers are less risk averse since Covid-19 – it used to be unthinkable to buy a house without seeing it in person. Now people are willing to take that chance if they have someone to view on their behalf, there’s high quality photos/video, it’s brand new and/or a comprehensive building report is done.Trade Me’s report offers a national snapshot, but their insights tally with what’s going on locally.Central Otago has had a very busy May/June in residential sales in Alexandra and Cromwell. There’s still a lot of interest coming from outside the region as we remain a desirable lifestyle destination.Stocks are low at the moment, though, as many potential sellers do the traditional thing and wait for the daffodils to bloom before going to market.My advice is not to hold back if you are thinking of selling. There’s less competition and still plenty of buyers around.If you are concerned about the season impacting the desirability of your home, please get in touch for some ideas about winter presentation.

A requirement of holding and maintaining my Chartered Accountancy qualification is ensuring I complete regular, continuing, professional development training to remain current in my profession. As such, I recently attended a tax road show training. I won’t bore you with all the details – avoiding those is why you hire someone like me to help you –but I want to note just how many tax law changes have come into effect in recent years and just how confusing some areas of the tax legislation have become.Over the past seven years I think there have been more changes to the tax legislation than during the rest of my approximately 25-year professional career. Maybe I exaggerate slightly, but there have been a huge number of changes to tax laws in recent years making things increasingly complex.Where am I going with this? Well, based on the course I have just attended I don’t think there has ever been a period where people have needed to seek advice from their accountant more than now.This particularly applies when completing tax returns and when buying or selling property. The bright line property tax law is a classic example of this.Not only is there a bright line test, but there are three iterations of legislation to follow based on the various changes the Government bought in over time. These are, firstly, the two-year test, secondly, the five-year test, and, finally, the 10-year test. Then there is the risk that while a sale may be exempt from the bright line tax, any depreciated property associated with the house may not be. Exemptions are further complicated by scenarios where someone rents out a portion of their personal home, or they don’t live in their personal home for a period of time.I am a big fan of keeping things simple. Simple is good.However, coming away from the tax road show, I can’t help but feel that all the changes to the tax legislation are starting to make everything far too complex – to the point I am not even sure the recent changes are achieving what was initially intended by the Government.It is an election year and so we will soon hear what the various parties want to do with regards to tax legislation. Whatever their agenda/intentions, I hope that some can take a step back and at least look to simplify the system for all involved rather than making it more and more difficult to interpret. In the interim period, you may want to consult with your accountant if you are not sure whether everything is in order. As I just found from my latest training, there is a lot more to take into consideration than you may be aware of! 

Artificial Intelligence (AI) is the talk of the town with at times polarising views expressed about how it’s going to revolutionize our work and take over the world. I must admit I am cautious about its impact but, as I see the potential positives, I am coming round to the fact that it could be a useful tool if used correctly.I emphasise tool because as it stands that is exactly what AI is. At least for now, it is not going to completely replace the work done by us humans, but it could help to streamline things and help us work more efficiently. Will this mean people being replaced? Again, it certainly won’t replace a whole workforce, but it could mean that some more basic work might be AI generated, freeing up time and resources to focus on more knowledge intensive, creative, or nuanced efforts.Writing employment agreements is one of my “bread and butter” tasks – so to test out whether I am likely to be replaced imminently by a robot I asked Chat GPT to draft a fixed term agreement under New Zealand Law, giving it certain parameters to include. I must say, I was rather underwhelmed! There were key areas missing – I thought it might give me an agreement that at least met the minimum requirement for NZ laws, and I accepted that it may not be well tailored to my “mock business” but, unfortunately it fell short of even that. AI is still learning. Over time the information Chat GPT is using will be updated, but key components of what we do require human input. In HR that means ensuring employment paperwork is not only meeting legal requirements, but also that it is used appropriately in the given context and tailored to meet our clients’ business objectives.That said, I do love Chat GPT when I am completely stuck for words or everything I come up with sounds clunky and awkward. I can type in the basics of what I am trying to convey, and it can provide me with numerous suggestions which I might tweak or combine to get the tone I am seeking.   I am certainly only at the beginning of my AI journey; I have recently heard of other AI integrations in apps that we use that could help to streamline work and allow time to be focused on client projects. So, am I worried about AI replacing me? No, at least not yet. I still tread with caution, but used as a tool rather than to replace a person AI could help to support us in achieving excellent results while focussing our energies on the more complex areas of our work.At EASI NZ we can help you to make sure that your employment paperwork (whether it is drafted by us, you, a template or a robot!) is fully compliant with NZ legislation, that you are implementing it correctly in your business, all while ensuring it ties in with achieving your business objectives. 

Currently, houses in Central are taking, on average, more than two months to sell. As a seller, sitting a long time in the market is a frustrating experience. It’s tempting to lay blame at your real estate agent’s feet.However, more often than not, a slow sale reflects both the market and the pricing. Over the years, I’ve seen many people fall into the trap of telling themselves to ask high because “we can always come down in price.” In practice, this works to the detriment of the seller. Savvy buyers won’t engage with sellers when they perceive the asking price as unrealistic. Sellers then end up overpriced in a falling market, their price aspirations getting further away from cold, hard reality. A realistic asking price, in contrast, triggers opportunity. Where potential buyers perceive good value the come looking, engage in negotiation and often end up in competition with others who see the same value. If you genuinely believe price is not the reason for a lack of interest in your property, then you may want to consider changing agents. You typically sign a 90-day contract with an agency. In the old days, this would then roll over automatically into a general listing rather than an exclusive listing.Nowadays, your agent is likely to approach you for a renewal as the 90-day term nears expiry. You can extend with them for a negotiated period or you might look elsewhere.It is acceptable for you to approach another agent or agency prior to your 90-day contract expiring so that you can go from one agent to another without missing a day on the market. Or, you might decide to take the property off the market and rest it for a while before returning with someone new. Most times we see sellers changing agents it is because the relationship has not been great or the seller has found someone with greater expertise in their type of property (e.g. farms or lifestyle blocks). Sometimes, vendors change agents when they find that an out-of-town agency or agent can’t offer them the local advice and access to local buyers that someone based in the area can. Sellers sometimes choose their agent based on prior relationships – a friend of a friend or the person they bought the house off – but find that a slow market needs particular skills found elsewhere. A few years ago, vendors would often consider a general agency (meaning multiple agents from different companies list your property) versus a sole agency. With all properties visible online these days, that no longer makes sense.In fact, at Tall Poppy we believe that it is better to have one agent acting as your single point of contact to take responsibility for the whole process from beginning to end. Of course, our agents will work with others to advantage the seller, but the old concept of a real estate team is not so relevant in the digital world. So, by all means, consider changing your real estate agent if you feel things aren’t working for you. But also make sure that you have pitched your property at a realistic price point.