There are tasks that we love and naturally, ones that we loathe. The trick to productivity is not to let the loathsome tasks affect the rest of your day. We’ve got a few tips to help boost your workplace productivity and clear your to-do list before the Christmas break.

• Use a diary to keep track of your progress. We tend to pay more attention to something when we record it. Get yourself a work diary and make notes on your accomplishments or cross items off that ‘to-do’ list.

• Get ready for tomorrow. Take a few minutes to set yourself for the following day. Leave a task midway through (provided that you know it is something you can pick up tomorrow) so that the next day you can get right into work and start the day with an achievement.

• Make a list. Tasks that you need to complete before the end of the day? Before the end of the week? Jot them down and work your way through the list. When you find yourself off track, take five minutes to refocus and check your list to see where you’re at.

• Escape from phone calls and emails for an hour. Use this time to work undistracted on a big project or deadline piece. Take your notes and go somewhere quiet to work, you’ll be surprised at how much you can achieve in an hour without the distraction of a computer.

• Take five. If you find yourself hunched over a computer or gritting your teeth after a phone call, get away from your desk for five minutes. Take a walk, de-stress and re-energize for the rest of the day.

How do you get an unproductive day back on track? Would you like to share your tips with us? Drop us a line below or email to info@crackerjacks.co.nz

The New Zealand Herald recently published an article on overworked employees and discussed the changing face of the workplace. Overworking is far more prevalent in white collar jobs (with teachers, journalists, lawyers, accountants and engineers topping the list) than many suspect with 36% of the workforce clocking up nine to eleven hour days on a regular basis. Despite the numbers, we are still better off than the global average where nine to eleven hour days are a daily routine for 38% of the population.

Studies by the Department of Labour indicate that working hours in New Zealand have decreased since 2004, despite media protests of otherwise. Explanations for these conflicting statistics are that:

• While the Department of Labour assumes that reduced work hours correlates to a workforce committing less hours, a survey by Regus indicates that 46% of workers are taking their work home.
• Budget cutbacks for staff and overtime hours have meant that the same workload is spread among fewer employees with less time.

A report by New Zealand employment economist, Paul Callister, proposes that advances in technology have greatly impacted on employee work schedules. Technology has blurred the line between work and home with smartphones, laptops and Wi-Fi making work readily accessible, whenever and wherever. In response to a number of surveys, employees indicated that their main reasons for taking their work home was that it was more efficient. For those with families it means flexibility without sacrificing work hours or pay.

As a contractor do you tend to work more hours than intended? Do you feel that technology has had a significant impact on your work ethic? Feel free to leave any comments below, we love to hear from you!

To read the full New Zealand Herald article click here.

Although there is no definite time period, most experts say that those born between 1981 and 1993 are considered Generation Y. The Baby Boomers generation, from post-world war II, is beginning to retire in large numbers – taking their experience and knowledge with them. Therefore, managing generational differences is becoming increasingly important in order to develop the skills of Generation Y to take the place of Baby Boomers.

According to a 2010 study by Oxygenz, some traits that characterise Generation Y are,

-         Techno-savvy. Grown up surrounded by modern technologies.

-         Agile multi-taskers.

-         They value interaction and opportunities to learn in the workplace.

-         Desire to be emotionally engaged and to be able to socialise with co-workers.

-         56% of Generation Y prefer to work flexibly and choose when to work.

-         They want workplaces that foster a healthy work-life balance.

-         Value corporate culture rather than financial compensation.

With their tech-savvy culture, new ways of contemplating work and social networks, Generation Y are setting off a new wave of social and business transformation. Because their work expectations are different from past generations, engaging them in the collaborative and rewarding environment they seek can be quite challenging.

Employers must consider the workplace itself as a recruitment factor. For example, flexibility in working hours instead of rigid time schedules can appeal to Generation Y talent when choosing where to work. Also, a work environment that allows for social interaction between colleagues can help retain young workers.

Part of the challenge is in managing attitudes and personalities. Older generations may see new technologies such as blogging and social networking as a distraction from work. However, recognising the value of networked sociability and enabling it through the workplace can allow businesses to tap into the powerhouse of Generation Y energy and innovation. Because the business environment is becoming increasingly diverse and ever-changing, employers need to adapt and change with the times before they get left behind.

With the next generation valuing flexibility and a ‘work hard, play hard’ attitude, contracting may be the way of the future.  Contracting allows you to choose your own pay rate and what hours you work. For Generation Y this can be an enticing alternative to permanent recruitment. But because contractors are generally very experienced and specialised in their field, Generation Y are not prominent in the contracting market as of yet. However, as they gain more experience and skills, it is likely that contracting will become a suitable choice for Generation Y. As the popularity of using online resources to find jobs grows, Crackerjacks will be a useful tool for Generation Y in providing an online platform for contractors and businesses to meet.

Either way, whether it be in contracting or permanent work, it is important for businesses to re-think their working practices and to adapt their corporate environments to attract and keep Generation Y talent. Otherwise, we will be left with a large talent deficit as the Baby Boomers continue to retire from the workforce.

What do you think about Generation Y in the workplace? We’d love to hear your thoughts! Feel free to leave a comment below.

If you would like to know more about Generation Y, you can take a look at the Oxygenz study here.

Black & White is a MVNO (mobile virtual network operator). As a MVNO, one thing they don’t have is an underlying phone network. Instead, they buy their networks from Vodafone and Telecom but operate their own sales team, billing engine and customer services support team.

This means you receive all the latest services from the major players but at a lower price and with better member care.

Black & White are offering Crackerjacks contractors a special calling plan. For $22 a month you can call any New Zealand number for only $0.22cents per minute. They’re also offering a brand new Nokia 2730 to our first 20 contractors to sign up!

This simple business calling plan means you don’t pay for data or texts that you don’t use. Customise the plan by adding text and data bundles only when you need them ($8.88 for 600 texts to any network, $8.88 for 100MBs data). Simple. Easy. Affordable.  It’s all very black and white.

So how does this plan compare to other network’s business calling plans?

If you’re interested in this offer, email cjbwplan@crackerjacks.co.nz.

Share your thoughts on the following article…

Read the full article here

Doctors are urging regular breaks after a New Zealand study found a three-fold increase in the risk of blood clots for those who sit at computers or work desks for prolonged stretches.

The heightened risk was linked to both the maximum number of hours seated, as well as the number of hours seated without getting up, said Wellington physician Richard Beasley, who led the study by the New Zealand Medical Research Institute.

Those who sat for 10 hours or more a day at a desk or computer and those who sat for more than two hours without a break were found to be more at risk of life-threatening clots in the form of either deep vein thrombosis (DVT) or pulmonary embolisms (PE), he said.

The risk rose with every further hour they sat.

“Seated immobility thromboembolism” – or SIT, as it is termed – was first recognised during World War 2 when people died from blood clots after sitting in deck chairs in air raid shelters during the London Blitz. But the risks of prolonged sitting went largely unrecognised nowadays, he said.

The findings were similar to the better-known traveller’s thrombosis, where both the duration of the flight and immobility during the flight have been shown to be associated with an increased risk of DVT and PE.

Professor Beasley urged people who commonly sit for long periods at a computer to do frequent leg and foot exercises and take regular breaks.

The study, of 197 Wellington and Kenepuru patients, was funded by ACC and published this month in the UK Journal of the Royal Society of Medicine.

Source: NZPA

View full article here

Origin IT – Marketing & Communications Manager

davidb@originit.co.nz

For the vast majority of us living in New Zealand – when anyone mentions ‘smart-phone’ or similar – it’s hard not to slobber ‘iPhone’ like a Pavlov dog. The Apple is the all-conquering behemoth of the NZ smart phone market. It has benefitted from a combination of Apple’s ongoing sexier-than-thou marketing and colossal brand love, stemming from the gleaming product stables and converting into fervent word-of-mouth preaching.  However – in what might be a surprise to many:- Apple is NOT dominating global, or US market growth.  That would be…Android.

No – it is not some kind of robot, and it’s not even a smart-phone as such.  Android is a cross-platform mobile device operating system (OS) developed for smart phones, netbooks, tablets and similar. Purchased by Google 5 years ago, it has been part of an ‘open handset alliance’ since 2007. Developers have already provided over 70,000 applications for users. Android has been available as an OS since October 2008.

Just how it works, and what it offers users, is the key to its spectacular success over the past year. It can be summed up in two words:- ‘freedom’ (for developers) and resulting ‘choice’ (for end-users of mobile devices). It’s large community of developers (100,000 Apps submitted so far) revel in the open source environment, writing managed code in the ‘Java’ language. Google enabled this freedom from the outset, releasing most of the code under the Apache license, a free software and open source license. Several strong updates have been made since it was released, – enhancing features and correcting bugs.

The Androids have arrived in NZ! We can access a range of Android-powered devices from business mobile specialists such as Digital Island (www.digitalisland.co.nz), and developers here can now upload and sell priced applications in Android Market, enabling the promotion and remuneration for their efforts. Kiwi developers will sell Apps in any or all of 32 available countries to reach mobile users globally.

Head to head with the iPhone, there are some key similarities, and interesting differences. The iPhone is undoubtedly the ‘gold standard’ for design and usability for Kiwis. However this comes at a steep cost – an iPhone starts at $1123 here.  However the several Android-capable handsets here from manufacturers such as LG, Samsung, HTC are generally superior, in terms of both battery life and reception, and most importantly:- price.  Android devices are available from just a few hundred dollars.

The huge number of Apps available from both parties pretty much do the same handy things (i.e. help plan exercise, weather reports ad infinitum). In terms of office integration both platforms are excellent and can seamlessly be integrated with standard email servers.  We are seeing increasing uptake of Gmail based servicers even for some larger organisations.

However – while the iPhone users are limited to getting theirs from the iApp store, Android handset owners can download and install their Apps from any source, anywhere with virtually no limitations. With 17,000 new Apps already every month, the expanded green light for several new countries (including NZ) to develop and sell Apps will see this number increase. Android owners now also have access to using a Skype App on their devices like iPhone users.While Apple enjoys 250.000 Apps, it only offers a single-source platform within which developers operate, and resulting impediments – such as longer approval processes for developer’s Apps.

The resulting key numbers tell a remarkable story of enormous market-share growth both in the USA as well as globally, occurring in the past 12 months for Android.  In the US market it recently overtook RIM to become the number one OS in this region. In Q2 2010 Android-powered devices accounted for more than one third of smart phone sales, ahead of RIM (32%) and Apple (22%).

In the overall global smartphone OS market, the Android platform gained a staggering 833% in annual growth. That’s right – 833%! Android overtook the Apple iOS this year globally to become the third most popular OS (behind only Nokia’s Symbian platform and Research in Motion). Gartner has predicted that by 2012 it will become the second biggest smart-phone OS globally behind Nokia’s Symbian, which is still huge outside the US.  Gartner predicts Android and Symbian will dominate the global OS market neck-and-neck by 2014 (accounting for 59.8% of mobile OS sales).

There is no doubt that Android devices offer business owners in NZ better value for money than the iPhone. That said – iPhones are still probably cooler!

New Zealand Herald

By Cassandra Gaisford

View the article here

What would you do if your pay packet dried up tomorrow?

It’s a question many workers face on a monthly, sometimes daily, basis as they contract their way from pay packet to pay packet.

Many job seekers shake their heads and say, “No, the contracting life is not for me. I need more security.” Yet career planning experts say their preference for a permanent position is limiting their employment opportunities.

As the economy rebounds, unemployment is easing slowly. Projects that have been put on hold are being revived and organisations need to engage additional talent. However, many companies are still reluctant to commit to hiring employees in permanent jobs and are bringing in the talent they need via contract jobs.

Companies offering staff augmentation services, such as Robert Walters, confirm this trend. They say that contract positions have been the first to open up as the job market rebounds.

However, despite a thawing job market, recruiters say employers are struggling to identify talented candidates. In part they blame a preference by job seekers for permanent, more “secure” positions. Yet the reality is that employment security as we know it is a thing of the past.

“The only job security employees have is the knowledge that they have a saleable skill,” says Dr James Waaldroop, former co-director of MBA Career Development Programmes at the Harvard Business School.

The future of work, he says, is in the hands of skilled, just-in-time workers.

It can be a frightening world for those for whom job security means receiving paid holidays and a guaranteed income at the end of every week. But is a permanent role really more secure?

“By nature contracting is less secure than having a permanent job but most contractors are aware of this,” says Anna Brookes, senior consultant at Robert Walters’ Finance Contract division.

“Contracts are generally set for a specific period of time and in most instances they run the full term and in many instances extend longer,” she says. “Currently being in a contract provides a secure position but it is the downtime between contracts that creates the insecurity.”

Most contractors are masters at budgeting for downtimes and scan the horizon for their next contract. Many juggle a portfolio of contracts, thriving on the variety and gaining peace of mind from diverse income streams.

“If one goes quiet, it’s not the end of the world,” says Bronwyn Sell, who made the call to become a freelance writer in 2006, after 13 years of employment in the media and PR industries. “Compare that to being in a full-time job in this environment, and not knowing if the next wave of redundancies is going to wash your job away.”

Sell says it’s far better to have a “mixed portfolio” of work. Although she doesn’t get paid holidays or sick leave, she gets a far higher hourly rate than she would working full time.

Being in control of her work also gives her more freedom and greater worklife balance.

“My prime motivation was that my husband and I were talking about having kids, and I wanted to set myself up with a work-from-home business. I also wanted more control over the work I did: as a freelancer you can say ‘no’; as an employee you usually can’t. And I wanted variety – I tend to get bored easily.”

These added benefits attract many people to contracting – something those cautious of changing their status from employee to contractor may pay to consider.

Katie Baar, a single parent with a mortgage, left the “security” of employment for the freedom of contracted self-employment.

“I did the math. As an employee I earned $20 an hour. Sure my salary was regular but so was the expectation I’d work 48 weeks of the year. I calculated I could work a third of the hours and still increase my earnings. It was a no-brainer.”

“Contracting often represents a truly flexible lifestyle,” says Tom Derbyshire, manager of Robert Walters’ IT division. “Some of our contractors elect to work only 9 months of the year and travel or pursue other opportunities for the rest of the year.”

Contracting also exposes talented individuals to cutting-edge projects, allowing them to familiarise themselves with new technologies and up-skill, he says.

A major upside for people still hanging out for a permanent position is that a contract role can often become permanent once employers have seen your skill set in action.

Plus, once you are in “their system” you can also see vacancies posted on their intranet – opportunities that you may not have been able to access as an outsider.

Freelancing can be the first step to starting your own business, which in turn could be the ultimate solution to long-term unemployment.

Also, a survey sponsored by the American Staffing Association and CareerBuilder showed workers in contract employment positions had higher job satisfaction than those in regular, full-time permanent jobs.

Despite the allure of these benefits can anyone hack it as a contractor? Derbyshire says he appreciates that for candidates used to the perceived security of a “permanent” role, the psychological “shift” to contracting can be quite hard.

Experts say those holding out for permanent roles are suffering from “head-in-the-sand-syndrome” if they fail to adjust their mindset.

“The advice I would give is to actively seek out colleagues/networks of practitioners who are long-term contractors and pick their brains as to the pros and cons.”

He recommends tapping into the expertise and market knowledge of recruitment professionals: “A good recruitment consultant should be able to give an unbiased opinion as to the validity of contracting for an individual, based on their specific experience and how much their skill sets are likely to be in demand.”

There are other ways to contract your way to employment security:

Upskill, keep abreast of new technologies. The key skill involved in contracting is being able to hit the ground running and be up to speed as soon as possible;

Proactively maintain a good network to “tap” into if you are seeking new work. This includes building and maintaining a personal brand online – whether via LinkedIn, Twitter, Facebook or your own blog;

Look for companies that are stable and have a good employment brand and retention strategies;

Get professional advice. Refer to the IRD website and an independent accountant to find the best structure. Many people find there is a significant tax advantage in not being employed, especially if you have a home-based office. Be sure you set aside money from each pay to put towards your tax payments;

Build a bridge to contracting by exploring opportunities with your current employer. They may be delighted to contract your services. If you can do the job more efficiently you could use the extra time to contract your skill set to others;

Do a great job – not only may your contract be extended but once you have contracted successfully for an agency, they will actively try to find you another role.

“As the market improves, this will mean that you can often find yourself moving straight from one contract to another,” says Brookes.

Widening job-search criteria to include contract roles is a smart move. Job seekers can try out a variety of companies, gain experience in sought-after projects and enjoy a lifestyle many employees dream of.

Being a contractor may well be the answer for those who wish to future proof their careers.
By Cassandra Gaisford

As the clean up continues and more businesses look to return to operation following the earthquake in Canterbury, there is a range of health and safety and employment relations issues that employers and employees may be considering.

The advice here is designed to help businesses and their employees make good, safe, sensible and practical decisions in this difficult time.

The key is communication.

• This is an unusual situation, and much of it is probably not covered by employment agreements.  It is very important that employers and employees are talking to each other.

Be flexible.

• This is a time for employers and employees to be understanding and to take a commonsense approach to getting business up and running again.

• If employers are asking employees to do work they don’t normally do (for example, clean-up work), both sides need to ensure they’re comfortable with this, and safety must be top priority
• People may want to focus on family rather than work
• Working with staff health and safety representatives and union representatives will be of assistance in some work places
• Work together to find practical solutions

Recognise that this has been a significant event

• People will react differently in the aftermath- some may need extra support
• Many will want to focus on caring for their family/whänau
• Others will be best supported by assisting to get things up and running

An individual employee has the right to refuse to do work they consider unsafe.

• Discuss the work and the concerns before it gets to this point. If you have decided it is safe share your knowledge and reasoning with staff  alongside the decision

Who decides if workers have to go to work if it is open?

• Employers and employees should talk to each other about what is happening with the workplace.  Discuss and reach an appropriate agreement.

If a staff member needs to stay home to look after their family – how does that work?

• Both parties should take a practical approach to this situation.  Employers should discuss the employee’s needs in these circumstances, recognising the unique nature of the event, the disruption it has caused and the need for flexibility.

If an employer has concerns that are not being resolved, what should they do?

• Employers who are members of local business associations should contact their association with their queries. Otherwise you may contact the Department of Labour on 0800 20 90 20 between 8:30am and 5:00pm Monday to Friday and you will be connected to appropriate services to assist.

What if no agreement can be reached?

• The Department is available to assist in any issues that arise.  The first approach would be to call the Department on 0800 20 90 20 between 8:30am and 5:00pm Monday to Friday and you will be connected to appropriate services to assist.

Does an employer have the right to require workers to go to work and help with clean up?

• This is an area for discussion on practical solutions.  Employers want their businesses up and running to provide service to customers, and to be able to pay their employees.  If employees are concerned about doing this work, they should discuss it with the employer and if they are being asked to work they don’t normally do, there should be a discussion about the employee’s capability to do the work, and about  supervision, and, especially, what protective gear employees will be provided with.  The primary concern at all times should be individual safety.

What safety gear should be used in clean up?

• The primary concern at all times should be individual safety.  This means that appropriate protective clothing and equipment should be used when required.  At a minimum, this would generally include heavy shoes/boots, a helmet and safety glasses and a protective jacket and trousers if required

View information on health and safety and employment relations issues that employers and employees may be considering in the wake of the Christchurch earthquake: http://www.dol.govt.nz/quake2010/