A. New Zealanders seem to be working more hours every year, but not always more productively. This is an international pattern.
There is media coverage and business discussion about balanced lives and "working smarter, not harder", but the culture of many organisations seems to reinforce the old stereotype of hard work being demonstrated by long hours.
Unless you are in direct production work, hours spent and work produced are rarely directly related and time spent in other activities often opens you up to better work performance in the concentrated hours that are spent at work.
Those working longer hours are often tired, poorly focused and forced to attend to personal issues from dry-cleaning to personal disputes during work time, because that is the only time they have.
The expectation of long hours is often set by managers who stay late and then observe workers who leave earlier as not as committed as they are.
What work example is your manager setting? If you are concerned about perceptions of your performance, talk to you new manager about your disquiet, and get clarification about his/her expectation. If the quantity and quality of your work are good, I would think that you would be seen as a positive example rather than a problem.
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Q. I interviewed for a job that sounded really good in the advertisement, but when I saw the place where I would be working and got a better feel for the position and the people I would be working with, I wasn't nearly as interested. Now the company has called and offered me the position, and I'm not quite sure how to say "no" in a polite way.
A. The job selection process works both ways - you are assessing a potential employer just as much as they are assessing you (and both sides are tying to impress the other).
Just as I would advise employers with doubts not to make an offer without fully investigating the areas that cause you concern, I would counsel potential employees to do the same. But it sounds like you have already made your decision.
The first thing I would advise is that you tell them as soon as possible. Smart employers don't decline alternative candidates who are suitable for the job until they have confirmed the acceptance of the top candidate. A swift decline allows them to contact another candidate.
My second piece of advice is to be honest. In your case tell them that the job is not exactly what you are looking for. They may ask for more details, and it is probably wise to focus on job characteristics or growth opportunities.
You may wish to start off by noting positive features that attracted you to the post, or things that you felt quite positive about in the interview, but then say that despite these positives it just doesn't seem to be the right choice for you at this point. Thank them for their time and interest, and wish them the best in their search.
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