Michelle Rhodes says:
I would like to nominate Dr Kate Grainger for #hellomynameis. Her message is changing the way that we communicate in the NHS.
Dr Jordi Robert-Ribes says:
It's a great point that remote working makes the "content" stand out over the "wrapping". However, the importance of "water-cooler discussions" is well known to improve organisations (see for instance this INSEAD article: http://www.insead.edu/facultyresearch/research/details_papers.cfm?id=15952 ) Even more important in order to get to the top job is playing office politics. I don't thing they'll go away. And to play that game you need to be in the field. Even there is another type of remote working, which is being located at a distant subsidiary. Most managers and executives that accept such an appointment, do so in a temporary basis. They More...
Chris Bale says:
I agree with most of this article. The logical progression from here will be for larger agencies to acquire specialist job boards or social media sites in their sector. They will therefore still service their clients at all levels but the revenue will be advertising driven for junior roles and retainer/contingent fees for senior levels. Inevitably this will result in a consolidation of the market. Already started to see this happen in the US, Asia and this year in the UK.
Toby Hillman says:
Dr Kate Granger for her positive influence on patient experience worldwide through her simple but brilliant campaign to reconnect healthcare workers to the people inside their patients.
Mary Hardcastle says:
I nominate Kate Granger for her #hellomynameis campaign that makes a massive difference in patient/professional relationships and empowers patients/service users. Kate is inspirational!
Sandy Thomson says:
For pushing through and inspiring others, I nominate Kate Granger #hellomynameis Sandy
Pippa Kelly says:
Dr Kate Granger for #hellomynameis. Simple. Powerful. Personal. Game-changing.
Gill Phillips says:
Simple and truly inspirational! :-)
Elena Salomon says:
This is clearly the trend of the modern world where you do not need anything else for your "office" but telephone, e-mail and skype. Working from home will become first of all cheaper: no travel expences, no additional rent to pay for, conference calls and visio-conferences - what else would you need... In fact, well, corporate culture and communication with colleagues is one challenge but in my opinion not the biggest. The one even more important is self-organisation and discipline. Many of us think we are capable of doing the same old thing without any supervision or external control, but More...
Fiona Murphy says:
On behalf of millions of patients worldwide I nominate Dr Kate Granger for her inspirational ,simplistic #hellomynameis initiative - thanks ! You have made a difference that's insurmountable .
Kim Maddison says:
I would like to nominate Dr Kate Granger for #Hellomynameis making a huge difference to patients
Sally Margerison says:
I would like to nominate Kate Granger and her #hellomynameis campaign which singularly can make a difference to EVERY patient in the delivery of their care
Trisha Proud says:
Having spent many years within the Hospitality industry I take my hat off to Lexington Catering for driving through this worth while and much needed initiative; hospitality plays a huge part in the British economy and people that work in it are so often under valued. We are no longer a nation of manufacturers; we have over recent decades become a service orientated nation, therefore if organisations such as Lexington are not taking time out to develop the next generation this will impact heavily on both the economy and employment rates. Well done Lexington, I only hope that others will More...
John McDade says:
From the whistleblower point of view the matters raised are not 'employment' matters. Good employers will investigate, report, adapt etc involving the whistleblower. Bad employers investigate the whistleblower. Early intervention is key, the tide will change when the law recognises whistleblowing is not employment law and whistleblowers are protected from reprisal and detriment.
Bob Gately says:
Eight in 10 employees self report that they are not engaged. Eight in 10 managers are ill-suited to managing people. Therefore, we should not be surprised that eight in 10 candidates recount poor recruitment experience.
Theresa Marks says:
Have been interviewing today and one of the questions I am asking is what will keep you motivated and will bring out the best in you? - answers are 'being developed' 'keep learning' 'doing new work'. Keeping an employee motivated and learning is ever more so a necessary skill in a manager's tool kit. Managers should always be thinking what is the next task I can give my employee.
Jan Shankar says:
Agree wholeheartedly with the points in this article - in addition it is vital for organisations to make the most of their spending on learning and development by using various practical ways to keep the learning alive afterwards. True development is about the ongoing discussions and 1-1 coaching - this is what enables individuals to put what they have learned at any training events into practice.
Marcus Body says:
They aren't saying anything publicly, but TechCrunch are reporting rumours (see link below). A platform already familiar to many of your employees might improve uptake by businesses wavering on the topic. http://techcrunch.com/2014/06/25/facebook-at-work/
Gary Wilson says:
Much of the main thrust of the Ulrich model, namely HR Business Partnership, is a worthwhile concept that is often mis-applied to a particular business unit. The main complaint from our clients who operate an HRBP structure is that the HR understands who within the Business Unit is a high potential and can build talent management around them, but those outside the BU do not know. Companies seem to be losing talent who see limited career opportunities within their BU and often do not have either the time nor the inclination to be proactively seeking opportunities in alternative BUs within More...
Peter Dean says:
It goes to show how times have changed. Not too long ago folk were happy with a new job title, but now they are thinking further down the line. It is a positive thing though, if staff are keen to learn new roles/skills, then surely their individual input to the business will rise proportionally and with it the productivity of the business as a whole. Great article and rather an eye opener I will admit.
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