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Low productivity holding back wages, says CIPD

Matt Stevens says:

Totally agree that unless we are talking about high commission based jobs, money will only provide a short/medium term spike in productivity. The way that organisations demonstrate that they value their staff will largely determine happiness, attendance and productivity - staff mentoring is one method that has been proven to be a successful way to engage and stimulate staff productivity.

Low productivity holding back wages, says CIPD

Steve Skinner says:

Absolutely right that it can be easy to spend up to a pay increase. Absolutely right that there are lots of other factors that contribute to an employee's overall work experience. However it can be demotivating if/when pay increases are restricted severely or even non-existent while the cost of living increases exponentially.

Low productivity holding back wages, says CIPD

Jackie Price says:

There are many other ways to make people feel valued that have a bigger impact on their overall wellbeing. I agree a pay increase has a short term high but we soon spend up to that new level and its no longer seen as an incentive. Healthy work interventions last longer have a better ROI. Nutrition, physio, massage at work all have the added benefit of being available to everyone and if scheduled regularly can help to bring about employee engagement and loyalty, more so than just selective salary increases.

Low productivity holding back wages, says CIPD

Steve Skinner says:

I can't prove or disprove it but could the reverse be true with low wages holding back productivity? Money is, of course, a short term motivator but it can also be perceived as how much an employee is valued.

Interview with Tim Martin, founder of pub chain Wetherspoon

Steve Putman says:

When are management in the Full House in Hemel Hempstead going to put up signs in the toilets saying "Now Please Wash Your Hands"... 9 out of 10 toilet users walk out without using the hand washing facilities available. Disgusting. Will Wetherspoons be the first named pub to be involved in an outbreak of Ebola?

Mediation and mindfulness

Tania Coke says:

Roger - thanks for the link. I think the mediator's work is a great way to explore the relationship between being and doing (cf action and contemplation).

Mediation and mindfulness

Tania Coke says:

Thank you Vivienne! It's amazing how often people misread 'mediation' as 'meditation'. Perhaps no coincidence that the words are so similar!

Don't believe the hype of employee engagement

David Ducheyne says:

Never trust a consultant who comes with a concept. Take one who comes with an approach that fits to your company and its needs. This analysis and criticism is probably valid for many topics. Not only in practice but also in academia there are divergent definitions. Research in behavioural science is often trivial, not replicated, biased towards the positive outcomes, either too experimental or too contextual, ... If you look at the work of Arnold Bakker I'd say he has a definition of engagement. But others have different definitions. That's life. In the advancement of science every researcher wants to More...

Vicky Pryce: Ex-offenders deserve level playing field

andy rhodes says:

Vicky, your article raises the issue of employment for ex offenders with real compassion. Even the term 'offender' can be misleading and the stigma we place on this in society prevents this community from accessing the number one pathway that lies at the heart of any recovery plan - a job! 65% of prolific offenders come from households with a domestic abuse marker and upwards of 22% of the prison population have learning difficulties. Even without a criminal record these early life experiences can define a life that is far more challenging than any of us with a better start More...

Last chance to vote for the HR Most Influential Readers' Choice

Rohit Patel says:

Eugenio Pirri – an inspirational leader empowering his team to deliver the ultimate guest experience, and manage the 'wellbeing' and 'happiness' of his staff.

Last chance to vote for the HR Most Influential Readers' Choice

Rohit Patel says:

Eugenio Pirri – an inspirational leader empowering his team to deliver the ultimate guest experience, and manage the 'wellbeing' and 'happiness' of his staff.

Is graduate talent out there?

Dan Hawes says:

Talent is out there and it is hard to find! It depends what talent is appropriate for the role and organisation of course but employers will inevitably have suitable applicants slip through the net. There needs to be a balance in setting requirements and what is realistic. A degree says one thing but other factors can be just as illustrative of a candidates suitability. Is any recruiter accepting the HEAR for instance?

UK will be 'talent magnet' within Europe, says KPMG partner

Peter Copping says:

Creating talent is a matter for organisations. That's why we don't win at football (which is full of EU and further talent). Salaries are rising to try to pull candidates out of rivals who will now be putting salaries up to stop 'em leaving. But that won't improve productivity to pay for it. The merry dance will continue while the BANK decides when to cool it by raising intent rates (before or after the election?) And the pound soars while UK's biggest market seems to b pancaking.

Winning war for talent not just about pay

Clare McNamara says:

Some great insights, Ingrid - very useful. I particularly like the point you make about the need to recognize that employees are all different. We need to support our leaders to identify nuances and create the right conditions in which their people can feel most motivated and willing to offer discretionary effort.

Finance sector could be “weaker" in independent Scotland

Scott Walker says:

Why should anyone believe what the finance and banking sectors say about the future of Scotland? These are the same people who's short sited, I'm alight Jack approach to casino economics led to a crash that left the poorest and most vulnerable people in the Scotland and the rest of the UK paying for through benefit cuts and wage freezes. Finance like every other sector in the economy will adapt whatever the people of Scotland decide in September. We should not pay heed to the fear laden prophesies of doom from the same people who led the UK blindly to More...

Should HR do more to attract talent?

syed sobhan says:

I cannot agree more with the comment that the perception of HR is still very negative overall. I currently work as Management Trainee, HRM in the food and beverages arm of Kazi Farms group, which is the largest agro based firm in Bangladesh. I have found a similar tone that resonates throughout the organization, and that is HR is all about salary and bill processing, policy making and less about T&D and OD. Although we have a great corporate HR team that works best for the organization, colleagues, especially from the sales team need a lot of convincing that HR More...

Should HR do more to attract talent?

Ian Morley says:

I am an HR professional who studied for an MBA approximately 10 years ago. There were around 120 people on the course and just one other person aside from myself who had any experience in HR. The vast majority of people had no respect for the function - some going as far to say "I hate HR" - and did not see it as adding much value to the business agenda. I hate to say it but at times I do tend to agree with them. Having worked in many companies as a freelance consultant during the years since my More...

Employers must engage 'forgotten talent pool', says HSBC head of emerging talent

John Ludike says:

Providing they all pass foundation literacy skills tests & assessment in language, maths, business acumen, PC, Technology , life skills etc. Many of them just not adept in business context and requires significant "bridging" assistance in many of above areas.

Performance improvement plans and the culture of fear

Derek Mowbray says:

Great article, Steven. It puzzles me that engagement scores for under performing organisations seem to nearly always be high - depends, of course, on the type of engagement. But I also wonder what the scores are for those in the 10% per annum being gradually managed out of the organisation. The impact of a culture of fear should produce abysmal scores on a social engagement scale, and demonstrate just how far apart mediocre performing organisations are from their potential if they adopted a positive working culture.

Hot topic: Hiring school leavers

Keith Appleyard says:

I find that school-leavers are not ready for the most basic skill of time-keeping. My own daughter (now an Oxford Graduate & Chartered Accountant) got into the habit of going into Sixth Form late - why - because their teacher couldn't be bothered to get to work by 08:30. He would arrive on the bus that dropped him off at the school gates at 8:40, so his class never started until 8:50, so the students saw no reason to arrive on time. I formally complained about the teachers' time-keeping, and never got a response. My daughter then got into trouble More...

In this issue: August 2014
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Balancing act – Have we finally reachd a tipping point around flexible working practices?


Bedding down – Inside the Dorchester Collection


High voltage – Is the future of fleet electric?


Cream of the crop – Barriers to effective talent management

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