Jim Kurtz says:
Great piece. That blend of tech and face-to-face has to be the way forward, where the tech is an expert system that will take the busy line manager through the process and equip her for really a worthwhile meeting and subsequent coaching. New online systems like Performance Review Pro are doing that now
Victoria Fourie says:
I have been into more than 50 Wetherspoon pubs and drink my coffee...been my saving grace since being in this country from South Africa.I am a 72 y o female pensioner.... Had a bad experience...unresolved...and would do anything to speak to the big man himself.sincerely Victoria FourieF
PETER COPPING says:
I have been virtually interacting (and still am at this moment) by letter, then phone,conferencing then telex/fax and now email, twitter, messaging apps. etc. What this is really about is 'control' and 'agency'
was a great evening...well done to Charlie from BP well deserved young man!
Anthony adiga says:
This is what you would expect an ex con to say? Right Vicky?? Banged up for only 3 days in a luxury prison and then walk into the job of your choicee.
The politicians all talk about more doctors, nurses etc. They bang on about how many MORE people they have treated than the previous government and how many MORE people they will treat in the future as thought this is something to be commended, something noble. In reality, they should be talking about how many FEWER people needed doctors and hospitalisation because their policies had made a HEALTHY and ROBUST nation of people. Cognitive dissonance rules. WAKE UP all you people.
Bryce Biggs says:
If this quote represents the Prof's views I think he is mistaken. There are many great leaders we can admire from a distance but we may perhaps not have personally wanted to work with or for them - Steve Jobs being just one of a number who comes to mind. But if they had been "avoided" our history and record of leadership, innovation, and civilization itself would probably have been a far blander and poorer one.
Julian Mack says:
I would wholeheartedly endorse what Chris is saying about paying more attention to the health and well being of employees. Talk is cheap we need more action. We see huge gains in self-esteem, sense of purpose and overall fitness from the type of events we build for clients. Julian Mack CEO Threshold Sports
Agree with the first comment completely - the CBI always trot this one out whenever the minimum wage is discussed. We're talking about it rising £1.50 in the next 5.5 years - chances are just inflationary increases would make it rise that far in that time anyway - Labour are not particularly promising anything grand here. The CBI are always doom merchants when it comes to minimum wage (including when it was first proposed) - have they ever been able to provide any evidence that the minimum wage has led to job losses, etc?
Chris Roebuck says:
I don't believe what people want from their leaders has changed, its just how thats delivered, communicated and planned has changed with the times. People still want to be given the chance to do their best, to be encouraged, to me listened to, involved, to be treated with decency and to be developed for the future. That's always been the case - even back into the mists of history. That's what any human being wants through what they do in work and life. "Tell me and I forget, show me and I remember, involve me and I understand" Lao Tze More...
Barry Evans says:
There is no generally accepted definition of engagement and virtually no decent research supporting its benefits. It is a fad with little basis in theory. At best it is merely a re-labeling of such constructs as commitment and job satisfaction. At worst it is a destructive idea leading to work intensification and burnout. Yet the HR community continues to lap it as it makes them think they can have some form of influence in the work place.
Barry Evans says:
Wow! Gold medal to whoever works at the EE and Vodaphone press offices. EE spin this story from being part of the reason that Phones 4 U had gone into administration to 'saving' the jobs of some of those it was responsible for putting at risk in the first place.
Barry Evans says:
I have a saying perhaps some might care to consider when they are congratulating each other about how 'influential' they are tonight. 'Foolish names and foolish faces often appear in public places' HR influential?
Barry Evans says:
It is always a joy to hear again what paragons of employment and good practice the financial services industry and, of course, Barclays in particular are. I mean who can forget - Bob Diamond, PPI, Libor manipulation, mis-selling of financial products to SMEs, described by US regulators as 'dysfunctional', leaked customer data, dark-pool trading allegations, manipulation of the US energy markets, breaches of anti-money laundering rules etc... And only last month they came bottom of fourteen banks in customer satisfaction. Hey nevermind! Apparently their interns say it is a nice place. Are they allowed to say anything else!!!
Barry Evans says:
Has there ever been an announcement of a possible increase to the minimum wage where someone from the CBI isn't trotted out to say 'This is a bad idea and will cost jobs'? If they were ever looking for a strapline for their organisation I would suggest saving thousands on consultants and just using this.
phil pullen says:
this government has treated workers in the NHS like something that i scraped off my shoe..it is disgusting trying to exist on the pittance the lower grades of pay ...starting pay at 14k is an insult
São Gorgueira says:
I would agree wholeheartedly with all principles but think it should be taken a step further. Employers should (demonstrate their faith in their managers and staff) be brave enough to switch the focus from controlling a flexible working scheme as is conventionally done in most organisations to measuring productivity and outcomes. It strikes me that flexible working delivers higher rates of productivity and yields higher financial return on investment if properly managed.
Maria Joseph says:
This article strikes a strong chord with me. I envision a redesign of the corporate ladder structure and embedded hierarchical concept. This, based on the recognition that people (resources) leave not just for better opportunities, but for different ones. I see a workplace module that focuses on a logical succession of responsibilities and correlating objectives, drawing on developed skill/proficiency-sets, and time-specified duration. It's time to match the natural limit of people's interest/attention spans, proclivities and strengths to a workplace structure that capitalizes on them rather than loses or disregards them.
Samuel Gordon says:
Someone recently pointed out to me that it's more of a skills "lag" than a skills shortage - people pick up their skills on-the-job, several months after being hired, rather than at the point of entry. I see the fastest approach to solving this challenge as improving on-the-job training: employers then drive the pace of change, their return on investment is immediate, the training can be made far more tailored, and this would drive a necessary improvement in the quality of training in general. The next step is then to make on-the-job training better coordinated and more impact-orientated. Declaring my More...
Peter Cook says:
Planning on the left side of the brain ... Managing on the right ... A whole brained approach to HR ... Great post Jon Peter
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