The process to manage absence relies on data. One of the problems of data is that it is easy to create, instead of being easy to use. The Bradford Factor is a wonderful example. Anyone who has had a face to face meeting with someone to understand and improve their pattern of attendance at work knows this!
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What people want: Achievement, Recognition and then Money
What people want from their employment is obvious. If only people were that simple! Of course, we all need money to live, but how does that explain the millions of hours of volunteer work that is done every year? What is their reward? If you are designing your work environment so that money is the only reward, you are relying on the weakest of three primary work motivations. You can expect to pay a lot!
Continue readingAre you an Executive? What do you do and what should you do?
Are you an Executive? A Director, perhaps the Chief Executive? What do you spend you time doing? Do you spend it on “comfort work”? Work that makes you feel busy, work that you are competent to do but work that should be delegated? If you are busy, keeping your head down, who is steering the Corporate vessel? Who is looking for the rocks on the journey or the next innovation that could move you forward? Should you be doing routine handle-turning work? Or should you be building the future? Even worse is the truth of who is steering the vessel!
Continue reading‘Impossible results’ say the HR partners!
‘Impossible results’, why would HR Consultants say that do you think? There is a world of difference between HR and People Management. HR is about behaving properly in a legal sense, contracts, obligations and so on. People Management, Line Management, is about getting work done by the people. Yes, of course it has to be legal, decent and properly done. So HR advice is needed. But their view of People Management is heavily shrouded, peering through fog of legal restriction. In essence, HR is reactive, they adapt local rules and advice to changes in the law and company policy. As a result, they are not on the cutting edge of innovation. Don’t imagine I have a poor view of the HR function! It is necessary and it isn’t People Management. The video proves the point precisely! Because, these ‘impossible results’ are historical!
Continue readingHuman Resources to be called People Managers!
Where does the move come from for Human Resources to be called People Managers? Some people believe managing people is a hot potato so are eager to offload the responsibility to the people who understand the legality. That makes me ask what are these Managers doing then, if they don’t manage people? Managing the work maybe? You can’t manage an inanimate object – that is administration. Let’s be clear, you need HR to ensure you deal with your people legally and properly. This doesn’t make them People Managers. People are people, not Human Resources or Units of Labour. Your People managers are your managers who mange people, what you call Line Managers, Supervisors or Team Leaders. If you are a Director you probably manage people too. If you have employees reporting directly to you, you are a People Manager.
Continue readingListening to Government Business Advice is a bad idea
Why do I think listening to Government Business Advice is a bad idea? We are two weeks from the supposed date for Brexit. It looks like the decision, the form of the decision may take some while longer. Parliament can’t agree. Fiddling while Rome burns perhaps? Meanwhile, businesses are all demanding that the Government do something to make business more profitable. Unfortunately, there is no academic qualification, no apprenticeship scheme, no training whatsoever needed to be elected to Parliament. The only reason to look to the Government for help is because they have the money, our money. The Government does not understand business! The video has an example of why listening to Government Business Advice is a bad idea.
Continue readingThe thought process to raise productivity
There is much confusion around productivity, and its meaning, not helped by the same word being used to mean different things. The meaning differs for an individual, an organisation and the Government! Productivity is important, indeed vital. It determines your standard of living: whether your organisation succeeds and how much the Government has to spend. We need better productivity to afford the NHS, Education, Police, in fact, for everything the Government provides. You can watch a definition of productivity here Watch the video to improve your thinking on productivity.
Continue readingProductivity
Productivity – a simple word with multiple meanings! The UK has struggled with “productivity” since Victorian times! The Victorians were worried about the rise of the American and German industrial competition. All that a century seems to have added is a few more countries for us to be worried about! Productivity means different things to different people at different times. This video tries to clarify what “productivity” means in your organization.
Continue readingHow do I promote a Technical Specialist to be a good Manager?
We all do it don’t we? You have your best salesman, your best engineer, your best IFA, your best nurse and you promote them to manager. Unless you give your new manager some support and some people management training, you have gained a poor manager and lost your best specialist! It is a horrible thing to do to the new manager and the poor team they manage. It is also very bad for the organisation!
Continue readingHow do I quickly engage people in the Company vision ?
Do you find people you recruit just don’t get what a fantastic place this is to work? Do they behave like it is ‘just a job’? Don’t they share your excitement, your enthusiasm and, dare I say, your passion for the organisation? This video will start you in the direction of fixing that.
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