Why high fliers fail…… I attended a great HR conference in Singapore last year and recall a particular presenter talking about the 3 myths about career success, they were: • Patience is not a virtue – to succeed in your career, you must be hungry and ambitious • Ability is not always enough and will […]
We often read about how an employer can attract and retain motivated and happy staff. In fact, many organisations spend a fortune on conducting culture and engagement surveys with their employees every year to find the answers to this conundrum. Don’t get me wrong, I am a huge fan of employee opinion surveys, information from surveys underpins relevant HR strategies, but I don’t often read about what makes an ideal employee. What is an employer’s wishlist when it comes to creating the ideal workplace full of happy, productive and low maintenance employees?
My clients are used to me going on about putting the PR in the HR all the time. So many companies I work with offer amazing employee benefits and rewards but nobody knows about it or it is taken for granted by the employees.
‘See it and say it’ is one of the most powerful lessons I have learnt throughout my management career when it comes to managing staff performance.
It amazes me that people all around the world leave their jobs for pretty much the same reasons. I was in Singapore last year attending a global HR conference, and was pretty surprised when one of the presenters shared some research with us, which confirmed what I thought – it all comes down to the relationship with their manager.
Whether you want one or not, every company has an ‘employer brand’. This is your reputation as an employer.
Many of my clients are asking me how they can retain and reward high performing staff whilst remaining financially secure. Businesses need to look carefully at their plans to financially reward employees in 2009.
The new Industrial Relations Laws, namely Fair Work Australia kicks in next week on 1 July 2009. Labor has brought about a raft of changes that will require employers of all sizes to be more flexible in their working arrangements. The intention of the flexible work arrangements and generous parental leave provisions are to assist and support working parents, (particularly mothers) to balance work and family responsibilities.
I’ve always seen the end of financial year as traditionally being a time for pay rises, bonuses and added incentives but this year I’m seeing a whole new ball game. It’s no longer as simple as handing out pay rises – businesses are facing a new set of challenges, with many fighting to maintain profitable and generate positive cash flow, in an effort to avoid laying off staff, salaries are being put on ice.
In the current market, with profits declining for many businesses we are forced to cut costs. One of the largest overheads for any businesses is often the cost of your staff. Where we may have been able to carry mediocre performers in a boom market, we certainly do not have the luxury of settling for […]
