Sarah Hardy-Box

Organisational Management Review Launch

Change is ongoing in all businesses today, on some level. As the world advances, organisations must do the same to keep ahead of the tide. For some companies this involves small adjustments, however many are faced with large scale organisational transition, and they simply aren’t equipped to handle it.

The consequences of failing to manage change effectively are severe and far reaching – and considering that the rate of failure for change initiatives is estimated to be around 50% this is of major concern to organisations across the world.

To successfully handle mergers, acquisitions or any large-scale change in your organisation, you need a solid strategy, and a firm grasp of everything that is going on within the organisation from the ground up. If you want to address company culture, you need to fully understand the current culture first. …

Influencing people at work

The power of persuasion: building influence in the workplace

Have you ever wondered how some people seem to be able to persuade others to do anything? It can be awe inspiring to see this particular skill at work, but there are simple techniques that you can apply that will help you to build influence quite easily. Certainly some seem to have innate ability in this area, but there are plenty of influencers out there who have had to work on their powers of persuasion.

Here are some quick tips on how to build influence in your workplace: …

3 Ways to Keep your Workforce Motivated in Times of Change and Uncertainty

All business have to be flexible to survive the constant flux going on in and around them. We all know that change and uncertainty are inevitable on some level, but what is the best way to handle them?

Some people enjoy a constantly evolving work environment, however not all employees – or leaders – share the same level of enthusiasm.

For some employees uncertainty is their worst nightmare: Routine goes out of the window, jobs can look insecure, familiar faces might be replaced, they might have to work remotely and as a result of countless similar factors, some employees are left feeling lost at sea without a captain.

So, as a business owner, leader or manager, what do you need to do to successfully steer your crew through turbulent times? …

The Link Between Employee Wellbeing, Engagement and Absence

In 2015, CIPD statistics told us that employee absence had risen to 6.9 days per employee per year on average in the UK, and only 25% of organisations achieved their absence target for 2014.

Unsurprisingly, the working world is now desperately trying to find out how to address this because of the huge impact that absenteeism has on productivity.

The Labour Force Survey results show that approximately 10 million days were lost to stress, anxiety or depression in 2014/2015, and statistics show that these figures are worsening year on year. Stress at work, leading to long-term absence, has more than doubled since the 1990s, yet only a third of employees receive any support to manage workplace stress.

This is bad news for business. Many organisations are now turning to wellbeing programs in an attempt to combat the ever worsening stress levels, but it has been suggested that for some companies, this is simply a move to tick a box as opposed to a reaction to genuine concern or understanding. The CIPD suggests that the majority of employers are more reactive than proactive in their approach to wellbeing (61 per cent), responding to persistent problems rather than predicting what health and wellbeing factors might impact the workforce in future.

In Memory of Mike Wood

734561_553052868057961_1683825995_nIt is with great sadness that we share the news that Mike Wood, the Vice-President of Predictive Advantage, has passed away on Wednesday, 30 March 2016, after a long battle with cancer.

 

Mike joined the business in 2004 when the office in Harrogate opened and was key in establishing this. He was instrumental in building the administrative team and in driving the growth of the business throughout Europe.

Mike fought his illness with an amazing spirit, continuing to be involved in the business and remaining strong and positive throughout his treatment. He was a warm, caring and supportive leader and will be truly missed by everybody.

The office will be closed on Friday 8th April 2016 so the team can attend Mike

Positive and Negative: The Power of Mindset in the Workplace

Have you ever considered the incredible effects of mind-sets on the ways in which our brains operate? Recent research is quite fascinating; in short, we can apparently change the way our brains work on a physical level, simply by altering the things that we think and talk about! On one level, this is amazing, because simply by practising gratitude, we can rewire our brains for positivity.

Disregard Notions of Millennials: It’s Time to Stop Generalising Generations in the Workforce

Let me begin with a disclaimer: I am a Millennial. My views may or may not be representative of those of my peer group. Now we’ve got that out of the way, I would like to discuss the incredibly problematic generalisation of generations in the workplace.

People love to lump other people into easily definable groups; particularly in the working world. As humans are so utterly complex, it is perhaps comforting to think that we can manage large groups of them in the same way, rather than take on the seemingly mammoth task of tuning into individuals, each with their own characteristics and needs.

This is where the problems begin: Once we start to assume certain attributes according to factors such as age, we risk completely misjudging and ultimately alienating members of the workforce.

Unhappy employees - it could be you

Unhappy Employees? 3 Questions To Ask Yourself

Are you wondering what you can do about disengaged and unhappy employees? Good news! You’re not alone: 87 percent of organisations across the world cite company culture and employee engagement as their top challenges. The bad news is, with more than 71% of employees across the world not fully engaged, it can feel like something of an uphill battle when you’re trying to make a difference.