People Management

I can't do wright for doing wrong

Can I give you some feedback?

Is there really anyone out there who hears those word and thinks “oh goody, yes please”?

If there is, you’re a much better person than me!

Take this example, it was a long time ago – but I still remember it like it was yesterday.

I’d given a sales presentation to a prospective client with Helen, a new Associate who I was mentoring. Despite not being a traditionally qualified ‘sales professional’, I was actually quite good at what I did. I believed passionately in the product that I was selling, and I had my own sales ‘muscle’ that I used to be effective.

Helen, on the other hand, was very much a qualified sales person. She had worked in sales for one market-leading multinational company for the fifteen years since her graduation. She had been on every sales course suggested – and undoubtedly knew her stuff.

Of squinting cats and great leadership

It’s that tired old question: Can a chubby moggy with a befuddling squint and an inflated ego actually become a great leader?

Working from home during lockdown has provided the perfect opportunity to really observe the behaviours of my three crazy cats – two sisters and their brother. They look and behave so differently. Pablo, the largest of the three, is the one with the squint.

On the surface, their day looks very much like a business operation where targets are set, and tasks need to be accomplished. Team cooperation has to be negotiated carefully.

Are you a risk-taker?

Risk: your public speech is my 2000 metre drop

We all perceive risk differently. When you hear the words ‘bungee jumping’, what’s your immediate reaction? Do your fingertips and the soles of your feet start tingling with fear, or do you shout “hold my beer” and rush to the nearest 2000 metre drop?

Bee - finding solutions through team performance

Should businesses be more honeybee in the face of adversity?

I was listening to a news programme on the radio. One of the stories piqued my interest. Why indeed would honeybees resort to using animal dung to protect their hives? I was reminded of all the businesses that had to pivot their strategies in recent times. How could they ensure that their teams continued to perform at their best throughout periods of profound change? Please bear with me on this one!

Death of a Sales Manager

My father gave his life to one company, a well-known white goods manufacturer. Trained as an electrical engineer, he started out tightening screws on appliances. But soon he was travelling up and down the country as a salesman and customer service provider selling household goods to shops.

The job suited my suave and humorous father to the core, and he did very well. So well, in fact, that the company made him Sales Manager, a promotion that saw him catapulted … into an office, where he spent his days managing a sales team.

How to mitigate the detrimental effects of imposter syndrome in the workplace

According to a review article published in the International Journal of Behavioral Science, 70 percent of people experience imposter syndrome at some point in their lives.

As a Manager, you are tasked with safeguarding both your employees’ wellbeing and your company’s productivity. It is therefore important to be aware that the effects of imposter syndrome can be crippling for both your employees and your business.

Are you playing the recruitment lottery?

Wouldn’t you like to know exactly who you are employing?

Using reliable people data can help you take the guesswork out of your recruitment process and enable you to:

  • Recruit faster, more efficiently and with greater predictability
  • Attract top talent
  • Safeguard the company against hiring mistakes
  • Reduce staff turnover
  • Hire with confidence and integrity

If you are working as a Recruiter or in HR, your company will most likely rely on you to attract top talent, and to then onboard the new hires swiftly and smoothly.

Do you sometimes wish you had a crystal ball?

Building talent assessments into the candidate pre-screening, interviewing and reviewing phase of your recruitment process comes close.

Find that missing piece - recruitment

Will your job description help you find that missing piece?

The hiring process can be challenging. There are numerous things to take into consideration when you are looking for a new employee: budget, time frame, essential skills and experience, cultural fit. The list goes on.

However, recruitment should be celebrated. After all, if you are expanding your team your company is growing!

One of the first steps when recruiting is to decide on exactly who you are looking for and to create a compelling job description.

Simple enough right? Not necessarily.

The job advert will represent your company and your hiring needs. A well-written job advert – with a focus on the required behavioural characteristics – will attract the right applicants.

If your advert is not clearly targeted, you may have wasted your time, or it may lead to the wrong hire. Hiring mistakes are costly!

How to take the sting out of holding your employees accountable?

Ensuring that your employees fulfil their responsibilities and meet expectations may feel like a daunting prospect. However, a lack of policy around employee accountability can cause a wide variety of issues for your business.

Each member of your team has responsibilities that you, as their manager, will have assigned to them. The smooth running of the business relies on these tasks being performed satisfactorily.

Any gap caused by an employee not completing their tasks as expected has a knock-on effect on their team members who are left to pick up the pieces. This can lead to colleagues becoming disaffected and disengaged, which will negatively impact the overall performance of your business.

Employee Experience – why you should embrace it

Have you ever considered the employee experience at your company? Most companies are well versed in the world of customer experience, because everyone knows that happy customers come back for more.

It’s easy to see why organisations around the world apply similar principles to all functions in their company. The tide has started to turn. Companies no longer put their customers first and their employees last.

It is now broadly accepted that if you look after your employees, they will look after your customers for you. A positive employee experience is likely to make your people feel more valued, motivated, and engaged, and they are therefore less likely to leave – another plus point for the overall productivity of your company! …