Added by Susan Rochester on February 10, 2012 at 11:22 — No Comments
If the difficult performer has created a 'mess', that is, they have said or done something that has affected others in the organisation in some harmful or hurtful way then that person needs to be held accountable for their actions. There are lots of ways to do this but the trick lies with the approach taken by whoever is the first to respond.
Working 'with', being authoritative, is a skill. Building and maintaining relationships is not knowledge but a skill.
Working 'to', being…Continue
In my article entitled ‘Change Readiness Put Simply’ I stated that change readiness refers to a person’s capacity to act as the primary change agent in their own life. In this current article I want to expand on the idea of change agents, and show how people can continue to act as their own primary agent of change even though other agents are influencing them.
It is first of all important to distinguish…Continue
Added by Steve Barlow on February 8, 2012 at 7:08 — No Comments
Leading a business has long been about displaying our personal strengths in the workplace. But today’s working environment requires managers to also display a raft of ‘softer skills’ when dealing with people.
Soft skills can be quite a revelation for business leaders, who are beginning to understand that leading with an iron fist doesn’t yield the best results.
Taking a softer approach refers to learning how to effectively relate to people, showing empathy and optimism and…Continue
The economic burden of Australia’s obesity epidemic is well known to most, with recent studies putting the cost of caring for overweight and obese Australians at $56 billion per year1.
But it’s not just the tax-paying public who are crumbling under this ever-increasing load – Australian businesses are also suffering as the health problems of our nation significantly decrease employee productivity.
Businesses recognise the link between poor employee health,…Continue
Added by Jevita Nilson on February 7, 2012 at 11:35 — No Comments
The cost of attracting top talent is scary enough. Recruitment fees alone can start at 12% of your new employee’s salary and head north depending on how much you pay them. The real cost however, of losing your staff in the early days of hire, is much higher than you think.
If you flunked out in maths class, don’t despair. Here’s a quick lesson by Shiraz Contractor-Papas (our Product Manager - Asia Pacific) on how to calculate the true costs of employee…Continue
My postman gave me an incredible experience this week. Yes that’s right, my postman.
Let’s start from the beginning:
Have you ever felt like you don’t fit in, not sure if you like your job, or see it in the people around you?
Life just doesn’t seem quite right and you’re not sure why?
Do you even see these elements in your staff members? They seem ‘OK’ and do an average to good job, yet they…Continue
In my recent blog “head in the sand vs action junkie ….what’s your mantra?” I wrote about a Consultant who worked for me who didn’t enjoy prospecting new business as she felt that she was annoying clients when she rang. This generated a range of comments and questions asking how I helped her overcome this.
Added by Nicole Underwood on February 6, 2012 at 13:29 — No Comments
Interesting that today's HR Daily has Leaders Must Be Taught… and Fair Work Act needs… are on the same page. The articles are very complimentary. They underlying issues, of course, is about relationships. When employers use inclusive management techniques all that work together will find ways of resolving issues without too much outside assistance.
When outside assistance is sought realistically they can only facilitate dialogue between the people that are directly affected by…Continue
Added by Geoff Blair on February 6, 2012 at 11:09 — No Comments
Added by Susan Rochester on February 3, 2012 at 9:10 — No Comments
When it comes to recruiting a new staff member, most organisations focus heavily on attracting and then selecting the best possible candidate for their team. A great deal of time and effort goes into selling the organisation, and then once a strong pool of candidates have applied for the role, the focus moves to interviewing, reference checking and finally making an offer of employment to the preferred candidate.
Once the preferred candidate has accepted the job offer,…Continue
If you didn't read the HR Daily article called Motivation alone won't boost performance on the 24th Jan, you really…Continue
Added by Alecia O'Brien on February 1, 2012 at 7:00 — No Comments
The recent tragedy aboard the Costa Concordia occurred nearly a century after what is arguably the most well-known shipwreck of all time – the ill-fated RMS Titanic. In both cases the ships were headed for disaster, and the Captains of both ships were unaware of the danger.
The coasts of Italy have been familiar to seafarers for well over 2000 years. It is remarkable that such extensively charted shorelines should claim a ship equipped with all the latest technology. We may go…Continue
Added by Steve Barlow on January 30, 2012 at 18:23 — No Comments
Since launching HR Daily in 2008, we've had hundreds of requests from HR professionals and employers to provide a channel through which they can connect. Finally, after months of testing and fine tuning, we're almost ready to go.
We're hoping you can help with this final stage (and let us give something back in return).
To help us launch …
Added by Jo Knox on January 30, 2012 at 15:00 — No Comments
So I said to him, ‘From a young age we have been taught it’s OK to poach’.
What do you mean? He said aghast!…
Added by Anne-Marie Orrock on January 28, 2012 at 10:00 — No Comments
Added by Susan Rochester on January 27, 2012 at 10:30 — No Comments
Organisations are busy places. People meet together in formal and informal contexts and talk about what’s going on, what should be going on, and what’s ‘in the wind’. Others are planning, proposing and discussing ideas, strategies, and approaches. People are involved in a myriad of activities as they go about their working life.
What is the effect of all this talk and all this activity? Hopefully it is helping the organisation fulfil its purpose, but what is in no doubt is that it…Continue
Added by Steve Barlow on January 24, 2012 at 8:30 — No Comments
Most of us don’t like change. We get established in our routines and change unsettles us. But does this discomfort originate from us as people, or is it a product of the change itself?
Three Canadian researchers* sought to answer this question. They studied a group of healthcare workers faced with 3 types of changes – structural, relocation, and IT. Their findings showed two different kinds of responses to change. One they called ‘dispositional’ discomfort, which referred to…Continue
Added by Steve Barlow on January 16, 2012 at 18:38 — No Comments
Added by Susan Rochester on January 13, 2012 at 10:30 — No Comments
You can also often strike the manager with the negative perspective in relationship to the employee performance appraisal process.
After many years of hearing their complaint and peeling away the layers of rationalisation the reason many managers hate the employee performance appraisal process is for a…Continue