If you've been following us on social media recently, you'll have seen our "Launchpad Advent" helping business owners and leaders with organisation behaviour, culture and valuing people.
We've brought them all together in one place in case you missed them.
- Culture - Define It – Invest time and energy in defining your organisation culture.
- Culture - Understand It – Take your culture and understand what it means for the people in your organisation and those you are trying to attract.
- Culture - Nail It – Be clear on your vision, values, behaviours, and staff skills, aptitude and resilience.
- Behaviour - Link It – Link your behaviours to the organisation Culture, Vision, and Values. What do behaviours look like if you’re living the organisation culture in your organisation?
- Behaviour - Live It – Make expected behaviours so clear that everyone lives them, and those who don’t are challenged.
- Behaviour - Learn & Develop – Recruit for behaviours and values that fit your organisation, in order to get the right fit. Continue to grow and develop staff as the business evolves.
- Clarify – Help new and future and existing employees determining the needs of the role and the personal attributes, together with clearly communicating the organisation values and behaviours.
- Clear – Clearly define and promote the values, behaviours and attributes required to succeed in role and within the organisation.
- Communicate – Promote the organisation, vision, values and culture in all promotional information, throughout the recruitment process and when inducting new staff members.
- Develop – Commit to continuous learning and development that reflects the direction and changes within the organisation.
- Opportunities – Create opportunities for staff to embrace a culture of learning and development.
- Internal – Create internal opportunities for your people to grow and develop within the organisation in order to fully understand how they fit within the business.
- Grow – Develop staff to grow with an open mind as to where their career is destined. This may be within or outside of the organisation. Help your people to understand the outside world and how they fit into the internal and external context ensuring they don’t become institutionalised.
“Train people well enough so they can leave, treat them well enough, so they don't want to”. - Richard Branson
Managing People as Humans
- Recognise Changes - When behaviour, demeanor or performance change - recognise the signs. People who have worked well and suddenly change usually have something going on for them. Recognise the changes and address them quickly.
- Address Issues - Staff should have regular contact with their manager. As changes in behaviour, attendance, and / or performance issues begin to emerge, the managers observations should be raised at the earliest opportunity. Address issues before they escalate.
- Operate with Integrity - Most people crave clarity and honesty. Be clear as to what changes you have seen, being specific with your examples. Explore with integrity, remembering there is usually a reason for the change. A genuine and caring approach is more likely to prevent a defensive response.
- Sign-Post - Make clear what you and the organisation can do to support the staff member. Sign-post to available support.
- Establish - a joint way forward and build in a review period. Create open channels of communication in order to establish rapport where both parties are able to be honest and trust one another.
- Involve staff - Seek views, encourage ideas, seek recommendations to bring in ideas and innovation
“Having no choice doesn't result in innovation and performance improvement.” - Ron Williams
Our Director, Beverly cites Self Awareness at 3 levels:
Are you confident to put out the REAL YOU to those around you?
- Career Management – empower people to take ownership of their career. Outplacement for employees facing redundancy can be a lifeline, particularly if they’ve worked for the same employer for a long time. Outplacement supports people to stand out from the crowd with a CV and cover letter, builds their confidence for interview and prepares them to inform their induction to a new employer. Outplacement is empowering but you could be doing this at every appraisal.
Can you empower your staff for their next move?
- Caring and Inclusive - Menopause is defined as when a woman has experienced no periods for 12 consecutive months with no biological or psychological attributable cause identified. Menopause usually occurs between the ages of 45 and 55 and typically lasts between four and eight years. However, each female employee's experience will be different, and menopausal symptoms can sometimes begin before the age of 40.
Do you have a strategy in place?
- Working Well - It is estimated that presenteeism costs the UK £15bn. If we think about that, we’d know it’s better to refuel our mind and body by taking a break. So, with that mindset change, put hobbies and sports into diaries, schedulers, planners, etc. Most importantly put them in shared calendars so that no one else books something into your time.
Do you practice healthy work/life balance ?
- Appreciation – What does being appreciated in the workplace look like? What makes an employee feel valued?
And finally don't forget to enter our prize draw to win a free review of your HR policies and contracts let us know what you think makes an employee feel valued.
Merry Christmas and here’s to 2022!
Beverly & Jo
Win a free GR policies & Contracts Review
Just click the button and let us know what makes an employee feel valued.