What if we’ve got it all wrong? What if in fact it’s not HR that needs to be disrupted, but leadership?
Recently we did a straw poll of delegates at the CIPD conference and the results showed that Wellbeing was the number one priority going forward for many organisations.
We don't say breakthroughs in science are disruptions to the diagnosis and treatment of terminal illnesses, so why call revolutions in the operation, products and services of organisations and their industries, disruptions?
#Employee Engagement #CompanyCulture #People #Talent #Teams
As someone who helped to produce and parent the Millennial generation I probably shouldn’t be surprised by their list of clear-cut “wants” from their careers, and yet I can’t help sometimes feeling that the list is a bit excessive. We were never so finicky!
Let’s remind ourselves what we know about this generation that by 2020 will represent 40% of the working population:
Employee silence occurs when employees make conscious decisions to not provide information, opinions and feedback, raise issues or make suggestions. It can occur for a number of reasons, such as a belief that providing an idea or feedback is futile as it will be ignored, or a fear that expressing a view differing from that of colleagues or management risks professional relationships, job opportunities and security.
Every leader has a strategy. They might not call it a strategy; it might not be clearly articulated and thought through; it might even be a bad strategy. But somewhere they have in mind what they want to achieve, why they want to achieve it, and how they hope to achieve it.
by Andrew Fox
Group Head of Learning and Talent Development at HSBC
Andrew has worked for his entire career in HR in Financial Services and Professional Services and is passionate about enabling business performance and people development.