What is the impact on our performance of day to day, small and seemingly inconsequential interactions? Teresa Amabile is the Edsel Bryant Ford Professor of Business Administration and a Director of Research at Harvard Business School. Originally educated as a chemist, Teresa received her doctorate in psychology from Stanford University. She studies how everyday life … Continued
As I attended a conference yesterday focused on strengths int the workplace, I was reminded of the benefits of strengths based recruitment, but also some of its challenges. There is growing evidence to suggest that there are huge benefits to organisations when their employees get to use their strengths in the workplace. Being able to … Continued
The reasons why successful hiring managers use psychometric testing According to the CIPD, the average cost of filling a job vacancy can range anywhere from £4,000 all the way up to £10,000 for a senior manager. When you include the associated labour turnover costs of a bad hire and then implementing the recruitment process … Continued
There is a growing canon of research on the benefits to organisations when employees get to use their strengths at work. Using your strengths every day increases engagement, meaning and job satisfaction. That translates to lower employee turnover and absenteeism. In addition, leveraging strengths is key to releasing creativity as it increases the amount of … Continued
Ed Deci, together with his collaborator and friend, Richard Ryan, have been researching and writing about what motivates people for more than 25 years. In their opinion, leaders and managers should not be worrying about how to motivate their employees. Instead, they should be thinking “How can I create the conditions within which other people … Continued
The aim of any performance management system is to continuously improve the performance of individuals and that of the organisation (ACAS). It involves making sure that the performance of individuals contributes to the goals of their teams and the business as a whole. Good performance management helps everyone in the organisation to know: what the … Continued
In March, Zappos offered its employees an ultimatum: get behind their new organisation structure or leave in exchange for at least 3 months of redundancy (The Washington Post). As a result of the ‘ultimatum’, approximately 14% of the the 1,500 workforce took redundancy. Some may consider this relatively high, particularly as Zappos’ customer focused workforce … Continued
Professor Adam Grant, is an organisational scholar who undertakes research into pro social behaviour and is one of my favourite reads. In his book ‘Give and Take’, he defines people in one of three ways. Mostly people are ‘givers…people who contribute to others without expecting anything in return.’ Some others are ‘matchers… (who) aim to … Continued
After realising it wasted 2 million hours annually on undertaking pointless information gathering in support of performance management ratings, Deloittes have radically overhauled its performance managment system and with one stroke have breathed life into one of the most painful HR processes created. It asks line managers to rate each member of staff against 4 … Continued
Sir Dave Brailsford, MBA, CBE, Team Principal, Team Sky and former Performance Director, Great Britain Cycling Team, gives top 5 tips for outperformance. His success is based on a theory of ‘marginal gains’ – significant improvement is obtained through a large number of marginal increases. 1. Recruit the best people that you can possibly find … Continued
Chiswick Consulting