How to Appreciate Your Colleagues This Christmas – Enjoy Team Bonding

Happy Christmas

Happy Christmas

We’ve all heard the old joke  – ‘what I don’t like about work Christmas parties is….looking for a job the next day’ [fill in your examples].

Here are three ways to show appreciation for your colleagues at Christmas.

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

T: 07779 345 499

Marjorie Raymond

Marjorie Raymond

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Certified ACT practitioner
  • Support if you are being bullied, or have a member of your organisation who has made a bullying complaint
  • Certified Mediation practioner, to address workplace conflict,
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations
  • Special projects, secondments and assignments

Photo by kantapat. Published on 28 November 2014

People say they want to work for an organisation with a strong social conscience

Would you prefer to work in a strongly socially conscious organisation?

Would you prefer to work in a strongly socially conscious organisation?

Organisational values around giving something back to society are becoming more important for attracting new people

Organisational values around giving something back to society are becoming more important for attracting new people, especially young people

Desire to work for organisations with a strong social conscience is a rising trend. It may well become one of the future defining factors influencing the attraction and retention of future employees. Many organisations are already winning when it comes to social conscience; just take a look at:  Body Shop, Starbucks, Google, Innocent and Pret a Manager. In a survey, reported by HR Magazine and carried out  PwC1 almost two-thirds of respondents wanted to work for an organisation with a strong social conscience. HR professionals are now building their talent strategies around societal and environmental issues. – See more at HR Magazine. It appears that the more socially conscious an organisation becomes, the greater the demand to work there. What makes this both important and interesting is not just that organisations with a strong social conscience may want to do ‘good’. Just as importantly they need to create and maintain a profitable and sustainable business. This need for business success seems to specifically mitigate appearing unduly ‘soft and fluffy’, sentimental, and therefore, being perceived as an unworkable company. Instead it turns an organisation with strong social conscience into one that’s clear and strong when setting future directions. In so doing, organisations with a strong social conscience may well be more successful in attracting and retaining those employees who are keen to join the workforce. Some questions from this piece:

  • Is having a Social Conscience as an organisation something that only wealthy, ‘corporate’ organisations can aspire to?
  • Why have some organisations with a ‘corporate’ image not been persuaded to step up to the social conscience plate, for example: Amazon, some UK banks?
  • What are the implications for the many employers in the small business sector?

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499 E: m.raymond@mwrconsulting.co.uk We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people. Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations

 

Do you judge people by their face – as if “judging a book by its cover”

Would you employ this person?

Would you employ this person?

Often we make judgments of others based on their facial features. Mostly, we are not even aware of it. Later, such judgments can appear hasty and ill-considered, downright unfair and wrong. Sometimes of course, we are right. The issue is that we may not know the reasons for being right. However, these sorts of judgments can affect our behaviour. It can be hard to change them, or to stop ourselves from making such judgments in real-time. Recent research by Tom Hartley (see more below) indicates that it’s useful to know how people in general tend to judge others based on first appearances. It may help us to understand how we as individuals may tend to judge others. 

Did she do a good job?

Did she do a good job?

This is particularly important to the world of work where we may make decisions and use judgments that may not be accurate. This may include decisions about important people issues, such as assessing performance, making new investments, recruiting new people or promoting people within the organisation already.

Did you decisions meet your personal and organisation's values?

Do your decisions meet your organisation’s values?

Making unwise decisions is bad enough but making unfair decisions can lead to discrimination, which is not only unfair and wrong, it is unlawful. A good source of support is ACAS . Read the blog from Tom Hartley  If you are interested in understanding what specific triggers can lead to hasty and ill-considered judgments then you can read more here: http://thermaltoy.wordpress.com/2014/07/28/first-impressions-count-but-how/

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499 E: m.raymond@mwrconsulting.co.uk We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people. Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations

Top tips for retaining your culture and values over time

Values provide a sense of of purpose  and meaning

Values provide a sense of of purpose, direction  and meaning

Good to see research driven tips about culture and values.

Culture and values are powerful signals that have an important function. They help your people and customers understand what it is you are about, what you stand for as a firm and, as they are unique to you they define you.

If organisational culture is not driven by values then people tend to behave inconsistently and this adversely impacts trust.

Below is a link to more information.  Here you are a summary of – top tips from @CIPD and @CIM: http://ow.ly/xSmwS

The summary also takes you to CIPD where you can download the report, The report is a good and helpful read..

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499
E: m.raymond@mwrconsulting.co.uk
We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.
Here are some examples of approaches that can be used and tailored to your individual needs:
 Special projects, secondments and assignments
 Mediation, to address workplace conflict
 Personal development activities
 Individual and group coaching…Coaching – a powerful way of developing people
 Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
 Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
 Straight Talking: …Straight Talking create change through conversations

 

How coaching frontline call centre people is good news

When supervisors in call centres coach their people they make a positive impact on both productivity and engagement. Recently, a study demonstrated a clear productivity benefit, a saving of 1 second on each call as a direct result of coaching.

Coaching frontline call centre people inceases producitivity and engagement

Coaching frontline call centre people inceases producitivity and engagement

Furthermore, coaching was added value, since it was delivered by supervisor at no further cost.

Sometimes supervisors were unwilling to coach. Specifically, they were more likely to be unwilling when supervisors had not been supported to:

  1. develop their coaching skills,
  2. have time to coach rather than attend to administration
  3. evolve their confidence

From an effectiveness and efficiency point of view it makes sense to equip supervisors to coach.

Even when organisational hierarchies are beginning to flatten the evidence here indicates a need for supervisors to play a central role in employee development and performance management. Supervisors are the ideal people to deliver call centre training coaching.

1 Liu, A. And Batt, R (2010) How Supervisors Influence Performance: A Multilevel Study of Coaching and Group management in Technology-Mediated Services, PERSONNEL PSYCHOLOGY, 63, pp265–298 

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Individual and group coaching…Coaching – a powerful way of developing people
  • Personal development activities
  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations

 

Under Pressure

Under Pressure

Under Pressure

If you are under pressure/stress, here are some tips  from research that may help you. If you do nothing else, at least do these two things?

  • Despite feeling pressure maintain your contact with your people
  • Maintain trust; give and earn respect by treating people fairly and consistently

Best of all do these as well:

  • Feedback is crucial for you and your people. If you have acted on the two points above then ask for feedback and give feedback in return
  • Demand excellence, expect it. However, recognise and reward
  • Encourage knowledge acquisition
  • Help people to include stretching and challenging aspects of work into their role

Both with your people and those for whom you work, pick your issues and fight for them wisely.