Over the last decade or so, there has been a massive swing towards thinking money = motivation. In many businesses, the feeling is, if you pay people more, or give an incentive of a bonus, then you will see an improvement in performance. And while in some situations incentive-based bonuses can work, they very rarely lead to long-term employee motivation and increased productivity. Instead, you get a burst of improvement, and then it all slips back down to where it was before. Equally, whilst money might be a factor in helping people choose jobs, it rarely serves to motivate them to perform better in their current one. This leaves managers pulling their hair out, unsure about how to motivate their employees to perform better. But the secret, known only to the great leaders and managers, is all in understanding what motivates the human mind. But what does that mean?
The Taylor Report is considered essential reading for Companies, small and big who have a workforces. While the review covered a few different topics, most of it was surrounding the recent controversies and ambiguities that have come up as part of the ‘gig’ economy. Rather than being about music, the gig economy is an environment where temporary positions and zero-hour contracts are common. This is something that didn’t really exist a few decades ago, but now has become almost the norm in many industries. Recent examples include companies like Deliveroo, Uber, Hermes and Yodel, many of who are facing difficulties in terms of their workforce, the status of their workforce and the way they are treated by employers. The Taylor Report focussed in on these issues and made some suggestions of what could be changed to improve the lives of workers.
I know what you’re thinking. Oh no – not another GDPR blog! But we’re almost in single digit countdown now, which means a lot of business owners have been running around for months now trying to work out what GDPR means and how they should handle it. But for some business owners, GDPR is still a complete mystery. So today, we’re going to go through some of the key principles of GDPR, and what you as an SME should be doing right now to prepare for it.
I briefly mentioned Probation in my May blog in reference to Induction and I thought it was worth revisiting this topic in more detail.
Having recently worked with a client who although had a three month probation for new employees, did not have procedures in place which lead to probation reviews being missed and employees passing their probation by default. This is a problem I have seen happen in both small and larger companies.
I read with interest an article in People Management which reported 43% of employees surveyed (CV-Library poll) were in favour of outlawing interviews in favour of skills-based assessments. Why – because they believe the way organisations recruit and promote people is unfair. I have witnessed the arguments for making decisions on gut instinct or technical ability alone but in my experience bringing competencies into the mix makes for a much more effective interview process.