I confess to always being slightly baffled by the way, the moment we find ourselves inside a workplace environment, half of the basic principles we know and understand about how to conduct human relationships appear to fly out of the window.
Google search the phrase “employee experience” and you will find yourself inundated with ways to create a great employee experience at work. Whether it’s your office design, your technology, or the miniature golf course in your kitchen, it’s almost impossible to navigate your way around the internet without finding someone intent on telling you how to make the experience your employees have at work an amazing one.
We all know those emails, right? The ones that drop into our inbox and fill us with an immediate sense of impending doom. Fifteen people in the ‘To’ field, a further ten in the ‘Cc’ field… and goodness knows how many in the ‘Bcc’ field. From the moment that first mail arrives, you know you’re destined to spend the next couple of hours watching email after email in the chain arrive, circular threads of communication between anyone and everyone who may – or may not – be able to help address the topic in question.
I kicked off my year on LinkedIn with my list of the top things I think we should all be aiming to do more of in 2019. It gained a huge amount of traction, and so I thought it was worth turning it into a blog post, to expand on each of those ten things in a little more detail, and why I believe they’re so fundamental when it comes to delivering business success.
My Christmas blog post this year is a well overdue one; having checked back on the dates it seems it’s been almost two months since I last blogged. There are no excuses other than the usual ones of there always being something else taking priority. Which is ironic, given what I wanted to write about, ahead of Christmas, is arguably one of the most important things for any of us to remember within our respective workplaces.
Tuesday of this week was my birthday. I marked it by taking a day out of the office. Every employee who works for Benefex is given their birthday as an additional day off – it’s not taken from their annual leave allowance, it’s an additional day on top of that. We do it because we don’t believe anyone should have to work on their birthday (unless they want to!).
When I first started out working out in HR, I was told that there needed to be a policy for everything. A policy for managing absences. A policy for holidays. A policy for dress code. A policy for adverse weather. I even once wrote a policy to respond to the very specific strain of swine flu that was sweeping the nation at the time.
As exam results season draws to a close, students everywhere may be wondering quite what to do next. For some, they will have achieved their desired grades and will be off to join their university or graduate scheme of choice. But for others, the grades their tutors have told them they will need to start a successful career will not have materialised. Not everyone is academic, and not everyone passes exams.
But that doesn’t mean those people can’t be successful.
We know that culture matters. As our workplaces evolve, so too does the increasing focus we put on cultural behaviours within our organisations. When we think of our stand out performers within the business, it’s likely that the first names which come to mind are those who are vocal advocates for our culture.
I shared a LinkedIn post the other day which seemed to resonate, and so I thought I’d take the time to expand slightly on my thoughts in this blog post.
People management is made out to be some incredibly complex topic. There is realms and realms of literature written on the subject. And yet, despite this, we are all familiar with the statistics telling us that the majority of people don’t leave their job, they leave their manager.