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Some organisations spend a lot of time and money creating company values. You only have to type in a few key words and you’ll find a plethora of blogs and articles on the subject. However, I believe people have values, not businesses. So how do we get people to buy into the ideals of a company or organisation?
Posted on Thu, March 26, 2015 in General Organisational Development
Oh, yes it is …Oh, no it isn’t …
Well, it would be remiss of me not to allude to the season’s most anticipated lines … wouldn’t it?
Oh, yes it would …Oh, no it wouldn’t …, etc!
Posted on Thu, December 11, 2014 in Coaching Organisational Development
Have you ever had that feeling of sheer incredulity when you ask someone to do something and they simply don't do it? Or they do it, just not in the way that you asked?
We've all been there.
Posted on Thu, October 23, 2014 in General Organisational Development
Organisations like Google and Zappos make headlines for their unique company cultures. Both report highly motivated, engaged and happy workforces. They have thought hard about the culture they want to create, how to get people on board with their ideas and how important a company's culture is when it comes to productivity, engagement and retention of talent.
What do you think about the impact of your company's culture on your workforce? Here are some pointers to consider when addressing the culture of your organisation:
Posted on Thu, October 16, 2014 in Organisational Development
We recently spoke about gender imbalance in the workplace and in particular about the need to close the gender pay gap. Being proactive about this is one way to promote your organisation as an inclusive one – an organisation that welcomes and affirms diversity.
It's important to recognise the other factors affecting your organisation when it comes to inclusion and diversity. Before we address this ask yourself, 'Does my organisation have a clear understanding of what inclusion means, not just in theory, also in practice?'
Posted on Thu, October 09, 2014 in Organisational Development
In June this year Grazia magazine launched a campaign to close the gender pay gap. Entitled 'Mind the gender pay gap' it is calling for Section 78 of the Equality Act 2010 to be enacted. If it is, then businesses with 250 employees or more would have to publish details about the hourly pay of men and women they employ.
The full time gender pay gap stands at 10%, and the average part-time pay gap is 34.5%. Gender imbalance is not just about pay however.
Posted on Thu, October 02, 2014 in Organisational Development
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