Barringtons was instructed by club management to obtain evidence from a number of staff concerning matters relating to an employee whose employment had been terminated by the Club following a number of disciplinary complaints, including but not limited to, her punctuality and insubordination. As a consequence we attended the Club and obtained a signed statement from the Human Resource and Administration Manager. Evidence obtained regarding the employees insubordination and refusal to ...
Ric Wilmott in his blog for hrdaily today has touched on some excellent insights into understanding the mechanics of employee motivation. He reminds us that people can be motivated by extrinsic or intrinsic forces, the effects of which can be long-term, short-term and anywhere in-between.
The Mistakes:
All employees are alike. That is, people are motivated by money (or other economic gains), pleasant environment and aspire to be self-actualising.
All situations are alike. That all ...
Hrdaily has reported on Andrew Warren-Nicholls, Epilogue Training Solutions' tips for employee engagement and retention:
The more choice and control employees have, the happier they will be and the more they will accomplish at work
Achieving tasks we are charged is hindered when working the way someone else has prescribed.
Trust staff to work towards shared goals in a way that suits them best without being prescriptive
Have faith in your decision to hire them for their experience, ...
Hrdaily has reported on Andrew Warren-Nicholls, Epilogue Training Solutions' "don'ts" for engaging high potential employees:
Don't assume high potentials are engaged - high potentials generally have higher expectations for how they should be treated, should be recognised early and often, given opportunity to help solve the company's biggest problems and "take their pulse" regularly to ensure they are engaged.
Don't confuse high performance with future potential - more than 70 per ...
Performance Education CEO Owen Firth, estimates that within 12 to 18 months, sourcing talent from non-English speaking countries will be a "key imperative" for many employers. He offers some valuable insights for developing their talent and great work ethic:
As ESL staff climb the ladder and expectations rise, their ability to communicate and build relationships becomes critical.
ESL workers need to have "business-grade" English - their training exercises should use business contexts ...