New Year, a new chapter, a new verse or the same old story? Ultimately, we write it, the choice is ours.
Happy New Year everyone!
Apologies for the silence over the past few months, I have taken some much needed time to reflect on my priorities and took some time out for my mental health, I am feeling much better and I’d like to thank those who offered their support.
So without further ado, with a new year comes plenty of new opportunities and with it being a sparkly new decade, I fully intend to make the most of it!
“There are no secrets to success. It is the result of preparation, hard work, and learning from failure”
Have you ever been in an interview and been stuck when the interviewer asks you “have you got any questions for us?” we are often so focused on saying the right things in the interview itself that we often forget that we are also seeing if their role and company is the right career move!
With a buoyant recruitment market, it is becoming increasingly important for candidates to not just demonstrate what they can do, but what other qualities they bring, for example, when I speak to clients, it is mostly focused on motivational factors and drive to achieve a job well done.
“I truly believe that onboarding is an art. Each new employee brings with them a potential to achieve and succeed. To lose the energy of a new hire through poor onboarding is an opportunity lost.”
As part of my CIPD studies, I recently wrote a piece about the importance of the onboarding process and how crucial it is to get it right.
Have you ever started a role full of excitement and potential, only to find a few weeks or months later the spark just wears off? Well research suggests that without adequate support or a comprehensive induction, employees often don’t end up staying with the company past four months if the onboarding process isn’t thoroughly carried out.
For employers, a failed onboarding process can be equally frustrating, time consuming and not to mention expensive!
If you’ve picked up a newspaper or seen the news recently, it seems to be all doom and gloom in the headlines, some even going as far as “naming and shaming” particular employers which has created a workplace minefield. We’ve seen cases of bullying, racism, homophobia and sexual harassment, and whilst none of this is new, we live in a time where people are starting to speak more openly about these really important topics. The question for employers and employees alike – what can, and what should we do about it?
As humans, we always have a choice on how we act and respond to events that go on around us, it is our actions that make a huge impact. When I created HR acts of kindness in 2016, my aim was to create kinder workplaces and inspire others to create their own versions of kindness to spread within their workplaces as well as the wider community.
Kindness. It’s a simple, yet an incredibly powerful word, isn’t it? Kindness is something we can see, it is rare but we can see it, however to me it has always been a feeling or an experience, I don’t go looking for it, but I am proud to create a small part of it to bring joy to people.
When I created HR acts of kindness three years ago, it wasn’t for publicity or to get more viewers on my blog, it was simply to enable HR to use a different tool in its extensive toolkit. We often hear the phrase “be more human” but being human, to me anyway, means being kind to everyone you encounter. Kindness is one of the most basic foundations of being human, it is inexpensive and the results can last forever.
So now that the April showers have cleared, it is time to get a spring in our step and create a new wave of HR acts of kindness, to get involved, read on!