Category: women in business

Blogging, Business, Career Journey, Career Woman, CIPD, HR, HR Blogger, Human Resources, Inspiration, Leadership, Uncategorized, women in business

February’s recommended read: Legacy by James Kerr

by Natalie EllisLeave a Comment on February’s recommended read: Legacy by James Kerr

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After an incredible start to this years’ Six Nations this weekend, I thought that this month’s read was incredibly apt, given that it is all about what the New Zealand All Blacks team can teach us about leadership and sustaining success.

This unique and inspiring book was recommended to me at the CIPD MAP conference last year by Matthew Crawford who spoke at the conference about the future of work from an educational (and children’s!) perspective.

This book will suit everyone, for those looking for a “how to” approach, techniques for professional standards, and practical lessons for effective leadership. It also encourages the development of leadership qualities such as accountability and ownership.

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Blogging, Career, Career Journey, Career Woman, CIPD, HR, HR Blogger, Leadership, Uncategorized, women in business

Appraisals, the dinosaur framework of performance reviews

by Natalie Ellis1 Comment on Appraisals, the dinosaur framework of performance reviews

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For too long HR and Management have relied on the good old framework known as the annual appraisal; a tool that was designed for good by our HR ancestors but is being  likened to household chores, unfulfilling, stressful and not fit for purpose.

I got rid of them completely in a previous role, I found them too rigid, impersonal and artificial. I simply used check in meetings with my team to create an open and ongoing dialogue. There’s absolutely no point waiting all year for my team to tell me that they needed support, the moment has gone by then and demotivation sets in quickly!

This week’s HR Hour widely debated if there is a place in the current world of work; most participants said absolutely not.

In some cases it seems that it is a framework which is highly misunderstood and is used as a tick box exercise, form is completed, sent back to HR and nothing of value is done with it. I maintain that a tool like this can only be beneficial if it is clearly defined and that managers have a thorough understanding on how it should be used, without this, you might as well forget it. It can also be used as an opportunity not to have regular communication with employees, using it as something to hide behind “save it for your appraisal” is a phrase we’ve all overheard in our HR careers.

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Blogging, Business, Career, Career Journey, Career Woman, CIPD, CIPD Level 7 HRM, HR, HR Blogger, Human Resources, ICS Learn, ICS Real Stories, Motivation, People Management, Uncategorized, women in business

Psst! Pass it on… what social media can do for your HR career

by Natalie Ellis1 Comment on Psst! Pass it on… what social media can do for your HR career

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Last year I blogged about how important the relationship between HR and Marketing is and more recently a few people have asked me “how do I do it?” so I thought a quick blog about the benefits of creating a personal brand.

You often hear the phrase “people don’t buy a product, they buy from people they like” and this may be true, but the future outlook on not only job applications but also upon our abilities to network effectively are changing due to the influence of social media.

Love it or hate it, we tend to have a very marmite view when it comes to social media, but it is widely known that as the world of work evolves, social media is now an essential business tool and it can make or break a brand.

Branding is a mix of how you present yourself, what information you can offer other professionals, learning and understanding how others see you. It is important to be aware of how you are viewed as it can mean all the difference when going for that dream role or if you want to be taken more seriously.

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Blogging, Career, Career Journey, Career Woman, CIPD, HR, Human Resources, Leadership, Uncategorized, women in business

“I want a golden goose!” What is the future of HR?

by Natalie EllisLeave a Comment on “I want a golden goose!” What is the future of HR?

 

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We have an idea on the widely publicised future of work but what is the future of HR?

I remember walking into a big meeting in a boardroom after a difficult company change and seeing a sea of confused and weary faces. I knew long before the meeting that they had come from a very command and control management style, so it wasn’t an unexpected response; after introducing myself and my team, I simply asked them “what are your expectations of my team and I?”

As you can imagine, the room was even more confused by this question, and once I’d  explained the true purpose of HR, it instantly built an effective working relationship, if we behaved as if we were in an ivory tower and dictated how they should work, it would not only damage our relationships, but it would impact upon our abilities to work efficiently, a no win situation you will agree.

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Managers wellbeing; the way we are working now is simply not working

by Natalie EllisLeave a Comment on Managers wellbeing; the way we are working now is simply not working

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A recent report produced by the Chartered Institute of Managers (CIM) has revealed that managers are working an extra 44 days per year above their contracted hours. This is leading us towards a concerning management crisis.

In days where it is the normal expectation to never be “off duty” managers have a tendency to work unpaid overtime, and with continued advances in technological ways of communicating, there is an increasing culture of always being available. The report highlights that 59 per cent of managers admitted they check their emails outside working hours. The increased presenteeism combined with technology is having a detrimental impact upon managers’ health and wellbeing.

In short; the way we are working now, is simply not working at all.

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