by admin on March 17, 2010
The case for employee engagement is now well established – engaged employees are more successful and productive employees.
Few would doubt that, it makes common sense. For the doubters the MacLeod report lays out the evidence of the return on investment of improving engagement, including the data produced by Gallup who, in 2006 examined 23,910 business units and compared top quartile and bottom quartile financial performance with engagement scores.
Sally Bibb explores this and the missing ingredient
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by admin on January 4, 2010
We’ve noticed a shift in thinking on Generation Y recently.
Forward thinking organisations are no longer singling out Generation Y as a problem in isolation to solve, but more as part of a diversity agenda and specifically generational diversity. Some organisations are realising that to solve generational conflict in the work place they need to understand more about their generational demographic – how many of each generation do they have? Organisations with a good mix of generations in their workforce are looking for help to improve understanding between the generations under the guise of generational diversity. …
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by admin on December 3, 2009
Members of the London HR Connection meet monthly to lunch, network with their peers and hear from leading figures in the industry. Over lunch at November’s event more than 50 members heard from Sally Bibb, a co-founder and director of leadership and talent consultancy, talentsmoothie, who argued that understanding how to attract, engage and manage Generation Y will be an important competitive differentiator for organisations.
You can download the full article
here.
by admin on December 3, 2009
In my work with clients I’ve been part of many debates considering whether action is needed in organisations to accommodate Generation Y (Gen Y). Most tend to be in agreement that this is a new breed of worker that warrants discussion, but not all have been convinced that they need to change. During these discussions I often hear comments like “I had to work my way up the ladder, why do they think they shouldn’t have to”, “they are far too confident – verging on the arrogant”, “they just expect things too easy”. Some managers have said that they feel resentful and want to put Gen Y in their place. The truth is that Gen Ys attitudes to work and what they expect from employers are fundamentally different to the attitudes of Generation X (Xers) and the Boomer Generation (Boomers) and in some organisations this is causing a certain amount of pain.
You can download the full article here
by admin on December 1, 2009
Like many other sectors that attract lots of young people, PR is experiencing the trials and joys of a new generation – the so-called Generation Y. These twenty-somethings are challenging the way things are done and behaving in ways that leave their bosses and older colleagues lost for words.
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