Wellbeing Across the Organisation

7/27/2016 posted in Getting Ahead, Work/Life Balance Issues, HR, Employee Motivation, Vistage, Strategy

From strategy to regular health checks, we offer the complete guide to wellbeing in your business.

It is becoming clear that there are three key roles when running a business: 

  • Do whatever you do and make a profit
  • Market whatever it is you do so that you gain and retain clients
  • Look after your workforce so they perform as well as possible

When a company focuses on the wellbeing of its staff it will see a reduction in sickness absence and increased staff retention. As Cecilia Fritz from Sony UK Tec stated: “To be a high performance organisation with a high performing team we must focus on staff wellbeing.” Happier staff work more effectively because they are more engaged, they contribute more and they are less likely to leave the company.

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How can you spot when teams are under-performing?

7/25/2016 posted in Business, Speakers, Leading, Not Managing, HR, Recruitment, Employee Motivation, Strategy

In this 20 minute video from our Vistage Open Day leadership and strategy expert Jim Alampi shares his original take on Patrick Lencioni's "5 Dysfunctions of a Team". He combines the most powerful moments from Lencioni's work with his own tools to bring new insights into how CEOs can enable and cultivate high performing teams within their companies.

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Putting a Freeze on Recruitment in Uncertain Times - Knee-jerk reaction or responsible management?

7/22/2016 posted in Business, HR, Recruitment, Vistage, Strategy

The first thing many companies do in times of uncertainty is to put a hold or freeze on recruitment, however before you publicly announce a recruitment hiatus, consider the impact it might have on your existing employees.

In the last 2 weeks, I’ve been approached by and invited to connect with candidates on Linked In who I’m sure wouldn’t have felt the urge to do so previously.

So what has changed? Is it purely the Brexit vote? – Possibly. However I strongly suspect it’s the messages and signals they are getting from their current employers that the drawbridge has been raised and the career opportunities and job security they thought they had 4 weeks ago have now either disappeared, or are in danger of doing so.

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Transforming Stress – From Cost to Competitive Advantage

7/8/2016 posted in Business, Speakers, Leading, Not Managing, Getting Ahead, Work/Life Balance Issues, HR, Recruitment, Employee Motivation, Strategy

 

Almost 8 out of 10 people regularly experience physical symptoms caused by stress. The cost of this for employers is around US$300bn every year in stress related health care and absences.

Stress-related presenteeism (defined as the lost productivity that occurs when employees come to work but, as a consequence of illness or other conditions, are not fully functioning) and absentism are costing employers more than AU$10billion a year.

As industry leaders, it makes sense for boards to tackle this costly issue. And the first step in doing so is to challenge how organisations, and society, have normalised and accepted stress. We actually expect we should feel stressed during certain circumstances e.g. tough market conditions, organisational change, busy times of year etc. For some professions it is almost worn as a merit badge of their commitment to success.

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5 Tips to Getting Your Recruitment Right with Unemployment on the Rise

6/17/2016 posted in Business, HR, Recruitment, Strategy

It’s all over the national press: unemployment is at its lowest since 2005 according to the Office for National Statistics (ONS). That means 55,000 more people in work in the last three months, meaning a record 31.6 million are now employed. Earnings are also on the rise, an increase of 2.3% on last year (without bonuses).

Good news for employees, but what is the impact on small and mid-tier employers?

For most businesses, recruitment has been that bit easier since 2008, with more candidates than jobs, and a pick of the bunch for roles not in shortage professions.

That is rapidly changing: there is higher competition for good candidates, more roles available, and most employers need to consider how attractive they are to jobseekers, not the other way around.

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Help Your Employees Behave Like Owners and Generate Bottom Line Impact in 90 Days

3/11/2016 posted in Business, Speakers, Leading, Not Managing, Life At The Top, HR, Strategy

People are the only asset that walk out the door every night and consciously decide whether to return or not the next day. They decide each day whether to return in body only, or whether to show up fully engaged and productive. Scary stuff, considering how much you’ve invested in them! Lack of engagement is an increasingly epidemic challenge for business leaders at all levels, and the cost of an employee who’s simply going through the motions is one of the biggest hidden drains on profitability.

If you’ve been looking for strategies to create an engaged workforce beyond the usual teamwork, motivation, and perks/rewards approaches, you’re in the right place.

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5 Practical Wellbeing Initiatives for Your Business in 2016

1/15/2016 posted in Business, Work/Life Balance Issues, HR, Employee Motivation, Strategy

 

Following on from our recent article 'Is Employee Wellbeing the Real Failure of Your Business?', which explored how, when a company focuses on the wellbeing of its staff, it will typically see a reduction in sickness absence and increased staff retention.

How you introduce a Wellbeing Programme is key. Participation must be voluntary and no-one should be made to feel second-best or “wrong” for not wishing to partake.

Incentives might help increase participation but be very aware of not causing any sector of your workforce to feel victimised because they are not yet ready to take action to improve their wellbeing. In addition to staff buy-in, you will also need the support of your senior management team. They need to be convinced that a happy, healthy workforce is a more productive workforce and ultimately, better for the bottom line.

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How to Help Your Sales People Achieve Their Goals in 2016

12/18/2015 posted in Business, Sales, HR, Employee Motivation, Strategy

 

“What do you believe it takes to be a great salesperson?” Speak to anyone who has ‘made it’ in their respective field and the underlying reason is the same. Different words may be used, but it has an uncanny resemblance to the principles that were drilled into me when I first entered the sales arena: ‘Set High Goals’, ‘Have Great Self-Talk’ and ‘Hold Yourself Accountable’. I soon became aware of how essential these habits were to guide me through the rollercoaster that is a career in sales.

These success principles are often referred to as the ‘soft skills’ compared to the many other areas that sales people need training in. As a result, they are often taken for granted and not cultivated. In addition, decisions regarding which training programmes to initiate are constricted by the lack of time available and by reduced or small budgets. Much training is therefore based around essential product knowledge and regulatory/legislation understanding. While these are vital areas for salespeople to be well-informed in, ask the top performers what enables them to excel and more often than not they will point to their attitudes, their mindset, and their habits rather than the technical knowledge of product or process. Thus companies’ sales training programmes should offer more exposure to principles and mind sets to achieve the success they need.

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The Best Salespeople – Are They Born or Made?

12/11/2015 posted in Business, Sales, HR, Employee Motivation, Strategy

There have been about 2,000 studies carried out over the past 30 years in almost every industry to see whether the top sales people are born, i.e. they have an innate personality type that makes them ideal for sales, or made, i.e. they have excellent product knowledge, trained in active listening and have great processes supporting them.

A meta-analysis of these studies came to the conclusion that the reality is that it’s about 50/50 between a born salesperson and one who’s learned their trade.

There’s an element of variation according to industry. In really technical industries, such as petroleum engineering, it’s more like 40% born and 60% made, while in businesses that rely on relationships, such as the fashion industry, it’s more like 60% born and 40% made.

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Is Employee Wellbeing the Real Failure of Your Business?

12/4/2015 posted in Business, Leading, Not Managing, Work/Life Balance Issues, HR, Employee Motivation, Vistage, Strategy, Change Management

It is becoming clear that there are three key objectives to focus on when running a business:
  1. To do whatever you do and make a profit
  2. To market whatever it is you do, so that you gain and retain clients
  3. To look after your workforce so they perform as well as possible

Wellbeing is a concept that is gaining mainstream exposure. Both government and private enterprise are beginning to take the notion of employee wellbeing much more seriously. Why is this? What are the benefits to business and the economy? And what can individual companies do for their own staff to encourage and develop wellbeing?

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