Future proofing your business and your career: The world of work is changing and will soon be unrecognisable from what it is today. On one hand, we are told that robots will take our jobs, and yet on the other we are told that we will not be able to retire until we reach our late 70’s or even 80’s. How can that be compatible? From macro trends of urbanisation, demography and life expectancy to the ever-increasing capability of technology, our businesses are facing competition from seemingly everywhere and all at once. And for employees….. in 5 years there will be 5 billion people with smartphones accessing Wikipedia and every book ever written; how will you compete when there will always be someone cheaper, faster and maybe better than you?
Businesses and work as we know it will change significantly over the next 5 years, so what will happen and how can we future proof our businesses and our careers? By connecting the dots in a meaningful way, this seminar will consider these facts and more. And for every point made we will show where the future has already started to take shape, after all, ‘the future is already here…..’
There are already four generations in the workplace, and soon to be five. ‘They’ say that ‘Gen Y’ are flighty and that the older generations make more mistakes. ‘They’ call Generation Y the ‘me, me, me’ generation yet Time Magazine thinks they will change the world. What are the Generations, what are their differences, how do they view work, what do they each value in work? Pulling on the latest research and background information, this seminar considers all of these factors and more. Looking at the different behavioural traits of each, together with the political, cultural and technological factors that impacted each, we will consider where their strengths lie, the respective value propositions to drive motivation and potential areas of inter-generational conflict.
The UK has an employee engagement problem. Only 20% of the working population are actively engaged, with the same percentage being actively disengaged. And the remainder? They can be summed up in a single word, ‘Whatever.’ Engagement is a term we all know but few can really define it, so what is it all about, and so what? This seminar will remove the ambiguity of ‘employee engagement’ and turn it into your competitive advantage by using real terms, real evidence and realistic solutions by considering:
· What engagement actually is· With concrete real-life examples from the corporate world, we will build a business case for engagement and the bottom-line impact an engaged workforce can bring· ‘Carrot or stick?’ what comes first engagement or performance?· How engagement is typically measured, and the pitfalls that often arise· 8 tangible areas that are proven to increase the engagement of the workforceBy the end of the seminar, you will have the information to build an action plan to improve engagement, how to better measure it and, know how to justify its value.
However you look at it, how we currently appraise and measure people is broken; few look forward to the event; few gain from it and research show that those who come out as being the company’s best performers are (in 66% of cases) not actually the best. As one guru has stated appraisals are an “expensive and complex way of making people feel unhappy.”
Yet measuring our people feels right, we are measured from an early age and so expect to have that continue when we move into business. Our staff want feedback and want to improve; business has a vested interest in making this happen and yet all too often the current process singularly fails to deliver. How can we square this circle?This seminar will consider all of this, looking at:· The historical context – quite how did we end up where we are?· Why the current system fails· What are we actually trying to achieve· A plan, with simple defined steps on what you can tangibly do to make it betterBy the end of the session, we will show how performance management can increase engagement in your workforce (by up to 40%) and how you can turn a stodgy, annual process into your competitive advantage.
Collectively we spend a fortune on attracting, selecting and hiring staff but, often, the costs of attrition dwarf the costs of attraction. The quality of insight into why has not been great but, recent advances in ‘Workforce Science’ and ‘Big Data’ has enabled greater insights into the reasons why employees leave. This Seminar reviews the recent research, highlight the reasons why, give tangible insight into what you can do and yes, it will define quite how much impact the Line Manager has on attrition (a lot). It then builds on this and if we know why people are leaving, looks at what motivates people and thus how we can get them to stay.
Virgin discovered that poor candidate experience was costing them £4.5million a year. Research shows that poor candidate experience will have an impact on both your future ability to hire talent and indeed your future customer base. In this seminar, we look at candidate experience, what it actually means, its business impact, how to measure the cost of providing a poor experience candidate and above all, how to improve it. The session will end with 10 tangible takeaways to consider to improve how candidates are managed today.