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Welcome back to our weekly news round-up – keeping you up to speed with latest industry news, developments and all-important gossip.
The Working Families benchmark for employers is now open for entries. Designed to identify the life experiences of employees, this important standard recognises the achievements of employers who are building agile, flexible and family friendly workplaces. With half of all UK working parents stating they would ‘go the extra mile’ for a flexible employer, this coveted award, now in its eighth year, gives employers the opportunity to attract and retain the best in talent.
We at P3PM are one hundred per cent behind this initiative. There is a huge incentive in flexible working patterns – whether flexible hours, remote working or job sharing – and this more enlightened approach to 21st century work patterns will bring mutual benefits to both employee and employer. Achieving a better work/life balance is high on most people’s agenda, and many surveys have shown that a happy and engaged workforce is far more productive than a resentful one. The search for 2017’s Top Employers for Working Families is now on and we’d suggest that, if you’re looking to improve productivity, attract the brightest talent and, ultimately, grow your business, it’s well worth your while to get involved.
With nearly two thirds of UK workers admitting to disliking looking for a new job – and, surprisingly, this figure rising to nearly 70 per cent among 18-24 year olds – the issue of lacklustre recruiters comes to the fore. In a poll of 1,200 British candidates, the key bugbear was a lack of response from recruiters. All too often, candidates are left wondering why they didn’t make the cut or they struggle alone to find a role that matches their needs.
Businesses and recruiters need to up their game, especially during this time of labour shortages. It is essential to develop both the active and the passive candidate pool – even if they’re not suited for one role, the next may be perfect. A poorly treated candidate won’t come back for more. At P3PM we can take over your candidate management process from start to finish or coach you in best practice, to make sure you’re attracting the best in talent. A lengthy application process that doesn’t keep an applicant in the loop, for instance, or an interview where candidates are guessing what the next steps will be is far from ideal.
“This is such a nightmare client.” Sound familiar? You’re approaching this all wrong. As more and more is made of the importance of emotional intelligence in strong business leadership, John Reynard, author of ‘The Spiritual Route to Entrepreneurial Success’, believes that whether we feel upbeat or uncertain lies in whether we are letting our ego rule. Uncertainty will only result in negativity, poor decisions and a loss of confidence. Overcoming the negative ego – the part of us that we’re uncomfortable with and don’t want to reveal – is key to an intuitive approach to business and can lead to positive thinking, which in turn engenders improved decision making and better leadership.
We wholeheartedly applaud this concept. Positive thinking rooted in self-belief is a powerful enabler – and today’s successful leader must adopt an emotionally intelligent approach in order to motivate and communicate with their team. What do you think – does inspirational leadership depend on putting aside your ego, or depend on having a strong one in the first place? We’d love to hear your thoughts.
“"A small organisation making big changes wanting calm and clear support on how to deliver a restructure programme: P3 supported us on all elements; with a timetable of activity for Board so they felt confident all steps were in place and importantly all staff were considered and supported; process roll-out guidance; production of letters for staff; 1:1 support for me, the MD, as we handled the emotional and personal challenges that any restructure generates, as most importantly it's about people. Thank you P3"”
It’s that time again – the season of the Christmas party! A time for staff to let their hair down, dress up and enjoy a night of fun and frivolity. These events are;
October was the month of ‘will we?’ or ‘won’t we?’ The uncertainty surrounding Brexit still hangs in the air, not making it easy for organisations to prepare for the future. In our;
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