We’re regularly asked by candidates and clients alike about the current ‘state of the market’ – and often that’s a hard question to answer! With another new year just around the corner, experience shows that a lot of people may take the opportunity for some reflection on their career aspirations during the festive break – and companies may be gearing up to start their candidate searches in the new year.
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We’re regularly asked by candidates and clients alike about the current ‘state of the market’ – and often that’s a hard question to answer! With another new year just around the corner, experience shows that a lot of people may take the opportunity for some reflection on their career aspirations during the festive break – and companies may be gearing up to start their candidate searches in the new year.
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ESG can help organisations articulate, live and breathe a sense of purpose and meaning that is good for our people. And it’s good for business too - affording genuine competitive advantage, not just some standardised thing that’s indistinguishable from others in the same industry.
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I’ve been taking a look at structure, culture and power sources within organisations and how this impacts internal communication. In this final blog of three I’ll be looking at organisational power sources. Whilst this isn’t meant to be an academic paper, you’ll find here a brief overview of some of the models, and the references are listed at the end if you want to go and find out more. Obviously – there are lots of models out there – and this is not an exhaustive review of them all!
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I’ve been taking a look at structure, culture and power sources within organisations and how this impacts internal communication. In this second blog of three I’ll be looking at organisational culture. Whilst this isn’t meant to be an academic paper, you’ll find here a brief overview of some of the models, and the references are listed at the end if you want to go and find out more. Obviously – there are lots of models out there – and this is not an exhaustive review of them all!
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I’ve been taking a look at structure, culture and power sources within organisations and how this impacts internal communication. In this first blog of three I’ll be looking at organisational structure. Whilst this isn’t meant to be an academic paper, you’ll find here a brief overview of some of the models, and the references are listed at the end if you want to go and find out more. Obviously – there are lots of models out there – and this is not an exhaustive review of them all!
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It’s not new news that front line managers are key to successful internal communication, particularly during periods of change, but the challenges of implementing effective line management communication is something that many organisations still struggle with.
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I was delighted to be asked to present at the CIPR Inside and CIPR South West group on Workplace Wellbeing on Wednesday 18th May. Unusually, I was asked to present as a trustee of iprovision and not in my usual day job as a comms pro. I’ve been a trustee of iprovision since March 2019 and it was a great opportunity to showcase some of the great work iprovision does.
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More people are leaving their jobs voluntarily than at any time before; it has become apparent that nearly half of the employees who voluntarily left the workforce during the pandemic aren’t planning on coming back*.
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Well, the end of 2021 is not the one any of us had hoped for, with Covid-19 once again reinventing and causing chaos. So here at HK, with our Christmas meet-up on ice and in a bid to stay positive, we’ve taken a few moments to reflect on the last 12 months. At the end of this second crazy year, we know that we still have much to be thankful for. So, in the words of Ian Dury, here’s our reasons to be cheerful….
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Like me, I’m sure most of you still revert to the old school days’ habit of clearing your desk in preparation for the new school year. Not only can it serve as a boost of inspiration, that sense of a fresh beginning can do wonders for your productivity levels, positive mindset and creativity.
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Part of this trend towards inhouse recruitment is about cutting costs, but when I look at the findings from the report by Thomas International I take some comfort that our business would not be trading if 57% of the people we placed were ‘not working out to some degree’.
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Work-life balance has taken on a whole new dimension in the last 15 months or so. Whilst many were seeing working from home as possibly the only silver lining of the pandemic, others now struggle to draw a line between home and work, and feel like they live at work, not work from home. So as communicators, how do we help to develop a new approach to work that is healthy for individuals and beneficial for organisations?
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As we’re approaching the end of the year and looking forward to the New Year (really, really hoping that 2021 will be much more of a positive one!), I thought I would share with you some ideas on improving and developing your professional network.
The Christmas break is a great time to put a little focus on your networking and develop a strategy for the new year. Even if you’re currently in a role and not actively looking to move onto something else, it’s still good practice to keep up to date with some professional network ‘house-keeping’.
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As we’re approaching the end of the year and looking forward to the New Year (really, really hoping that 2021 will be much more of a positive one!), I thought I would share with you some ideas on improving and developing your professional network.
The Christmas break is a great time to put a little focus on your networking and develop a strategy for the new year. Even if you’re currently in a role and not actively looking to move onto something else, it’s still good practice to keep up to date with some professional network ‘house-keeping’.
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2020 has by turns made us Zoom or Teams enthusiasts, experts, and emerging from our second lockdown, burnout victims. There now seems to be a deluge of articles describing our exhaustion from the platforms that so successfully brought us together for our first lockdown. What’s harder to find is how organisations are gaining from this seismic shift in the way teams communicate, and how those teams are working differently as a result.
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We know that things will be up and down for some time, so here are my tips on how to keep balance in your own search for work. This is based on my many conversations with contractors and candidates over the years as well as during this pandemic
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Our upcoming event (albeit a virtual one!) on 18 November focusses on ‘purpose, positivity and practicalities’ and we’re looking forward to hearing how fellow communicators have adapted and grown in a challenging time.
I don’t know about you, but it’s been hard these last few months to keep the old chin up and carry on as ‘normal’. Every day still has something positive in it…but some days it feels like you just have to look a little harder to find it. So, I started thinking about some tips on how to keep the positivity up.
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It seems that Covid-19 is changing how business leaders think about our working hours; Survation and think tank Autonomy found that 79% of leaders are now quite or very open to a four day week. With homeworkers gaining their commute and meeting travel time, leaders are seeing the benefits of reduced or flexible working hours. Many of us have been lucky to discover new exercise, the great outdoors or just our families! And a better balance in our lives, something to offset the profound negatives of 2020.
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