Articles

Predictive analytics uses data to forecast individual behaviours. Companies are using this data to intervene, and and trigger new behaviours, but is this an invasion of privacy?

You may want to do Continuing Professional Development (CPD) or encourage it amongst your team, but are frustrated because your organisation won’t allow time or give financial support.

We know self-fulfilling prophecies affect children’s classroom grades. So imagine the impact on performance if we translate that ethos to the working world, seeing EVERYONE as a high potential.

When managers give feedback, the ratio of positive to negative statements in high performing organisations is 5.6 to 1 (Kim S. Cameron, Positive Leadership). In poor performing, struggling organisations, the ratio was as low as 0.36 to 1.

Make the most of the ageing workforce. By actively managing late-career workers, and recruiting older workers, you can close the skills gap.

There’s an emerging HR competency on the block – paradox navigator. The ability to manage a long-term vs. short-term focus, centralised vs. decentralised operations, and an internal vs. external perspective may be desired, but it's hard in practice.

People have similar needs at each life stage. So, as we identify employees’ needs and desires, we should pay more attention to life stage than generation.

In all major economies, the ‘productivity puzzle’ defies easy explanation. The UK has a particularly acute challenge (and opportunity): French workers produce as much by Thursday tea time as British workers do by Friday night.