Turnover is not your biggest problem...

...But why not?

To give this blog some context, this blog comes at a time when I've just focused on exit interview data and before I dig deep into the results of a recent pulse survey.

However, let me be upfront, this blog is not about providing answers but about seeking them!

I will though, answer it in part.

The thing I feel makes turnover a comparatively small problem is because it falls into the 'you can't do anything about it' box. Once someone has gone, they're well, gone. The question 'why?' at this point is usually too little, too late.

Yes, it's important to understand why and to try and stem the loss of too many good staff (however you define them in your organisation), but I see so much energy focussed on wondering why people leave an organisations that is wasted because it could be spent focussing on the people who remain...
...In fact, had that have been done, we often wouldn't be in the position of losing (usually/often the good!) people in the first place.

I don't know about your experience, but in mine, exit interviews are often full of examples of people who mentally and emotionally checked out long before they resigned because when we did have them they didn't feel heard, valued, sufficiently rewarded and so on.

It's as much a problem, when people are asked to/need to leave (re redundancies for example), as it is when people chose to. We focus on the leaver with outplacement, meetings, consultation and more and not the impact on the 'remainers' (Yes, I know that links to another issue but let's not go there!)

Either way, I don't believe organisations do enough to focus on staff who stay and especially those who stay (for now) and are disgruntled, disengaged, cruising, just doing enough, adding little value, bring no fresh thinking, quiet, staid and so on.

Turnover is, in many ways, a good thing. It can mean you've done a lot right (eg trained someone so they're attractive to someone else), it can mean that you've handled what's not right (enabling someone who doesn't fit to move on), it can lead to fresh thinking, give you a chance to restructure a team, or promote others for example.

Even if turnover is a problem for you, it's a great trigger for reflection, understanding and action (if you use it as such).

But there isn't much of an upside, if any, to those stayers who feel and/act as previously mentioned  - the disgruntled, disengaged, cruising-kind etc.

Whilst I appreciate this may not be a large group in your organisation, I can bet you they're the ones that keep you up at night. And let me be clear, they're not always a/the problem either...
...Imagine if we could harness their frustrations and the ideas they have to make things better?
If you've ever seen "Undercover boss" you'll know the type of thing I mean.

So, here's the question - if I've got a point (and feel free to challenge me if this isn't your experience), why do organisations get dragged into understanding turnover more than paying genuine, regular, hard, consistent, high value focus on those employees we have?

Note: I am not saying no attention is paid to an existing workforce, rather than we just let employee life tick along more often than not. Nor is this a reflection on my workplace as opposed to some general curiosity!

Discussion trigger - Thoughts welcome,
Denise

Back to it with baby steps

Back to blogging!

It's been a while since I last blogged, or at least since I last published one! I'm often thinking, regularly writing and occasionally sharing my ideas. But, I've been doubting that what I've got to say could be said better than someone else is already saying it.

But, I've made a decision. I'm going to say it/share it anyway.

Last week I lead a creative writing session at our wellbeing week, and I've been thinking since about some of the fab presentations I saw.

Several people hesitated to share their writing, but did it anyway. And there was lots that was really good. And more than that, it was inspiring.

To feel the fear and do it anyway is something I've tried to apply to doing things. But I've not been so brave of late. Last week I decided to up my game, and today I went for it. Maybe not in a big way, but who said it had to be in a big way?!

I ran a meeting that was a little out of the norm. I wasn't sure it would work, and some might say it didn't. It was good to try though - same is often too safe and too boring. Afterwards, my fab internal comms colleague Kofi Kramo complimented me about my willingness to do something different, to just to something. Whilst some are busy talking about the hold-backs and hold-ups, I (he reminded me) do something.

All these little experiences of late have lead me here, so that's it for now, I'm just putting it out there. My lessons of the last few weeks are to:

- allow yourself to be inspired

- harness what you've done before (you must've taken some bold decisions in the past and survived!)

- listen to your champions

- do something different or brace, but mainly...

- just do something.

It's not really even a blog I suppose, just some rambling, but it is a (re-)start.

And, it might just inspire you to (re-)start something. Please share if it does.

Dx

PS - I am not ruling out blogs on the creative writing session (it wasn't all plain sailing) and the madness of my meeting (when I'm over the madness!)

Where are your hard efforts getting you?

Spinning class or Bike ride?

 or

Whilst stopping (or even slowing down!) doesn't come naturally to me I recently found myself suggeting to a group of managers that they: Stop/slow down, reflect, and thoughtfully respond to matters rather than reacting to them.

So, what's that got to do with 'spinning class or bike ride'? I hear you say!

Well, here's the thing.
Of course, there are similarities between these activities - both are forms of excerise, both have the potential to make you sweat, both involve you taking a seat, both require a cycling motion. But, there is one big difference - only one will actually take you somewhere!

Imho....Sometimes we are so busy, doing so much doing that we actually end up going nowhere (or at least feeling like we're going nowhere) - a bit like being on an excercise bike where you're spinning but staying in the same place.
Whereas, if you're out cycling, there are a wider range of benefits - for example:
- There's a greater focus on the journey, rather than just the activity itself.
- We may see other things happening around us, and can even stop to take them in.
- We're breathing in fresh air on the way (London may be an exception I know!)

A spin class is mainly about working hard, going (nowhere) fast. A cycle ride doesn't necessarily mean going slow - but you can chose and vary the pace; and it is about going somewhere, ideally with purpose*.

This group of managers had been spinning really hard but weren't getting the improvement levels/recognition that their efforts might deserve. There can be so much good stuff going on but because there's no break to communicate until the end, all your efforts might have little reach/impact.

There is a place and a benefit for peddling furiously and building up a sweat (in business terms: when there's a crisis for example) - however, I'd just suggest that if you really want to go places, it's often not the best use of your energy.
*And there's a place for no purpose too, eg when looking for innovation!

So, think about it - right now, do you actually need to...

Think about the destination (vision/aims), the pitstops you may need to make (have a plan), stop at red lights and reflect, look at how far you've come, and ideally enjoy the ride with others. You might even want to get off the road, get on your mobile, and tell everyone what you're doing as you go. (PS - Pictures and/ stories help!)

For the record, despite admitting earlier that slowing down/stopping doesn't come naturally to me, I do practice what I preach when I can and can tell you there really are real benefits to doing it...

• So the questions is:

What approach do you and your organisation take/need to take?
Do you want/need to work up a sweat at a Spinning class or do you want/need to go on a paced, purpose-full Bike ride?


Thanks for reading, I'd love to hear your thoughts!

Denise x

For more:

• Contact me using the 'Contact form' above right
• Follow me at: @DamsonHR (Twitter)
• Call direct on: 07887 643807
• LinkedIn: Denise Sanderson-Estcourt, FCIPD

Hope in the workplace

Is hope enough?

The word 'hope' has been following me this week.

Last night I watched the brilliant (but often painful to watch) Shawshank Redemption*, which amongst so many great messages covers 'hope' with central character Andy Dufrense saying...

On winning her 19th slam title yesterday, Serena Williams said in an inspiring speech** "I walked on court with a ball and a racket and hope" to describe the start of her journey.

These quotes reminded me that earlier this week, I'd had a conversation with a jobseeker who said they 'hoped they'd find work soon'.

Also this week, Langley House Trust said farewell to their departing Chair Anthony Howlett-Bolton. At the celebration, we were reminded of some of his key phrases/teachings. One, not mentioned, that stays with me is his perspective on 'hope' as whenever Anthony attached hope to an expected outcome - he rephrased his statement. Not because he is a man without hope but rather because he recognised that hope alone doesn't get the job done, which was at odds with the manner of the jobseeker I mentioned.

How often, however, do we (you, I!) talk about hope as if it will get us a result? We need to be careful of using hope as a driver especially in our communications, eg giving instructions, with others. I know in my HR career, I've often talked to managers who've said 'we hoped the situation would improve' for example. What, that's it - you just 'hoped'?!

So whilst positive, what place (if any) does hope have in the workplace?

Taking the Shawshank and Serena examples actually helps us answer this. Because, whilst Hope is an inspiring message, in reality it wasn't hope alone that ensured Andy's escape or secured Serena's win. Yes hope was a strong ideal, a factor, but it wasn't lazy!

• Andy's hope was backed by knowing his truth, using his skills, and a patient, well executed plan. 
• Serena's hope was backed by talent, self-belief, practice, and hard work.
• Both show(ed) absolute determination and dedication, took their knocks and got up again defying the odds, and ensured they had company on their journey in order to achieve the goal(s).

In other words, Hope needs backing!

Sure, inspire people with hope in business but don't forget to communicate all that goes with it if you want it to get you results.

* Based on a book by Stephen King
** See Serena's speech here: https://www.youtube.com/watch?v=Qgw4F90oFRQ (2.05 minutes)

Thanks for reading, I'd love to hear your thoughts!

Denise x

For more:

• Contact me using the 'Contact form' above right
• Follow me at: @DamsonHR (Twitter)
• Call direct on: 07887 643807
• LinkedIn: Denise Sanderson-Estcourt, FCIPD

Lessons on a train!

Where I learn.

I recently tweeted that I learn (or am reminded of) a lot, from a HR perspective, on trains. 

The train often provides a contained, out-of-office, legit' in-company-time place for colleagues to talk about issues (assuming their boss isn't travelling with them!)... Good and bad.

Have you, like me, ever found yourself accidentally tuning in a conversation between work colleagues? I don't mean to be nosey but it can be fascinating!

Yesterday travelling back from Leeds I was reminded of a key aspect of employee reward/recognition, based on a gentleman telling his colleague about being 'rewarded' at work.

He'd been chosen for a company award for going the extra mile and being a great team player (apparently!) 

His reward: A meal with other high fliers and his MD.

His response: "I'd rather be in the pub with you lot" (his colleagues).

He told his colleagues that he'd politely declined the invite, making something up to avoid going. He said he was grateful, but it wasn't 'his thing'. "Can you imagine?!" he asked them. They nodded, laughed and moved on to talking about sales. So here's the thing:

The plus: The company had obviously done a good thing in recognising his contribution but... 

... The problem: They'd got it wrong when it came to HOW to recognise it. This team player was being rewarded as an individual. And not as he would have chosen. Oops!

The lesson on the train - If you're going to truly reward an employee, make sure it's what they see as such!

What have you heard or discussed on a train recently, and did it teach/remind you of anything?

Thanks for reading!

Denise x

For more:

• Contact me using the 'Contact form' above right
• Follow me at: @DamsonHR
• Call direct on: 07887 643807
• LinkedIn: Denise Sanderson-Estcourt, FCIPD

PS - This may become a bit of a feature, so apologies in advance if you ever find yourself sitting next to me on a train!

Nelson Mandela - Lessons from bed!

This year three leaders have dominated headlines - two, Margaret Thatcher and Sir Alex Ferguson were, in my opinion, either too controversial or too painful to blog about (you guess which is which!) and both split opinion. The third, Nelson Mandela, largely unifies opinion and is (now) seen almost universally as a great role model.

It's been a long while since I've blogged but I couldn't resist this one as my social media timeline is today full of good wishes for Madiba, who I agree, is indeed an inspiration. There is so much to admire about the man over the years but I'm just going to focus on what I am learning from the great man now - even without him speaking to us - as he lies in his hospital bed... 

Lessons: 

it ain't over until its over, so don't write people off* 
it is possible to unify and inspire people just by being who you are
you will most likely be 'judged' by your achievements and the manner in which you achieved them, long term 
your innate spirit and sheer determination not to quit will carry you through... he survived jail, he is currently surviving illness
a 'negative' trait like stubbornness can work to the good in the right context 
actions, words and values have to be congruent whatever the circumstances
in the end, we will look back and appreciate there is a time for everything 

Just think, only a few short weeks ago the World was thinking about mourning him* and yet here we are celebrating his 95th birthday.

Happy birthday Mr Mandela, and thank you - not just for the old lessons but the ones you are still teaching us.

Please check out these wonderful images and quotes:  http://www.un.org/en/events/mandeladay/gallery/

Lighting the flame!

Danny Boyles programme notes for the opening ceremony of the Olympics have been circulating on the internet.... The last paragraph reads:

“But we hope, too, that through all the noise and excitement you’ll glimpse a single golden thread of purpose – the idea of Jerusalem – of the better world, the world of real freedom and true equality, a world that can be built through the prosperity of industry, through the caring notion that built the welfare state, through the joyous energy of popular culture, through the dream of universal communication. A belief that we can build Jerusalem. And that it will be for everyone.”

The amazing view from Karl Brocker's seat!

As talk begins to turn to the closing ceremony, as I continue to enjoy the London Olympics 2012, and as I anticipate the events of the Paralympics – my memories remain of a few Fridays gone as I watched the opening ceremony. Whilst some have debated the political element of the ceremony, I have chosen to reflect on what we can learn from it. Whatever your view about all, parts of, or who did what at the ceremony I think it should be recognised that this was a huge task, well done; and if you’ve ever organised so much as a kids party or a work Christmas lunch you’ll appreciate that you can’t please everybody so you just have to be true to your convictions and go for it!

Here are some of my reflections:

• The first lesson is that of a clear vision, but not just one about the end result – for me the above excerpt evidences a clarity and a passion for the journey.
• I think it is also fantastic that from the outset, this vision was inclusive.
• From this vision (of little value if not achievable) to the ceremony itself, it is clear that this vision was translated into a clear plan and that hours of preparation went into the final show.
• The choice of ‘players’ in the performance was also important. The use of volunteers including children and members of the health service through to high profile cast members such as Kenneth Branagh, JK Rowling and Rowan Atkinson was in keeping with the UK having a range of diverse talent, but with no one professional dominating the show over the non-professionals (which included HM The Queen)!
• And then there is Danny Boyle himself who demonstrated great leadership skills (along with others) – it was his vision, he clearly got a great team around him, and most impressively he shared of the glory, and recognised the role of the volunteers in his post event speech.

Personally, I think it was a great show – it was very British (authentic), gave a nod to history without staying there, celebrated talent and achievement, and was creative and forward thinking but not so much so that we abandoned fireworks!

And when comes time for the closing and Paralympic ceremonies, I hope the handing over of the baton is as innovative, smart and smooth as the approach to lighting the flame...which, to me, was genius.

All lit up... Another Karl Brocker view - Thanks for sharing!

Lessons from Lizzie!

Well done to Lizzie Armistead who yesterday won Team GB's first Olympic 2012 medal, earning silver in the women's road race. 

We often learn through things that don't go well, but we should also learn from, as well as celebrate, sporting success. Here's what I'll take from Lizzie - (aside from the obvious being good and working hard!):

• Scenario: Lizzie (and the women's team in general) were not the headliners - the men's team were.
• Lesson: Success does not always come where you expect it, so look at talent all around and don't be too concerned with being the 'favourite'

• Scenario: We were meant to get gold for the men's road race. This sadly didn't happen due, apparently, to the tactics of others and a lack of plan B.
• Lesson: Learn from what happens to others, and have a plan B 

• Scenario: Lizzie took the initiative to break away from the team
• Lesson: Timing is critical. Trust your instints

• Scenario: Lizzie was originally a track star, but chose to concentrate on the road rather than the track for this Olympics
• Lesson: Don't limit your options too much, too soon; but know when to streamline and focus

• Scenario: When the eventual winner, Marianne Vos, went for it... so did Lizzie
• Lesson: Stick to your own game, but don't let the competition out of your sight!

• Scenario: Lizzie played a key role in helping Nicole Cooke win gold at the 2008 Road World Championships as part of the team
• Lesson: Be a good team player, and your time to shine will come

• Scenario: Lizzie apparently took up cycling relatively late, only taking up the sport 8 years ago.
• Lesson: It's not when you start, it's where you finish!

Here's what business should take in addition to the above:

• Scenario: Lizzie was spotted through a talent identification scheme
• Lesson: Introduce one of these, spot and support talent, reap the rewards (obviously)!

http://www.bbc.co.uk/sport/olympics/2012/athletes/dd0770e0-c266-11e0-962b-0800200c9a66

A lesson in laughing and learning...

...based on Hens, a bar, and bottles!

I was tasked with arranging my best friend’s hen party and saw an opportunity do something interesting and a little different. Based on my passion for being a bit creative, making things happen and the knowledge of my best friends – I ignored the hen’s suggestion that we should just go out for a meal! 

I had to harness existing, and refresh old, skills (such as communication, negotiation, planning and organisation) first working out what to do, and then to get a local restaurant/bar to host a cocktail making class for us once we’d decided. For me, after some reflection on the day, a blog was born and here it is... 

By the time we arrived at the venue the hen had already experienced a few surprises in the form of a pre-party lunch and an unexpected guest, she relaxed for the first time as we approached the venue thinking that she was getting exactly what she had asked for. However, once inside she soon found herself behind the bar (not what she asked for/expected!), along with the rest of us. Despite her initial wish to just eat, she exclaimed that she had always wanted to work in a bar but had never gotten around to it. For me there was point number one: What are we waiting for when it comes to learning something new/doing something we've always wanted to do?

Our cocktail coach was fantastic – she identified what we already knew, talked us through different types of alcohol and equipment and demonstrated a range of techniques, all the while reinforcing that we would be able to put into practice what we were learning. 

At first our task was simple – make (and drink!) an easy all-in, mix it up kind of cocktail... No problem!  But then she took us through a range of more interesting sessions – flair and creation. Despite knowing we’d have to do this, the more complex the sessions became the more hesitant we were to get back behind the bar. And yet it was also when the laughing and learning really started. We ended up having a great laugh as we spun cups and threw bottles, or should I say dropped them!

Having fun really made the sessions memorable - The hen was really happy and everyone who came has some new skills... Job done!

My Lessons:

1. Don't wait if there is something new you want to do/learn.
2. You learn loads when you laugh lots... at yourself and with others (and I'm sure there is scientific proof!)
3. When doing something new, draw on existing skills ( we all knew how to drink cocktails at least!)
4. Learning happens when we stretch ourselves and keep on going (even when we drop the bottle!)
5. We learn more doing than we can from observing, but understanding and observing first helps (so get behind the bar!)
6. You have to limit/eliminate the fear of failure (drink can help *wink*)

So, When was the last time you laughed and learnt?