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A new piece of research entitled “Strengths-based performance conversations: an organisational field trial” has been published by CIPD (November 2017). It shows clear evidence that performance review conversations with staff that focus on their strengths and how to improve performance even further has a very positive influence on the relationships between staff and management.  

The report notes that managers often find having conversations with staff about performance to be very difficult, using expressions such as ‘relentless’, ‘very stressful’, ‘tough’ and ‘challenging’. Continue reading “Performance Management: Accentuate the positive…”

The recent ‘Thriving at Work Report’, co-written by Paul Farmer, the CEO of mental health charity, Mind and Lord Stevenson makes the following key points:

• Mental health illness affects 1 in 6 people
• 300,000 people with long-term mental health problems have to quit their jobs annually
• The report makes 40 recommendations for ways in which support employees to remain at work
• All employers, regardless of size or industry, should adopt 6 ‘mental health core standards’ that lay basic foundations for an approach to workplace mental health.
• They should also set themselves a performance objective to support the mental wellbeing of all employees, through the implementation of the core and enhanced standards.

For a number of years, there has been a growing awareness and appreciation of Continue reading “Thriving At Work?”