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Your influencing skills:
Assess your influencing competencies with this self-assessment questionnaire and determine your areas of strength and those areas you may need to develop. View our course outline for 'Negotiating & Influencing skills'
(Posted 6th Sept 2011).
Managing an aging workforce: CIPD: http://goo.gl/8ulEk
(Posted 5th Sept 2011)
Why is this important? Aside from the removal of the default retirement age in Oct 2011- many employers are not aware of the aging demographics! By 2020 nearly a third of the UK workforce will be over 50. As a Nation, we are living longer healthier lives, whilst the birth rate is declining. These changes make it vital for Employers to draw on the talents, skills and knowledge of older workers. Whilst age discrimination legislation has been around since 2006 and is now encompassed within the 2010 Equality Act, evidence suggests that in reality, age discrimination kicks-in at around 50. In order for organisations to remain competative and manage their Talent (not to mention avoiding legal action) a change in mind-set is required, along with more forward thinking policies. The CIPD has produced the 'Managing Age' Guide 2011 (see above link) and ACAS has produced guidance and Pod Casts. It's been estimated that when the UK emerges from the present recession, there could be a shortfall in the labour force as great as 5 million! Employers need to court their older workforce and adapt their practices to their needs. This could include practices around 'Health & Wellbeing' or more flexible working.
The Power of Praise: ILM http://goo.gl/V3ZhV
(posted July 27th 2011)
"A lack of recognition is one of the top reasons that employees quit their jobs" finds a major survey from employee exit interviews. It would seem that UK Managers are not particularly forthcoming with praise for a job well-done, yet this is an important part of 'Interactional Justice' between employees and their line managers. As well as the day-to-day impact on employee motivation, it has implications for when negative feedback needs to be delivered. An employee that has previously received positive feedback is more likely to accept negative feedback, when it's required. A useful article for managers - time to reflect on your own style and practices!
Our comment: Ask people how they like to be recognised and praised; it can vary greatly and you could be surprised by the differences! E.g. Some like praise for the results alone, whilst others like praise for HOW they have achieved the results. If you want to know more..... think about how the MBTI personality questionnaire could assist your team's development and impact on your Leadership skills.
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