Big Ideas

Doing the right thing or risking a lawsuit? Food for thought?

Jane James1 Comment

As a Mental Health Instructor for over 10 years, I am enthused to see the growth towards seeing and respecting mental health in in the same way we see and respect physical health.  Everyone is comfortable enquiring if a cold is better – not quite so comfortable asking how someone is feeling on their return to work after say depression.

 

The internet is full of well intentioned plans and events to raise the bar in talking about mental health and I see more employers supporting events like #MHAW2019 – Mental Health Awareness Week which starts 13 May.  Really great intentions.

 

But is there a risk of being sued under the Equalities Act 2010 and taken to Employment Tribunal?

 

Some of the employers I know allow all staff, regardless of screening to see if they are equipped to listen to someone else’s pain, to be a ‘listening ear’.

 

You don’t know what you are going to hear when you sit down to listen to someone struggling.  It can be an emotive area the listener has strong views on – such as self-harm.  Even if they can listen without judging – are they knowledgeable on how to signpost someone on? do they know how to take care of themselves after listening to someone’s pain?

 

I feel very strongly that we should be talking more openly in every day conversations about all human issues especially mental health.  But I feel just as strongly that we need to train those listeners how to listen, signpost and look after themselves.

 

Why not have a #MHAAT (Mental Health Aware And Trained) badge for trained employees to wear all year – not just one week.  Wouldn’t we make more of an impact and reduce the risk of a challenge under the Equalities Act at Employment Tribunal?

 

What do you think?

Growing Talent 18 – how has the first week been?

Jane JamesLeave a comment

The first week training in their potential end jobs is always tough.  It’s about managing instant expectations and keeping the end goal in site – easier said than done for many!

 

After being unemployed – even for a short time – leaving the routine of your comfort zone takes courage, determination, tenacity and grit. Qualities that not everyone has.

 

So where are the Growing Talent 18 Associates ? & how have they got on?

 

Kam is working with the Portico team on their PwC accounts cross training in all areas at two sites in London – Charing Cross and London Bridge.  Based there with Kam is Alex…

 

Alex summed the first week as ‘so much to learn, but it’s really good – I made the right choice.’ Alex was in the lucky position of having a number of employers offer him provisional roles on Growing Talent.

 

Helen below is very happy working with the reception team at Regent Group in Wimbledon…..

 

‘The team are really friendly.  It’s different work to the world of corporate switchboard which I’ve been used to but I really like it and the travelling isn’t bad! Just an hour max door to door including all the walking to stations/interchanges etc.

‘The days are really long but I’m really enjoying it’ shared Tom above who is working with the Social Media team on video content.  ‘The days are really long as I’m in 7.45 to 8am each day but I’ve found a local part to go to each lunchtime’.

 

Leo had a tough week not least because he, by his own admission, is very impatient and want everything now!  Working with Scotscape – a living wall specialist, Leo is hands-on in his role

.

Mohammed, above, is learning the ropes with Acuity Services’ Elite Team.  The Elite Team are trained in all accounts to enable them to seamlessly cover holidays and sickness.  Mohammed is keen to get his teeth into something demanding responsibility.

 

Lastly AJ is learning to support Amrik – Talent Acquisition at Regent Group to deliver an exemplary service in securing and training the right talent to ensure Regent Group grow efficiently.

 

AJ’s a little camera shy so no photo!

 

The biggest transition for anyone one on Growing Talent to complete the programme and secure the provisional job offer is managing their ‘instant expectations’.  By this I mean, we are so used to getting everything we want ‘now’ without having to wait for it. Eg, order a takeaway on line and it’s delivered to your door, same with a weekly shop, clothes, maintenance equipment, furniture in fact just a bout anything.

 

However, two things you won’t ever secure instantly are meaningful relationships and a career! Both have to be worked at, nurtured and sustained.

 

Check back to see how the guys get on over the coming weeks……………

 

 

Rethink by business needed?

Jane JamesLeave a comment

I attended the London Chamber of Commerce & Industry’s joint launch with London Councils of their report on London’s skill challenges.

 

Looking through the stats and research put together by their researchers – ComRes who surveyed in excess of 2,000 London based employers this year, one of the key areas I found startling was that illustrated in the feature picture of this blog.  London businesses found the following key difficulties when recruiting:

 

  1.      Applicants lacked sufficient technical ability
  2.      Applicants lacked sufficient experience
  3.      Low number of applicants for the role
  4.      Applicants lacked cv writing/interviewing skills
  5.      Too much competition from other employers

 

I found this startling because nothing has changed since I started working in recruitment in the early 2000s!  Employers have to think differently especially with the uncertainty of Brexit.  We need to think outside the box.

 

The talent that has the technical ability, experience and cv/interviewing skills is already employed!  We need to look at the vast chunks of our population which aren’t employed.  These people may have some barriers to work which in the main can be overcome by nurturing into employment.

 

We have to accept the faults of the past and address the issues to ensure we meet the skills challenge:

  • Why not train someone in a vacant role so they get the technical skills and experience before hiring – oh wait we already do that on Growing Talent
  • Why not select based on attitude and enthusiasm instead of cvs and interviews?  Oh wait, Growing Talent does that too!
  • There are plenty of applicants for the role – they just aren’t ‘polished’ at the start but become so on the journey – over 128 people from all backgrounds prove this!
  • Selection is in two stages – a speed dating session and a 1-2-1 – no cv, no traditional interview
  • Employers won’t have competition from other employers if they nurture as above and will get more commitment because they have given that support.

 

A report last year showed we have a generation of pre-school children who don’t know how to turn the pages of a book ! – most swipe as if it’s a screen!

 

Even where people have technical ability, they often don’t have the social skills.  They are glued to their mobiles, don’t know how to network, expect everything instantly etc.

 

To meet the skills challenge – employers have to be parents, counsellors, coaches – not just employers – but the results are so worthwhile as proved by Growing Talent – http://www.growing-talent.co.uk.

How do you…..

Jane JamesLeave a comment

Hire committed staff where you already know their personality, skills, fit with the team and your business as well as their future development progression?

Without it costing you any money?

Without it causing any risk to your business?

A source which has a four year track record?

Delivers real Social Mobility?

Has seen over 120 diverse people from all social backgrounds go into permanent jobs?

 

No – it’s not some kind of intrusive intelligence headhunting but….

 

Growing  Talent!

 

A new concept which enables employers to grow their own talent in situ and see all of the above before incurring the cost of hiring.  It makes sense for the participants too who may lack confidence to ‘sell’ themselves at interview.

 

If you are looking to add talent to your team, check out http://www.growing-talent.co.uk

Is there a block with employers recognising the value of ideas from those working for them?

Jane JamesLeave a comment

Most definitely! Is my conclusion….

 

On Growing Talent, everyone is technically unemployed and training in a vacant role which is their provisional job offer if they complete.  Very quickly, most who are enthused and see the value of this opportunity, will quickly see fresh ways of ‘upselling’ their ’employer’s’ goods/services.

 

From what I’ve seen, these ‘fresh eyes’ and therefore ideas are usually dismissed without investigation.  It seems to me employers see ‘unemployed’ rather than ‘human with ideas that could work’!  Why is that?

 

Like him or loathe him Gordon Ramsey’s Kitchen Nightmares include a segment of a new menu which me makes everyone taste and get to know.  This way, everyone can sell those dishes, give information to customers which in return will positively hit the bottom line.  It also ensures the individual is involved and enthused about the restaurant.

 

What an idea!  Ensure all staff know your values, products/services, reason for being……..

 

Maybe it’s time for some employers to think a different way?

 

I was reminded of this by Simon Sinek talking on YouTube about the Puerperal Fever deaths of the 1800s – known as childbed fever in which both mother and child died.  It was discovered the fever was caused by infection delivered by doctors.  At this point in time, medicine had graduated to investigation and understanding so autopsies were carried out.  Unfortunately, hand washing and tool sanitisation wasn’t!  Doctors would carry out autopsies in the morning then deliver babies in the afternoon without washing their hands.  However, pride that they were the cause meant no change happened for decades!  What a difference if looking at the idea of washing hands and giving it a try would have made.

 

For me there are similarities with employers who won’t listen to new ideas.  Keep doing the same thing.  Keep getting the same result.