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Check out my feature on our recent #portlandProfile

Patrick Lencioni once said that a manager's key responsibility is to help employees understand the value of their work. At the City of Naples, we had a remarkable City Manager, Dr. Richard Woodruff, who served as an influential mentor to all of us. He instilled in us the following principles: 1. Customer service is paramount, with our "Service to Others Before Self" slogan and our "Blue Ribbon Customer Service" program to provide top-notch service to both our City's residents and tourists. 2. City employees were not just employees, but rather one team and one family working together towards a shared goal of providing the best possible services to the residents and tourists. 3. Dr. Woodruff made it a priority to know his employees by name and inquire about their families and personal lives because he considered them to be like family and integral to the City's mission (not easy when we had 500 employees). As a member of the HR team, my favorite roles were in recruitment and training. As a recruiter, I would shadow numerous positions in effort to better understand the role in order to find the best-suited candidates. These positions ran the gamut - from accounting to emergency services, landscape crew members, solid waste workers to even marine biologists. As a trainer, we provided leadership training that focused on teamwork and unity to provide top-notch services to our City's residents and visitors. The emphasis was less on hierarchy and more on working together as a cohesive unit, regardless of position title. In our team, everyone was equally valued, regardless of their job title. The challenge for today is to take the time to get to know something about your employees' families or your employees’ outside hobbies. Have you recognized and told each employee how and why their role is vital in the business's success? If not, start today! #oneteamonemission #customerservice #bestservices #employeeengagement #leadershipdevelopment

Patrick Lencioni once said that a manager's key responsibility is to help employees understand the value of their work. At the City of Naples, we had a remarkable City Manager, Dr. Richard Woodruff, who served as an influential mentor to all of us. He instilled in us the following principles: 1. Customer service is paramount, with our "Service to Others Before Self" slogan and our "Blue Ribbon Customer Service" program to provide top-notch service to both our City's residents and tourists. 2. City employees were not just employees, but rather one team and one family working together towards a shared goal of providing the best possible services to the residents and tourists. 3. Dr. Woodruff made it a priority to know his employees by name and inquire about their families and personal lives because he considered them to be like family and integral to the City's mission (not easy when we had 500 employees). As a member of the HR team, my favorite roles were in recruitment and training. As a recruiter, I would shadow numerous positions in effort to better understand the role in order to find the best-suited candidates. These positions ran the gamut - from accounting to emergency services, landscape crew members, solid waste workers to even marine biologists. As a trainer, we provided leadership training that focused on teamwork and unity to provide top-notch services to our City's residents and visitors. The emphasis was less on hierarchy and more on working together as a cohesive unit, regardless of position title. In our team, everyone was equally valued, regardless of their job title. The challenge for today is to take the time to get to know something about your employees' families or your employees’ outside hobbies. Have you recognized and told each employee how and why their role is vital in the business's success? If not, start today! #oneteamonemission #customerservice #bestservices #employeeengagement #leadershipdevelopment

One of the biggest ways Galois fosters our core principle of “joy at work” involves giving Galwegians the ability to chart their own professional destiny—flexibly steering the direction of their career based on their interests and the kinds of tasks that give them joy. In our latest article, Galois Senior Financial Analyst Anne Marie McClaran explores what this looks like in action through the lens of her own professional journey at Galois. Give it a read to learn more!

March 1, 2005 – November 22, 2023. This is the date that marks my time at Western Union; although it is not the dates themselves that are important, but the stories woven into the fabric of the company during these 18 years, 9 months and 22 days. Those 18 years mark what seems a lifetime of triumphs and change shared with colleagues who became second family, projects that became milestones, and a sense of belonging that only flourishes over shared coffee breaks and brainstorming in the most unusual places. I look back with gratitude for the lessons etched into my professional DNA. From the early days, when I started in the call center in Costa Rica (I was Operator 462!) where every task was a steppingstone, to the exhilarating climbs up the ladder, each rung marked by the support and encouragement of my peers. Every project, every success shared by a teammate's laughter – they're all threads woven into the richest tapestry of my experience. My colleagues, my mentors, my friends – you shaped me, challenged me, and nurtured a fire within me. I leave behind a piece of my heart, but I also carry a piece of this company with me – the resilience forged in tough times, the creativity born from collaboration, the unwavering spirit that defines us all. Going to work was always more than just a job. I'll treasure our shared history. I am so excited for what is next, and I hope you will be excited with me! For now, I leave you with three pieces of advice: 1.   Be a bridge builder always; life is not about “me” but rather about the “we”. 2.   As you go up the ladder, remember to always look back; there is always someone who will need your helping hand. 3.   Lead a life of gratitude; this will only multiply the good that you already have. 

Ever wondered what experience you'd need to work at companies like Stena Line, or to become global president of a renowned association? Find out exactly that, by reading more about these talented individuals who've scored some of the nation's top jobs.

When I track and monitor people’s careers, I look carefully at the timelines and promotions in particular. This week, I noticed a Land Graduate becoming a Senior Land Manager within 3 years. My first question as a Headhunter would be to ask how many sites have they identified and bought? Sites that have personally been managed through the acquisition process. The second question would be to take me through each step of that journey, assuming one site had been bought. I would probably ask questions about the current planning frustrations, the NPPF and the wider considerations. How many planning meetings have been attended, how did they conduct their research, what led them to creating a certain mix, rate of sale and margin. What was the sign-off process, how many bidders were they against etc. Is three years long enough to consider being a Senior Land Manager? It will be for the individual to demonstrate their skills and ability at the point of climbing the ladder further, unless being promoted internally. Have we witnessed over-promotion in other departments as a mechanism to keep staff?

You’ll be wondering why we’re different to other leading firms in the UK… and why you should consider forging your future career with HURST. It’s not just the leading technical competency you’ll find amongst your colleagues. Or that fact that you’ll have the freedom to make your mark with many of the North West’s most admired brands. It’s the sense of ownership you’ll feel. And the fact you’ll be surrounded with like-minded teammates that are as friendly as they are forward-thinking.

In a remarkable turnout, our #Brisbane, #Melbourne, and #Perth offices successfully hosted open days for our 2025 #Graduate intake. Let's delve into the highlights of these bustling and highly productive events.   🤸♀️ Epic Turnout: The number of attendees at our Brisbane, Melbourne, and Perth open days was so impressive, it could rival the cast of a Marvel movie. Our offices were buzzing with energy!   📚 Insider Stories: Our current Graduates spilled the beans on their experiences at Worley, sharing tales more thrilling than an action movie. From conquering challenges to finding the perfect balance between work and play, these stories had everyone excited to learn more.   💡 Motivational Moments: These open days were not just about career opportunities; they were a motivational feast! Our Graduates shared their reasons for choosing #Worley, turning the event into a source of inspiration for the incoming talent. Move over, self-help books – Worley Graduates are the new gurus!   🎉 Interactive Sessions: Forget boring presentations! Our open days featured interactive sessions that were more engaging than a cat video on the internet. Attendees were quizzed on our business resulting in merchandise handouts!   🤝 Networking Extravaganza: Our open days were a networking paradise! Attendees had the chance to connect with seasoned professionals, creating bridges that were more solid than a well-engineered bridge (we know a thing or two about engineering!)   🎂 Food and Fun: Because what's an event without good food and a bit of fun? Our open days were a gastronomic delight, and the fun factor was cranked up higher than the office espresso machine during a Monday morning rush.   A big shoutout to the incredible team behind the scenes. The planning committee deserves a standing ovation for turning these open days into a memorable experience. #strongertogether #worley #graduatecareers