Perkbox’s Post

Domain five of our Building strong trusts assurance framework looks at staff workload and wellbeing, and how well the trust fosters a supportive working environment. ‘Strong’ in this area looks like: - Leaders deliberately and intentionally building relational trust. - A rigorous focus on manageable workloads - Building a resilient workforce by creating an organisational culture in which people feel they belong and are supported Read the full set of questions to consider in our framework: https://zurl.co/TYlF

Check out my latest Human Capital Leadership article, "Managers Have Major Impact On Mental Health: Fostering Wellbeing through Supportive Leadership." From the conclusion: "There is clear and compelling evidence that the quality of manager-employee relationships and type of leadership cultivate in an organization can dramatically impact the psychological wellbeing and mental health of staff. Harmful leadership behaviors must be addressed through anti-bullying policies and manager training, while supportive strategies focused on communication, autonomy, positive modeling and wellness-centered initiatives should be prioritized. When implemented appropriately and measured over time, these practices pay off through empowered employees, reduced absenteeism and healthcare costs, higher performance, innovation, retention and overall thriving for both individuals and organizations. Fostering a culture of wellbeing starts from the top down through compassionate, authentic leadership at all levels of management." Take a look at the full article and leave your comments below! https://lnkd.in/g7i2bbRH

https://mck.co/2IXto8L In article published by McKinsey & Company stated, We surveyed 669 managers at all levels of management, from dozens of companies and various industries around the world. We asked them to rank the importance of five employee motivators: incentives, recognition, clear goals, interpersonal support, and progress in the work.  More on article below ..

Recently, PwC conducted an interesting survey on trust, and I’m excited to continue to dive into their findings this month. The third and final topic to look at is: “𝗧𝗵𝗲 𝗧𝗿𝘂𝘀𝘁 𝗚𝗮𝗽 𝗶𝘀 𝗚𝗿𝗼𝘄𝗶𝗻𝗴” It's alarming to consider, but leadership continues to overestimate the trust employees and consumers place in them. Today, this disconnect is even greater than it was two years ago. Companies may be overly optimistic about trust levels because they lack internal structures to identify trust gaps. Employees are more likely than consumers to trust businesses and their employers, but a widening gap remains: 𝟴𝟲% 𝗼𝗳 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗲𝗮𝗺𝘀 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝘁𝗿𝘂𝘀𝘁 𝗶𝘀 𝗵𝗶𝗴𝗵, 𝘄𝗵𝗶𝗹𝗲 𝗼𝗻𝗹𝘆 𝟲𝟳% 𝗼𝗳 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗴𝗿𝗲𝗲. This 18-point trust gap is larger than it has been in the past. A lot of work needs to be done within this area to reduce the growing trust gap, but companies can 𝗲𝗻𝗵𝗮𝗻𝗰𝗲 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻, 𝗮𝗰𝘁 𝗼𝗻 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸, 𝗳𝗼𝘀𝘁𝗲𝗿 𝗮 𝘁𝗿𝘂𝘀𝘁𝘄𝗼𝗿𝘁𝗵𝘆 𝗰𝘂𝗹𝘁𝘂𝗿𝗲, 𝗶𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗶𝗻𝘃𝗼𝗹𝘃𝗲𝗺𝗲𝗻𝘁. By focusing on these areas, companies can bridge the trust gap and foster stronger, more reliable relationships with their employees and consumers. What steps is your organization taking to foster trust and support for your team members? >>>>>>>>>>>>>> Hunter Shore Group specializes in helping organizations secure talent across the Supply Chain. Our reputation and expertise position us as trusted partners in delivering solutions specific for each search and function, driving success, and fostering growth for our clients globally. Join the conversation on LinkedIn @HunterShoreGroup. #Leadership #TeamWork #Recruitment #SupplyChain #EmployeeEngagement #Trust https://loom.ly/FUSETng

This! "Top management must demonstrate consistent, enthusiastic DEI support. It would benefit company leaders to take stock of where their company is regarding DEI programs and initiatives. Leaders may find it helpful to integrate insights from books, such as The Necessary Journey by Dr. Ella F. Washington, which outlines the stages of the organizational DEI journey. Many companies and their top management teams have been aware of DEI efforts for decades. And organizations are overwhelmingly compliant or attempting to comply with DEI-related laws. However, many top management teams have not fully explored how DEI fits into company goals and how to create a self-sustaining pro-DEI climate. Institutionalize DEI roles with the power and resources to effect change. Despite many organizations having roles solely dedicated to DEI, power and resources in those roles remain limited. It is essential for organizations to not only afford DEI professionals a seat at the table but also to encourage them to participate in decision-making and resource allocation efforts."

𝗪𝗮𝗻𝘁 𝘁𝗼 𝗸𝗻𝗼𝘄 𝗺𝗼𝗿𝗲 𝗮𝗯𝗼𝘂𝘁 𝗘𝘃𝗶𝗱𝗲𝗻𝗰𝗲-𝗕𝗮𝘀𝗲𝗱 𝗛𝗥? Check out Corporate Research Forum (CRF)'s EBHR resources including details of our next event and report launch on 25 January 2024 - https://lnkd.in/eDieqcnC “Our people are our greatest asset” is a claim used so often and so insincerely that it’s probably forever consigned to the overflowing trash can of business banalities. What we’re missing here is that our greatest asset is not people but people’s behavior. What matters is what they do. HR therefore has a crucial role in business success. Why? Because it is the organization’s HR practices – such as selection, reward, and performance management – that have the greatest impact on employee behavior. But here’s the problem. HR has not always been particularly successful in producing the behavioral results the organization wants. How can it do better? Simply by getting more accurate answers to two fundamental questions: What exactly is the business issue and what can we do about it? This is precisely what Evidence-Based HR does. By following a structured process of gathering and then using the most reliable and relevant evidence from within and outside the organization, the problem will be better-understood and the solution more likely to produce the behaviors you need.

As a first-time leader, facing the task of letting an employee go is never easy. Our Founder and CEO, Stephen Sokoler, shares that the key to handling such difficult situations lies in clear, compassionate communication on this Forbes Council piece. Read what other leaders have to say here: https://lnkd.in/e4HC6pTj

The latest research from LHH is raising a red flag: 36% of senior business leaders in the UK are considering a change of role within the next year. Burnout, fueled by a combination of external pressures and internal challenges, is threatening executive wellbeing and potentially leading to a talent drain. Surveying over 1,000 global business leaders, the study exposes the toll of relentless pressures, from economic uncertainty to digital disruptions. With leaders feeling overworked and burnt out, there's a pressing need for support and development to retain top executive talent. Organisations must take proactive steps to address this crisis by providing tailored support, leadership skills development, and mentoring to nurture resilient leadership teams to navigate today's complex landscape. Are you doing enough to support your executive talent and help them feel empowered vs. drained? Our upcoming event focuses on gender diversity and empowerment and might help you with supporting and retaining some of your best employees! Follow the link to register: https://lnkd.in/esarZf6F #ExecutiveTalent #LeadershipDevelopment

Throughout my career as a marketing leader, I discovered that building trust is a very powerful way to boost productivity and loyalty to your company. Here's a good article about the three C's of trust: Clarity, Consistency, and Choice. #buildtrust #improveproductivity #CreateGreatCulture https://lnkd.in/d8jCMaHj?

Ever wondered about the possibilities for your club with the guidance of experienced, industry-specific management advice? 🤔 Here's a glimpse of the benefits when you bring a management consultant onto your leadership team: - A noticeable increase in profitability and revenue: Informed decisions based on experience and data-driven forecasting translate into tangible impacts on both your revenue and profitability. - Stress relief and risk protection: When unexpected challenges pop up, having an experienced advisor on speed dial means someone's got it covered. - Powerful advice rooted in deep industry experience: You'll receive impartial advice from a seasoned team member unafraid to challenge opinions based on years of industry know-how. - Noticeable improvement in employee satisfaction and engagement: Reduced stress and a clear vision create a more enjoyable workplace for everyone on your team. 🍺🍸 Happy teams = successful dreams 🔷 TLDR: Partnering with a third-party management consultant can make life smoother at your club by reducing stress and helping you tackle challenges. #HospitalityCEO #LicensedClubs #ManagementConsulting