Unilever are talking about it, Triodos are funding it, so we have written an article about it – we thought you might be interested in our article for Ethical Corporation.
The Guardian asked 50 people to tell us what social enterprise means to them. Take a look at the answers from these 50 voices including deputy prime minister Nick Clegg, Richard Branson and Sophi Tranchell.
Carol Deeb from Demand Media has outlined a series of steps that can be used as a guide for team tasks. As she explains, “Placing a group of experienced employees together does not guarantee the success of a team.”
“Conduct a meeting with your team as soon as it forms and explain the mission of the company.” Tell the members why they were chosen.
With the whole team, plan activities which will help meet the deadline. Allow each member to determine their duties. Write down performance plans and reassess regularly.
Encourage employees who do not perform at a high level to take responsibility for their work and help keep the team move forward. Encourage members who are falling behind that team relies on them and they are still part of the collective.
“Organise brainstorming sessions with your team to discover the most efficient avenues for task completion.” This shows respect towards team members and increases idea generation.
“Allow team members to resolve conflicts among themselves, with you as a guide.” Oversee that they maintain levels of respect and work for the best of the group and company. Teach staff to put their personal conflicts aside and advance the goals of the team.
Reward employees for meeting interim deadlines and completing portions of a larger project. Morale-boosting activities can help bonding away from the office to encourage the team to perform efficiently.
In order for small businesses to remain current and maintain a loyal fanbase it is important to “keep up to date through all you do, including socal media.”
- Your followers: what kind of information can you share based on your expertise
- Followers spend more time on your page than you will imagine (even more if you keep your content fresh)
- Fun images, articles, posts they can relate to
- You are focused and engaged with them
- You are a real person just like them
- You are interested in what they’re interested in (e.g. special holidays or events)
- You are current and show them (it will make you more memorable)
- You use use Facebook and Twitter (use up-to-date ‘skins’ on pages based on current events)
- Miss easy opportunities to post
- Use social media if you have not got the time to manage
- Post once a week or less (this will not give the impression you are with the times)
Considering the amount of time we all spend at work, it is important we maximise the potential for positivity whilst we’re there.
So how do we stay happy at work?
Over at hppy.com, they have a few rules to guide you through your day.
- Smile and greet your colleagues
- A little exercise each day
- Prioritise your tasks, start with the most important
- Take regular breaks
- Don’t forget lunch
- Acknowledge your smallest victories
- Pay attention to your own mood
- Make sure you are fulfilled outside of work
For more information, be sure to click the accompanying link.
Have you ever thought about what value you place on certain characteristics?
Personal Value Sort Cards* are a popular way to determine which attributes you value the most. By using a pre-determined format you can learn what characteristics you prioritise by placing them in columns: ‘Very important’, ‘Somewhat Important’ & ‘Not important’.
To make things more difficult, the task restricts the number of values in each column – forcing the user to prioritise further.
Once completed, the task highlights the user’s unique values better, allowing the user to assess all aspects of life from personal to professional.
What do you value? Why not have a go? Click this link to find your values.
*Personal Value Sort Cards were created in 1999, created in the university of New Mexico by W.R. Miller, J. C’de Baca & D.B. Matthews.
Research has been carried out that highlights the burden of traditional recruitment processes. In some industries the turnaround of staff can almost reach 50%. This is a dangerously high number when each position could have a hundred of applicants. Take the British call centre industry, for example, who had 7 million applications for 260,000 jobs in 2012.
The standardised process for most companies begins with recruiters reviewing resumes. In theory, this leads to a phone or face-to-face interview with the most promising candidates being invited to face further testing. According to research this process can and should be streamlined. Many service companies can reduce costs and make better matches by using short, web-based psychometric tests as the first screening step. Such assessments can filter the least-suitable applicants, leaving a smaller, better qualified pool to undergo the more costly process.
Evidence has suggested that half of applicants embellish their CVs. This reduces the utility of resumes as initial screening tools. At the same time, the cost of web-based psychometric testing has decreased and become more convenient. Recent research across industries shows that these tests are good predictors of performance. British test publisher SHL was asked to report a UK energy company’s absences of 136 new employees. After six months SHL found that workers who scored in the highest 30% were 2.3 times more likely to have perfect attendance than workers who scored in the bottom 30%. Research in hotel, customer services, retail and video outlets in Australia and Europe yielded similar results.
Another test that has shown great promise is that of a large UK-based supermarket. They have used a customised online situational judgement test to screen out the bottom 25% of applicants before reviewing CVs. Because the candidates called in for the interviews were better qualified – the average number seen for each successful hire fell from 6 to 2 – saving 73,000 hours of managerial time.
If services took this approach at the beginning of the hiring process the would reap a better workforce and streamline a function that currently consumes an enormous amount of resources.