Latest news
Congruent Performance and London Irish team up for teambuilds;
Congruent Performance are proud to announce the launch of a joint initiative with London Irish rugby club to provide a trully unique teambuilding experience.
In time for the new rugby season, you and your team can enjoy a day at the Madjeski stadium which will include a bespoke teambuild session run by Congruent Performance, a stadium tour, lunch, meeting a key sporting personality and finally seats within corporate hospitality to watch their home game of that day.
If it sounds like something you may be interested in, please click here for more information.
Free team demo sessions from Congruent Performance
Liven up you lunchtime or your team meeting with a free demo session from Congruent Performance. We are offering you the chance to experience our style with an interactive team session free of charge. By utlilising this offer, you can expect you and your team members to:
- challenge key thinking
- learn more about each other
- go back to work more positive and inspired!
These sessions are highly interactive, non- intrusive and fun!
Intrigued? Contact us to find out more.
Research update
Poor line manager relationships continue to be the primary cause of grievance…
Recent research from the IRS survey shows that the most common reason for formal complaints from employees is due to poor relationships with Line managers. The survey, of which 133 companies responded, shows that;
- 52% of grievances were with regards to poor relationships with Line managers
- 47% were due to poor relationships with colleagues
- 42% were due to bullying and harassment.
These polled higher than;
- pay (31%)
- grading (28%)
- and race and sex discrimination which happened infrequently if at all.
The 133 companies involved have dealt with 2519 grievances in the past 2 years, and cite that as a result they have employed key changes in their HR strategy and their approach to employee relations.
Source; published in Personnel Today, 27 June 2006. View this and more research updates on www.personneltoday.com
- How does this research compare to formal grievances in your business?
- How do you currently rate the line manager / colleague relationships in your team?
- Are their informal grievances festering beneath the surface? Can you afford to leave these unresolved?
Congruent Performance can help you to resolve these workplace relationship issues.
Click below to learn how:
Or contact us with your comments on this article, or with any specific questions you may have.
Good quality staff inductions are crucial to success...
A recent study in IRS Employment Review highlights how employers are increasingly aware of the need to provide structured induction programmes. Of the 134 organisations surveyed, 19% rely on a one off induction session, 44% follow their initial training programmes with tailored support and 25% use a completely flexible approach. The most common tools employed include tours to meet colleagues, face to face and group meetings, and information packs. Interestingly, only 37% employ mentoring, and only 28% employ coaching techniques.
Whilst this is good news for new recruits, a little more concerning is the role that Line managers have to play in induction possibly without the necessary skills or required time.
Line managers are involved in induction in nearly nine out of 10 organisations (88%) surveyed by IRS Employment Review, rising to 95% in the public sector.
Fortunately, the survey shows that some support is already offered to Line managers, in the format of checklists, timescales, suggestions on how to cover topics and guidance on tailoring inductions. However, only 43% of the companies surveyed offer training in induction skills. The research suggests that this may be because induction is included as an element in recruitment training or broader management courses.
More than three out of four employers evaluate the effectiveness of induction sessions, the research shows. But most commonly they rely on ‘soft’ measures such as feedback from new employees (51%) and their line managers (29%), and relatively few measure hard facts such as performance review feedback (20%)
Finally, the research also shows that tailored inductions have proven to be more effective at bringing new individuals up to speed, and that employers favour inductions that are flexible, delivered over a long period of time, integrated into training systems and kept up to date.
Source; published in Personnel Today, 4 July 2006. View this and more research updates on www.personneltoday.com
We asked some of our key clients what their challenges with new starter inductions were.
They say that time constraints imposed by the demands of the operational business needs coupled with training support were their biggest challenges.
We asked employees to reflect on their inductions programmes, and give their input on what would have improved their initial learning curve…
A common theme is for ongoing support in the workplace after initial formal training, in the form of mentoring and coaching. This supports the finding that 70% of all learning comes from the doing.
- How could your inductions be improved?
- What skills do your line managers need to be equipped with to provide high quality ongoing support in a time efficient way?
At Congruent Performance, we believe that coaching and mentoring is integral to effective line management, alongside the role of leading. Coaching and mentoring provide a time efficient and empowering model to support all employees in the workplace attain a level of peak performance.
Learn more about how we can help your line managers to develop their direct reports;
Click below to learn how:
Or contact us with your comments on this article, or with any specific questions you may have.