Courtenay HR
HR Resourcing
"What has always frustrated me about staff is that the people you want solving problems end up administering."
The Best Place...
Courtenay HR announces latest initiative with the launch of the Best Places to Work in HR Awards, in association with Personnel Today.
A first in the HR field, this innovative initiative gives you the chance to put your organisation and HR team up there with the best by rating your HR function and its leader.
Working in association with Personnel Today, we have created this initiative as an opportunity for the people on the ground - the HR team themselves - to rate their organisation by its reputation on the basis of its buy in to HR. This is a unique opportunity for the HR community to have their say and raise the profile of those organisations that really do value the contribution made by the HR function.
To take part in our unique survey, please CLICK HERE to complete the online questionnaire. The results will be compiled by an independent research company and will culminate in an awards ceremony in the autumn.
So what makes a great place to work? Having spent the last few years working in one, there appears to be no single item, no one magic pill that you either adopt, implement or change that does it. Like most things, it's a combination of factors. But which ones? And how do you know what to focus on in order to make the grade.
Well, for starters, an unwavering, determined focus on being a best place to work will probably NOT get you there. Sounds strange? Well, they say that if you focus on profit alone as a goal, you will not achieve maximum profitability. Better to focus on doing great business and the profit will follow. The same applies in terms of being a great place to work - you need to focus on the elements that come together to give people the feeling that this is the ultimate place to be in terms of personal and professional fulfilment, not on achieving the end goal itself.
Although it's an over used word, engagement is the key here. Employees will need to ask themselves any number of the following questions:
- Am i getting a return on the energy i'm putting into my role?
- Do i respect and admire my leader?
- Do they respect and admire me?
- Does my reward meet my expectations?
- Am i taken seriously?
- Can i see the impact of what i do?
These and many others are questions that we, as employees, ask ourselves all the time and sadly in most cases the answer to many of them is a resounding NO! Organisations who can work out the root drivers of these issues and who can turn them into positive responses are the ones who will ultimately be ahead of the game.
Gareth Jones
Leader, Courtenay