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Recruiting the foolproof way

by Jon Reed – Operations Director, learnpurple

At learnpurple we regularly hear stories of people leaving roles having only just joined the organisation. More often than not the new starter arrives with lots of promise; however it

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Creating a culture of learning and development

By Caroline Cooper, learnpurple associate

When business is tough it’s often learning and development (L&D) that’s the first thing to be removed from the priority list.  However investing in your team, especially dur

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Introvert vs Extrovert – creating a balance

By Sally Brand, Business Development Manager

Leaders come in many shapes and sizes. In the Western world, however, many traditionally perceive a successful leader as having certain 'extrovert' personality t

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Should beauty matter at work?

The London Olympics are almost here, with thousands of people expected to visit the capital. These tourists, ranging from families to CEOs, will be staying in hotels, eating in restaurants and drinking in bars, placing hospitality in the spotlight. Staff in this sector will represent the UK. Image will be a key criterion, but is it time for employers to be more open-minded when recruiting? Should they place attitude, cultural fit and the ability to deliver excellent service above how an individual looks?

This article originally appeared in HR Magazine. To read in full click the below link

Should beauty matter at work?

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Employee values that mean business

Last week I (Jane Sunley) met with a prospective client and the conversation turned to the importance of values and culture within business. 

In the room were the CEO and HR director; both of whom stated that having clearly defined values were vital to the success of their business. They assured me that all of their people knew what the business stood for. I recommended putting this theory to the test. We asked an employee if they could state the five company values. Struggling after the second, it was clear that perhaps their people weren't as aware as first thought. So I then flipped this back to the CEO and HRD; could they name all of the values? They managed three (between them) before pulling out the values chart...

Is it any surprise then that their people struggled to understand what the business stood for, the core values each business unit was supposed to live by, when their senior management team could not articulate their five simple straight away?

This article originally appeared in HR Magazine. To read in full click the below link,

Employee values that mean business

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Winning behaviours to master our motivation

by Caroline Cooper, learnpurple associate

On Sunday morning the washing machine flooded, a saucepan boiled over and I burnt the toast. I just managed to stop myself blaming everyone and the world.

Although on this occasion this

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