Purple Breakfast Club – Summary of Outcomes

On 3rd October, at an exclusive event for the C-Suite, business owners and investors within the hospitality space, an exclusive audience of 30 of hospitality’s ‘great and good’ gathered to debate:   PUTTING PEOPLE FIRST - YOUR BEST BUSINESS MOVE   Richard Branson’s been saying it for years, Luke Johnson wrote about it in The Times. So why isn’t every board putting people at the top of the agenda?   PANEL: TIM KIDD, MD, Kantar Worldpanel, Europe and US - placed 5th in The Glassdoor Top 50 most people-centric CEOs (ahead of Mark Zuckerberg, Rob Papps, Tim Cook) KIERAN LAWTON, [...]

2018-10-10T11:15:40+00:00 October 10th, 2018|

How to manage the Brexit ‘people panic’

Hospitality is facing a huge recruitment drive from a reduced pool of candidates, so how can you make your offer stand out, asks Jane Sunley A cross vast swathes of the hospitality industry, there’s something of a recurring theme – skills shortages threatened by Brexit. But beyond just panicking, there are some creative solutions that can be implemented to ensure your business is as attractive as possible to the available workforce. We’ve had staffing crises before and we’ll have them again, so this is now less about panicking and more about finding different and creative solutions. Offer reassurance The smart [...]

2018-10-02T16:18:48+00:00 October 2nd, 2018|

The Ultimate employee engagement score (a three minute ‘how to’ read)

Service businesses are worrying about candidate shortages, labour turnover and how they're going to fuel profitability and growth with such a shortfall of people. It’s clear that employee engagement drives customer satisfaction, which, in turn, impacts bottom line profits. There is also a clear correlation between managerial effectiveness and engagement levels, which goes on to impact the retention and morale of existing teams and, therefore, a company's ability to attract great people. By optimising people practices, leadership capability and accountability for engagement, together with clear ‘people KPIs’, the value add from your people is very likely to increase exponentially. However, [...]

2018-09-19T11:31:01+00:00 September 19th, 2018|

Why training is no longer enough

You probably know Purple Cubed as a boutique HR consultancy, or perhaps for our award-winning technology. However, when we started out (in 2001) we also used to deliver rather good learning and development and, for a number of years, e-learning. However, as the world changed, we switched our attention to bigger picture stuff that would deliver sustainable employee engagement and enable businesses to deal with change. At the same time, the development aspects of our delivery work changed to facilitation, group coaching and enabling people to deliver their own great stuff. Which is how it should be, because the [...]

2018-08-17T12:16:50+00:00 August 22nd, 2018|

Why you need joined up people systems (and how to do it…)

By Tom Lake, Product Manager at Purple Cubed HR software has evolved and changed over the years, with a dazzling array of cool apps now on the market. The need to adopt a joined-up, streamlined approach has, therefore, become increasingly important and a top priority for businesses across all industries. From simplifying processes to full-scale automation, companies are starting to realise that without integration, there can be no digital transformation. If systems aren’t aligned, it can be a time consuming and costly process to manage everything individually. More and more tech companies are coming together via APIs (application programme [...]

2018-08-14T08:38:48+00:00 August 13th, 2018|

Change series blog (6): The Role of Leadership in Change (a three minute read)

By Jane Sunley, Author + Founder of Purple Cubed Leadership isn’t just about the inspirational and visionary CEO; it’s about everyone. To the person on the front line, their line manager is the leader, exemplifying what the company is all about. Therefore to have at shot at handling change successfully, organisations must create highly engaged leaders at all levels. The middle management layer is critical – it can form your most active conduit, or it can become your greatest barrier.  Imagine a team leader who articulates, transparently and in a supportive, positive way versus one who is full of doubt [...]

2018-08-02T11:49:08+00:00 August 2nd, 2018|

Change series (#4) Why employers must change their attitudes to mental health at work (a three-minute read)

By Jane Sunley, Author + Founder of Purple Cubed According to a study by Deloitte, poor mental health costs employers between £33bn and £42blth every year, with an annual cost to the UK economy of between £74bn and £99bn. Yet even today employers who proactively support mental at work are in a minority – this must change. ‘Thriving at Work’, the Stevenson/Farmer review of mental health and employment sets out what employers can do to better support all employees, including those with mental health problems, to remain in and thrive at work. Deloitte’s analysis shows that investments made in [...]

2018-07-26T17:25:10+00:00 July 26th, 2018|

360 review – why you should proceed with caution (a three minute read)

By Jane Sunley, Author + Founder of Purple Cubed For some reason we’ve been experiencing an increase in requests to facilitate 360-degree review. This form of employee feedback provides a holistic view of an individual through feedback (normally given anonymously) from his or her manager, peers and direct reports, and sometimes external sources such as clients or suppliers. In an age of transparency where trust and openness are key, we’re not fans. People should be learning how to be honest and open with each other on an ongoing basis and operating in a culture and environment where that is [...]

2018-07-20T15:40:41+00:00 July 20th, 2018|

First impressions count

Organisations spend lots of time and money on tools to help them select and recruit the right person. However, unless the new starter is integrated into the workplace then these efforts could well be wasted. An engaging and thorough Induction (onboarding) is a must. This time is crucial and is often the most lasting impression the employee is going to have of the organisation. A good induction has a major impact on retention with many people deciding within the first 100 days if they are going to stay long term or they’re already planning their exit to leave you. [...]

2018-07-17T11:32:50+00:00 July 17th, 2018|

THE CHANGE SERIES: A change of approach-a three-minute read

Over the years, we’ve commented on transactional versus transformational HR. In the same vein, there are transactional versus transformational organisations, with their respective transactional versus transformational leadership. The transactional companies are doing thing right (playing to the rules, following convention, concerned with process and avoiding risk), whereas the transformers are doing the right things, tackling change head on and embracing creativity, talking calculated risks and, in general, allowing people to try things out in order to innovate. In the past business was, in the main, transactional; leadership was autocratic, traditional in structure, hierarchical. Now the world has changed; life [...]

2018-06-22T17:16:27+00:00 June 22nd, 2018|