Building Bridges: Innovative Solutions for Workplace Unity in Defence

Introduction

The defence industry, vital for national security, faces unique challenges in fostering cohesion and enhancing collaboration. These challenges, compounded by issues of gender representation and employee retention, warrant a closer examination to identify actionable improvements. This blog explores these issues and proposes solutions to ensure a more united and inclusive future in the defence sector.

Cohesion and Collaboration: Challenges and Solutions in the Defence Industry

The defence industry’s landscape is marked by varying levels of cohesion across different sectors.

For instance, the land systems sector exhibits a notable lack of collaboration. This often results in inefficiencies and a fragmented approach to project management and innovation. In contrast, the marine and submarine sectors demonstrate a more integrated approach. With entities actively communicating and supporting one another, particularly in redeployment scenarios.

To address these discrepancies, the industry could adopt some strategic approaches around its development of people.

Learning & Development:

  • Joint training programs. These should include personnel from different sectors of the defence industry can foster a sense of unity and understanding. These programmes can be designed to include team-building exercises. And cross-training on various technologies and operational tactics, which can build a more cohesive and adaptable workforce.
  • Inter-sector Mentorship Programs. Establishing mentorship programs that cross traditional sector boundaries within the defence industry can encourage the exchange of knowledge and experiences. Such programmes can pair up-and-coming professionals with seasoned experts in different fields. Promoting cross-pollination of ideas and strengthening the overall industry network.
  • Leadership Development Programs for Women: Create leadership development programs specifically tailored for women in the defence industry. These programs should focus on skill enhancement and leadership training. And providing networking opportunities that can help women advance to senior positions within their organisations.
  • Future-focused Training: Adapt training programs to not only meet current technological and strategic needs but also anticipate future developments. This approach ensures that the workforce remains capable and prepared to adopt modern technologies and methodologies swiftly.
  • Career Development Opportunities: Provide employees with clear career pathways and continuous learning opportunities. This could involve formal education programs and access to conferences and workshops. And, internal promotion opportunities that encourage employees to grow within the company.

Recruitment & Retention for the Defence Industry

  • Targeted Recruitment Campaigns: Focus on attracting more women into the industry through targeted recruitment campaigns that highlight the benefits and opportunities within the defence sector. These campaigns can include offering scholarships, creating internship opportunities, and forming partnerships with educational institutions that have strong female enrolments in relevant fields.
  • Retaining Talent: Strategies for a Robust Defence Workforce: Focus on developing a comprehensive strategy to retain the skilled and experienced workforce that is crucial for the defence industry’s success. This involves creating an attractive working environment and clear career progression paths.
  • Retention Strategies: Implement strategies aimed at improving retention rates, such as recognising and rewarding employee contributions, offering competitive benefits, and ensuring a supportive work environment that values and nurtures talent.
  • Competitive Compensation Packages: Ensure that compensation packages are competitive with the market to attract and retain top talent. This includes not only salaries but also benefits like health insurance, retirement plans, and performance bonuses.

Communication in the Defence Industry:

  • Standardisation of Communication Protocols: Implementing industry-wide standards for communication can help unify different sectors within the defence industry. By creating a common language and set of procedures for communication, organisations can reduce misunderstandings and delays, thereby enhancing operational efficiency and cooperation across various projects and teams.
  • Document Insights: LIOS: The Land Information Oriented Strategy (LIOS) document offers comprehensive recommendations that can guide the defence industry towards more streamlined and advanced practices. It emphasises the importance of integrating modern technologies and strategic approaches to meet current and future challenges.
  • Enhanced Data Sharing: Promote enhanced data sharing across organisations within the defence industry to avoid duplication of efforts and to streamline operations. This can involve developing secure, integrated platforms where information can be shared efficiently without compromising confidentiality or security.
  • Industry Stakeholders’ Engagement: Encourage industry stakeholders, including policymakers, private companies, and educational institutions, to take these recommendations seriously and collaborate on implementing them. This collective effort can significantly propel the industry forward with innovative and forward-thinking strategies.

Other Important Considerations

  • Improving Gender Representation: To address the current disparity in gender representation, the defence industry needs initiative-taking measures. With some companies only showing 21% female representation against a target of 30%, strategies such as awareness campaigns, dedicated recruitment drives, and highlighting role models are essential to inspire and attract more women to the industry.
  • Inclusive Workplace Policies: Develop workplace policies that cater to a diverse workforce by incorporating flexible working conditions, comprehensive maternity and paternity leave, and support for work-life balance. These policies should also address any unconscious biases and promote an inclusive culture that values all employees equally.
  • Work-Life Balance Initiatives: Introduce flexible working hours and remote work options where feasible to improve job satisfaction and accommodate the diverse needs of the workforce. These initiatives can help maintain a balanced and motivated workforce, which is essential for long-term retention and productivity.

Call to Action

Industry leaders, policymakers, and all stakeholders are encouraged to engage with these issues actively. By working together and embracing change, we can ensure a robust defence sector that is ready to face the challenges of tomorrow. The defence industry stands at a pivotal juncture, where fostering cohesion, enhancing gender representation, and retaining talent are not just beneficial but necessary for its sustained success and relevance. By embracing these challenges as opportunities for growth and transformation, the industry can look forward to a more integrated, inclusive, and innovative future.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

Please visit our website to see more of our knowledge hub: https://refind.co.uk/

Empower Your Team: Proven Strategies To Eradicate Toxicity

A toxic workplace is characterised by a culture steeped in negativity, unhealthy competition, and a general lack of respect and empathy among colleagues. Explicitly, this blog delves into effective strategies to cleanse and eliminate such toxicity from the workplace, fostering a healthier, more positive environment conducive to both personal well-being and professional growth.

1. Identifying Toxicity

Identifying toxicity in the workplace is crucial for maintaining a healthy and productive work environment. Toxicity can manifest in various ways, some subtle and others more overt. Here are key indicators to help identify a toxic workplace:

Poor Communication:

A lack of clear and open communication can lead to misunderstandings and a culture of secrecy and mistrust. If employees are frequently left out of the loop or if there is a pervasive atmosphere of fear surrounding communication, these are red flags.

High Staff Turnover:

A high rate of employee turnover can be indicative of an underlying issue with the work environment. If employees frequently leave or express dissatisfaction with the workplace, it could point to a toxic culture.

Negative Atmosphere:

A general air of negativity, where criticism, pessimism, and cynicism are rampant, can be a sign of toxicity.

Cliques and Exclusionary Behaviour:

The presence of cliques, where certain groups are favoured over others, or where there is a clear divide between different teams or departments, can be toxic. This kind of exclusionary behaviour can lead to a lack of cooperation and a hostile work environment.

Lack of Work-Life Balance:

If employees are regularly expected to work long hours, sacrifice personal time, or if there is a culture of guilt surrounding taking time off, this can be indicative of a toxic environment.

Bullying and Harassment:

Any instances of bullying, harassment, or inappropriate behaviour are clear signs of a toxic workplace. And, subtler forms of manipulation, intimidation, or belittling, are signs of bullying and harrassment too.

Poor Leadership:

Leadership sets the tone for the workplace. If leaders engage in or tolerate unethical practices, show favouritism, lack empathy, or fail to address issues, they contribute to a toxic environment.

Low Morale and Engagement:

General employee disengagement, lack of enthusiasm, and low morale are signs that the work environment may be toxic. If employees seem apathetic, uninterested in collaboration, or are not committed to their work, these can be symptoms of deeper issues.

Lack of Recognition or Appreciation:

A workplace where employees feel undervalued, where their achievements are not recognised, or where there is an unequal distribution of rewards can lead to feelings of resentment and dissatisfaction.

Health Complaints:

An increase in physical and mental health complaints among employees can be a sign of a toxic work environment. This includes stress-related illnesses, burnout, anxiety, and depression.

Fear of Retribution:

When employees are afraid to speak up, raise concerns, or challenge the status quo due to fear of retribution.

2. Fostering Open Communication to Eliminate Toxicity

Open communication is the cornerstone of a healthy workplace. Encouraging an environment where employees feel comfortable voicing their concerns without fear of retribution is paramount. This can be facilitated through regular meetings, anonymous feedback systems, and fostering a culture where all opinions are valued and respected.

3. Establishing Clear Policies and Expectations

A clear set of policies regarding workplace behaviour is essential. These policies should outline acceptable and unacceptable behaviours, and there should be a transparent process for dealing with infractions. Ensuring these policies are communicated effectively and adhered to consistently is key in maintaining a respectful workplace.

4. Promoting a Positive Work Culture to Eliminate Toxicity

Cultivating a positive work culture is vital in counteracting toxicity. This involves recognising and rewarding positive behaviours, encouraging teamwork and collaboration, and promoting a work-life balance.

And so activities that bolster team spirit and a sense of community can also be instrumental in building a positive culture for your workplace.

5. Leading by Example to Eliminate Toxicity

Leadership plays a critical role in setting the tone of the workplace. Leaders who exhibit respect, empathy, and integrity in their dealings set a powerful example for their team. They should be approachable and lead not just by words but through their actions.

6. Providing Training and Development Opportunities

Investing in training and development can significantly reduce workplace toxicity. Such programmes should not only focus on skill enhancement but also on areas like communication, emotional intelligence, and conflict resolution. Empowering employees with these skills can lead to a more harmonious workplace.

7. Addressing Issues Promptly and Fairly

When issues of toxicity arise, they should be addressed promptly and fairly. Ignoring such issues can lead to them festering and growing, potentially causing even greater harm. A fair and objective approach in resolving conflicts and dealing with and eliminating Toxicity is essential.

8. Supporting Employee Well-being

Employee well-being should be at the forefront of any strategy to combat eliminating toxicity in the workplace. This includes providing support for mental health, ensuring manageable workloads, and creating an environment where employees feel valued and supported.

Conclusion

Eliminating Toxicity from the workplace is not an overnight task. It requires a sustained effort and commitment from all levels of the organisation. By fostering open communication, establishing clear policies, promoting a positive culture, and supporting employee well-being, businesses can create an environment where employees thrive and negativity is minimised. As we navigate the complexities of the modern workplace, let us commit to these principles, creating workplaces that are not just productive but also nurturing and inclusive.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

When and how to Set Strategic Objectives

Setting objectives is a fundamental aspect of effective leadership, providing a roadmap for organisations and individuals to achieve their goals. In this comprehensive guide, we will delve into the essence of objectives, exploring their significance, benefits, and the strategic considerations behind their formulation. If you are steering a business or seeking personal development, understanding how to articulate, assess, and align objectives is key to your success.


Understanding Objectives: What Are They and Why Do We Have Them?

Objectives are specific, measurable, achievable, relevant, and time-bound (SMART) targets that guide actions and decisions. Those objectives will then serve as the building blocks of success, offering clarity and direction to both leaders and their teams.

  1. Clarity of Purpose: Objectives articulate the purpose and direction of an organisation or individual. They answer the fundamental question: “What are we trying to achieve?”
  2. Motivation and Focus: Clear objectives motivate individuals by providing a focal point for their efforts. This helps everyone understand their role in achieving a common goal, collective motivation and focus increase.
  3. Measurement and Evaluation: Objectives offer a measurable framework for evaluating progress. They provide benchmarks against which performance can be assessed, aiding in the identification of strengths and areas for improvement.

The Benefits of Setting Objectives

Setting objectives yields a plethora of benefits for leaders, teams, and individuals alike. Let’s explore these advantages:

  1. Alignment of Efforts: Objectives align everyone towards a shared purpose, fostering collaboration and synergy within the team or organisation.
  2. Enhanced Decision-Making: Clear objectives provide a basis for informed decision-making. Leaders can assess options against established goals, ensuring choices are in line with the overarching strategy.
  3. Improved Performance: Objectives set performance expectations, motivating individuals to achieve their best. Regular assessment against objectives helps identify and address performance gaps.
  4. Adaptability: If we plan well-structured objectives, this allows for adaptability in a dynamic environment and helps leaders to pivot their strategies while ensuring alignment with the ultimate goals.

Strategic Objectives: The Backbone of Organisational Success

Strategic objectives form the backbone of organisational success, guiding long-term planning and decision-making. Here’s how leaders can develop and articulate strategic objectives effectively:

  1. Alignment with Mission and Vision: Strategic objectives should align seamlessly with the organisation’s mission and vision, ensuring a cohesive and purpose-driven approach.
  2. SMART Criteria: Apply the SMART criteria to strategic objectives, ensuring they are Specific, Measurable, Achievable, Relevant, and Time-bound. This ensures clarity and accountability.
  3. Prioritisation: Prioritise objectives based on their impact on the overall strategy. This ensures that resources are allocated efficiently to achieve the most critical goals.
  4. Stakeholder Involvement: Involve key stakeholders in the development of strategic objectives to gather diverse perspectives and foster a sense of ownership among the team.

Crafting Effective Objectives: The Art of Wording

The language used in articulating objectives plays a crucial role in their effectiveness. Here are some tips for crafting objectives with precision and impact:

  1. Use Action Verbs: Begin objectives with action verbs that clearly convey the intended outcome. An example of this when talking about improving on the Market Share, we could say “Increase market share by 10%” which is more impactful than “Improve market share.”
  2. Be Specific and Concrete: Avoid vague language. Specify exactly what needs to be achieved and provide quantifiable metrics for success.
  3. Consider Stakeholder Perspectives: Craft objectives that resonate with stakeholders. Understand their priorities and concerns, tailoring objectives to address shared goals.
  4. Ensure Clarity: Objectives should be easily understood by all stakeholders. Ambiguity can lead to confusion and hinder progress.

Assessing Objectives: Monitoring Progress and Driving Improvement

The journey towards achieving objectives doesn’t end with their formulation. Regular assessment and adaptation are critical components of successful objective management:

  1. Establish Key Performance Indicators (KPIs): Define KPIs aligned with each objective to quantitatively measure progress. These indicators serve as benchmarks for success.
  2. Frequent Evaluation: Regularly assess progress against objectives. This can involve weekly check-ins, monthly reviews, or other cadences, depending on the nature of the objectives.
  3. Adaptability: Be prepared to adapt objectives in response to changing circumstances. Flexibility is essential for overcoming unforeseen challenges.
  4. Celebrate Achievements: Acknowledge and celebrate milestones and achievements along the way. This fosters a positive work culture and motivates individuals to persist in their efforts.

Business Objectives vs Employee Objectives: Bridging the Gap

While business and employee objectives may seem distinct, aligning them is crucial for overall success. Here’s how leaders can bridge the gap:

  1. Clear Communication: Clearly communicate how individual employee objectives contribute to broader business goals. This enhances understanding and motivation.
  2. Alignment of Incentives: Align incentives to ensure that achieving individual objectives aligns with the success of the business. This creates a mutually beneficial relationship.
  3. Regular Feedback: Provide regular feedback to employees on their performance against objectives. This helps them understand their impact on the organisation and course-correct if necessary.
  4. Encourage Collaboration: Foster a collaborative environment where employees can see how their contributions fit into the larger organisational picture. This enhances teamwork and collective success.

Conclusion: Empowering Leadership Through Effective Objective Setting

In conclusion, effective leadership involves mastering the art of objective setting. Whether guiding a business or personal development, the ability to articulate, assess, and align objectives is paramount. By understanding the significance of objectives, embracing strategic thinking, and fostering adaptability, leaders can steer their teams towards success. Objectives serve not only as a roadmap but as a source of motivation and collective purpose, propelling individuals and organisations towards their fullest potential.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

Empowering Success: The Indispensable Role of Employee Training and Development in Business Growth

The success of an organisation hinges not only on its products or services but, critically, on the capabilities of its workforce.

Employee training stands as a cornerstone in fostering a skilled and adaptable team. It is ready to navigate the challenges of the modern workplace.

This blog explores the multifaceted aspects of employee training, delving into its definition. And, the necessity of a comprehensive training plan. We will also make considerations for a training budget, the myriad benefits of training, consequences of neglecting this crucial aspect. Also covered is the role of technology in training management, and the growing trend of employee self-service.

Defining Employee Training: A Foundation for Growth

Employee training encompasses a spectrum of activities designed to enhance an individual’s skills, knowledge, and competencies within their role. It goes beyond initial onboarding, extending throughout an employee’s tenure to ensure continuous development and alignment with evolving industry standards. This could include technical skills development, soft skills enhancement, and staying updated on industry-specific trends.

Crafting a Training Plan: Navigating the Path to Success via Employee Training

A structured and well-thought-out training plan serves as the compass for organisational growth. It outlines the specific training needs of employees. And it aligns these needs with organisational goals, and charts a roadmap for skill development. This not only aids in employee satisfaction but also enhances productivity and overall company performance.

The Strategic Art of Budgeting for Training

Allocating resources to training is an investment in the future of the organisation. A carefully crafted training budget considers the needs of various departments, and the costs associated with different training methods. But also the anticipated returns on this investment. It ensures that training initiatives are not only effective but also financially sustainable.

Unveiling the Why: Benefits of Employee Training

The benefits of employee training are manifold. It enhances job satisfaction and employee morale, leading to increased productivity. Moreover, a skilled workforce is better equipped to adapt to changes, fostering innovation and resilience. Training also plays a pivotal role in talent retention. Employees are more likely to stay with an organisation that invests in their professional growth.

The Domino Effect: Impacts of Neglecting Training

Conversely, the absence of a robust training program can have severe consequences. It may result in a stagnant workforce that struggles to keep pace with industry advancements. In turn, leading to decreased efficiency and competitiveness. Moreover, employees may feel undervalued, negatively impacting morale and potentially causing an exodus of talent.

Technological Integration: Managing Training with Precision

The advent of technology has revolutionised the way training is managed. From booking training sessions to recording progress, specialised software streamlines the entire process. The question arises: should organisations embrace employee self-service in this realm? Allowing employees to take control of their training schedules fosters autonomy and can lead to increased engagement and motivation.

Empowering Employees: The Role of Online Content

In an era dominated by digital transformation, having a repository of online content is instrumental in facilitating continuous learning. Accessible at any time, this content can cover a wide array of topics, from technical skills to industry trends. However, the sheer volume of content necessitates a discerning approach to curate material that is relevant, engaging, and aligns with organisational objectives.

Conclusion: Investing in People, Investing in Success

Employee training is not a mere checkbox on a to-do list; it is an ongoing commitment to the growth and success of an organisation. From defining what constitutes training to embracing technological advancements, every aspect plays a crucial role. As we navigate the complex landscape of the modern workplace, one thing remains clear: organisations that invest in their employees through comprehensive training are not just preparing for the future; they are actively shaping it.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

How to have Productive Leadership Meetings

Productive leadership meetings are the linchpin of organisational success. To help you plan for that success, we delve into the nuances of how to have productive leadership meetings, and exploring strategies to enhance collaboration, decision-making, and overall team productivity.

Setting the Stage for Success: Planning and Preparation

Successful leadership meetings start with meticulous planning and preparation. As part of that preparation, it is important to ensure that the agenda is clear, concise, and aligned with the overarching goals of the organisation.

A well-structured agenda ensures that the meeting stays focused on crucial topics, enhancing the chances of productive discussions.

Engaging Leadership: Fostering Participation and Inclusivity

The meetings are not one-sided conversations. Encouraging active participation from all team members fosters a culture of inclusivity and collaboration.

Encouraging Participation for Success

Leaders should create an environment where team members feel comfortable expressing their opinions and ideas, contributing to a diverse range of perspectives.

Utilising Technology for Seamless Collaboration

Technology plays a pivotal role in fostering seamless collaboration during meetings. So think about technologies such as video conferencing tools, collaborative platforms, and real-time document sharing enhance communication and decision-making.

Effective Decision-Making: From Discussion to Action

It’s not just about talking; it’s about making decisions that drive the organisation forward. A structured decision-making process ensures that outcomes are clear, actionable, and aligned with strategic goals.

Decisive Leadership: Turning Discussions into Actionable Outcomes

Leaders should guide the team through a logical decision-making process, considering all relevant factors and ensuring that decisions are communicated effectively.

Time Management

In the fast-paced business environment, time is a precious commodity. Successful leadership meetings are well-paced, ensuring that discussions are thorough without unnecessary delays.

Leaders should be mindful of the agenda, allocate time effectively, and keep the meeting on track to respect everyone’s time.

Encouraging Innovation: Creating a Culture of Creative Exchange

Leadership meetings provide a platform for fostering innovation and creative thinking. Encouraging team members to share innovative ideas contributes to continuous improvement and adaptability.

Building Relationships: The Human Element

Beyond the business agenda, successful leadership meetings recognise the importance of building strong interpersonal relationships. Team-building exercises, casual conversations, and acknowledging achievements contribute to a positive team dynamic.

Relationship-Driven Leadership: Nurturing Bonds in Meetings

Leaders should invest time in cultivating a positive team culture, promoting camaraderie and mutual respect.

Continuous Improvement: Learning from Past Meetings

Post-meeting evaluations are crucial for ongoing success. Leaders should gather feedback, assess what worked well and what can be improved, and implement changes for future meetings.

Key Phrase: Evolving Leadership Meetings: The Power of Continuous Improvement

Related Blog: How to Conduct Effective Post-Meeting Evaluations

Overcoming Challenges: Common Hurdles in Leadership Meetings

By addressing common issues such as lack of engagement, conflicting opinions, or technology glitches, you will be showing proactive leadership and effective problem-solving.

Leaders should be prepared to address challenges promptly, maintaining the flow and productivity of the meeting.

Remote Leadership Meetings: Bridging the Distance Effectively

In an increasingly remote working landscape, leadership meetings often take place virtually. Leaders must adapt their strategies to ensure that remote meetings are as effective as those held in person.

Conclusion: A Blueprint for Success in Leadership Meetings

Our conclusion? Successful leadership meetings are a strategic imperative for organisational growth and cohesion. By meticulously planning agendas, fostering participation, leveraging technology, making informed decisions, and continuously improving, leaders can transform meetings into powerful drivers of success.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

HR Focus on Resilience in Business

In our fast, changing business spaces, resilience has emerged as the building block of a successful business. What does it truly mean for a business to be resilient? And how does HR play a pivotal role in creating such a business? Let’s delve in.


Understanding Resilience in the Workplace

At its essence, workplace resilience refers to a company’s ability to cope, adapt to, and recover from challenges, be they economic downturns, technology issues, or even a global crisis.

If we think about it like this:

For employees, resilience means they can continue during the tough times, adapt to change, and emerge stronger and have new skills and information. But, for a business, it means to sustain, grow, and have long-term success.


Why is Resilience Needed Now More Than Ever?

  • Rapid Technological Changes: We live in a world where technological changes can render a business model unfit – overnight!
  • Economic Uncertainties: From global recessions to localised economic challenges, a business needs to be prepared to weather any storm.
  • Global Crises: The COVID-19 pandemic shows the importance of resilience

Benefits of a Resilient Business

  1. Sustained Business Growth: To start with, resilient companies will ride the waves during tough times, and, consequently, they demonstrate that their business continues uninterrupted.
  2. Improved Employee Morale: It’s evident that a culture of resilience fosters positivity, especially when the going gets tough.
  3. Greater Competitive Advantage: For instance, when competitors are struggling, resilient companies can subsequently capitalise on opportunities.
  4. Attracting Talent: Top talents are drawn to businesses that display stability and promise, even amidst chaos.

Fostering Resilience: HR at the Helm

1. Recruitment: Building from the Ground Up

  • Hiring for Resilience: HR should seek candidates that display adaptability, problem-solving skills, and a growth mindset. Tools like behavioural interviews and situational judgement tests can help.
  • Diversity and Inclusion: Diverse teams bring a range of perspectives and solutions, enhancing company resilience.
  • Cultural Fit: Employees who align with company values and culture are more likely to handle challenges in line with the company’s mission and vision.

2. Leadership: The Lighthouse in a Storm

  • Lead by Example: Leaders need to lead with resilience, showing their teams how to handle challenges with grace and determination.
  • Open Communication: Transparent dialogue fosters trust and helps teams understand and align with the company’s resilience strategies.
  • Continuous Learning: Encourage leaders to invest in their personal and professional growth. Resilient leaders are often always learning.

Ensuring Business Resilience: Key Strategies

  • Employee Well-being Programmes: A content and supported employee is more likely to show resilience. HR should provide wellness initiatives that focus on mental, physical, and emotional health.
  • Continuous Training: Equip employees with the skills needed to adapt to changing business landscapes.
  • Flexible Work Models: It is proven that flexibility will significantly enhance resilience.
  • Feedback Mechanisms: Regular feedback ensures everyone is aligned and any issues are dealt with promptly.

Conclusion

In a world of uncertainty, resilience stands as the bedrock of thriving businesses. As the guardians of organisational culture and talent, HR plays an instrumental role in weaving resilience into the fabric of companies. By focusing on resilience during recruitment and nurturing resilient leadership, HR not only secures an organisation’s present but also fortifies its future.

Remember, in the words of Hara Estroff Marano, “Resilience is not what happens to you. It’s how you react to, respond to, and recover from what happens to you.”

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework please get in touch with our Managing Director, James Cumming.

The Rise of ‘People Analytics’


In the sprawling digital landscape we inhabit, it’s become evident that data is the currency of success. Whether it’s deciding your next purchase or predicting market trends, data has seeped into every nook and cranny of our lives. But did you know data is also transforming the way businesses manage their most valuable asset – their people? Enter People Analytics: the new titan of HR decision-making.

Understanding People Analytics

At its core, People Analytics is the method of collecting, analysing, and acting upon data centred around people to make informed HR decisions. Instead of traditional guesswork or instinct-led choices, HR professionals now have a tool to craft evidence-based strategies.

Why the Shift?

The digital age has gifted us tools to measure nearly every aspect of our lives. So, why shouldn’t businesses benefit too? With a growing emphasis on performance metrics and outcomes, businesses recognised the need to shift from intuition to data-driven HR practices.


The Transformative Powers of People Analytics

The potential of People Analytics is vast. Let’s dive into the arenas it’s revolutionising:

  1. Recruitment: Remember sifting through a heap of CVs, relying on interviews and a sprinkle of gut feelings? No more. People Analytics dives into a sea of data – from previous job performances, qualifications, and even social media activities – to identify the perfect fit for a role.
  2. Employee Wellbeing: A happy employee is a productive one. By utilising feedback, survey data, and even daily work habits, companies can gain insights into their team’s well-being. This paves the way for proactive measures ensuring contentment and productivity.
  3. Tailored Training & Development: Gone are the days of one-size-fits-all training. With the clarity that data provides, training modules can now be crafted to cater to individual needs, amplifying strengths and addressing weaknesses.
  4. Anticipating Turnover: Through data, it’s possible to discern patterns that hint at an employee’s intention to leave. This allows for preemptive action, which could be anything from a conversation to a change in role, saving companies the heavy cost of recruitment and training.

Challenges in the World of People Analytics

It’s not all smooth sailing in the sea of People Analytics:

  • Data Privacy: In an age where data breaches are frequent headlines, there’s a pressing need to secure and maintain the privacy of employee data.
  • Data Quality: Garbage in, garbage out. The accuracy of the data being fed into systems is paramount. Inaccurate data can lead to misleading insights, which can be detrimental.

Embracing the Future of HR

Imagine an HR realm where decisions are not based on limited observations but on a plethora of data points. This isn’t a distant dream but a rapidly forming reality. As businesses globally embrace People Analytics, HR processes are poised to be more streamlined, efficient, and effective.

Case in Point

Consider a leading tech firm, TechSolutions Inc. With branches globally and a team of over 10,000, managing HR decisions was always a challenge. But by adopting People Analytics, they reported a 30% increase in recruitment efficiency, a 15% boost in overall employee satisfaction, and a noticeable drop in turnover rates in just two years.


Stepping into a Data-driven HR World

The wave of People Analytics is here. It promises a future of precise, efficient, and impactful HR decisions. Whether it’s moulding the next star performer or ensuring the team’s morale stays buoyant, the answers lie in the data.

For businesses on the fence, it’s time to pose a question: In a world steered by data, can you afford to rely solely on instincts?


Conclusion

As we gaze into the future of HR, one thing stands clear: data is the North Star guiding decisions. The rise of People Analytics isn’t just a trend; it’s a fundamental shift in the HR landscape. And as businesses anchor their strategies on solid data, the future of HR looks not just bright but precision-driven.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework please get in touch with our Managing Director, James Cumming.

How to increase commercial awareness

Over the last few years, you may have noticed more companies are advertising for commercial awareness when hiring prospective new employees.

I can tell you from personal experience, that lack of commercial awareness is one of the key reasons that good candidates are rejected at interview stage. “They were really great, but just lacked the commercial edge we were looking for.”


So what exactly is commercial awareness and knowledge, and is it something that you can learn?

First of all, yes, anyone can learn commercial awareness and knowledge. It does, however, take hard work and dedication to become good at it. It should be noted that commercial knowledge isn’t the same as general knowledge.

Commercial knowledge refers to a sound understanding of what a business does, how it makes its money, the market in which it operates and how you and your role can fit into it. Often this means considering things such as, how you can increase revenue or market share, customer service levels, improved productivity levels, a better and more efficient team environment, great levels of quality assurance, less waste – I think you get my drift here!


If you want to actively increase your commercial knowledge you can consider these top tips to help you get it right:

  • You must understand what a business does and have a good understanding of its competitor environment.
  • Do your research and look at their online presence e.g. Glassdoor, LinkedIn groups, Twitter, Feefo. These can give indicators of customer service levels and employee satisfaction rates.
  • Look out for important events. Are there any future projects a company is about to begin working on? What have they done in the past?
  • Be aware of how economics can affect that business.
  • Think about the challenges that a business could be facing and formulate ideas on how you can help solve them.
  • If you’re at an interview, a great way to demonstrate your commercial knowledge is to have a couple of ready-made questions prepared.

There is no quick fix for getting commercial awareness but by putting the effort in, potential employers will give you kudos for trying, even if you don’t get it 100% right! Good luck.


James Cumming is our MD, Interim and Transformation Search specialist. If you’ve got a hard-to-fill role and need some help, get in touch. Connect with him on LinkedIn.

Achieving business goals

Achieving business goals, whether they’re personal or professional, can be tough. We’ve all got our own personal mountain tops. The goals that we set ourselves that, from the outset, seem nearly impossible to conquer. So how do we overcome this and allow ourselves to reach those goals?

If you haven’t read  ‘The One Thing’ by Gary Keller, then you absolutely should. The premise is: what is the ‘one thing’ that you need to do that will subsequently make everything else fall into place and become easier? “The surprisingly simple truth behind extraordinary results.”

In the book, Keller talks about breaking down your goals into long and short term, and how by doing this you can turn them into more manageable and less intimidating tasks.

Once you’ve broken them down, you can then consistently go back to that one thing and ask yourself if what you’re about to do is going to add to your progress and keep you on track with achieving business goals.


The process

This process works in two parts. The first is about finding the right direction, and the second part is about chasing the right action.

For the first part, think about the big picture and identify what your overall goal is: what is the one thing that you want to do or achieve. This can be anything from your career goals to a personal ambition that you have.

The second part of this process is more short-term and practical. You have to ask yourself questions that provide you with a small focus on what you can do right now to help you get to where you want. You can break it down into what you’re going to do today, this week and this month to achieve that one thing. By always going back to your one thing, you ensure that everything you are doing is helping you to progress forward with that goal and increases the chances of you achieving it. 


Stay on track

By repeatedly asking yourself these more focused and short-term questions, you will not only keep on target to your overall goal, but you will also find yourself taking actionable steps that all build on one another and provide you with the momentum to finally reach your mountaintop!

Once you break it down, it’s so much easier to achieve those goals.

  1. Define goals
    It’s important to clearly define your business goal, so you know exactly what it is you want to achieve and where you are aiming.
  2. Be specific
    Being specific is important – understand exactly what you are aiming for and why – what will this goal mean for you? It’s a lot easier to stay on track when you know the benefits.
  3. Keep going back to the one thing
    Make sure everything you do is going to helo you reach that goal.
  4. Stay committed and motivated
    Commit to your goals – write them down, share them with colleagues, friends and family so they can hold you to account. Give yourself a deadline to keep you motivated and pushing forward.

Don’t forget to celebrate and reward yourself for achieving those goals or reaching a milestone and share the progress with everyone around you to keep you motivated.


To have a chat about your goals contact me at carl@refind.co.uk.

Carl Hinett is our Director & Executive Search Specialist. If you’ve got a hard-to-fill role and need some help, get in touch

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Start with why

I absolutely love Simon Sinek’s famous Ted talk, ‘Start with why’, which examines why some companies achieve things that completely exceed our expectations and defy our assumptions of what’s possible, whilst others simply don’t.

 

After re-watching this talk, I started to think about how it applies to the recruitment industry, which leads me to this; many people think that all recruitment agencies are the same and that there is no difference. They all just fill jobs, right?

 

What

Everyone knows what a recruitment agency is and what they do, or at least they think that they do.

All recruitment agencies (should) have this one essential thing in common, which is that they aim to place people into jobs.

Whilst this may sound contradictory, the majority of recruitment firms aren’t in the business to fill your jobs… they are in the business to make money.

 

How

Most recruitment firms don’t proactively search for candidates for your jobs, which may sound strange but hear me out…

A lot of firms are extremely passive, they run a number of roles and simply move their connections around multiple job roles (instead of proactively searching for new candidates whose skills meet the needs of the current client).

The fill ratio of most large recruitment firms is 20%, that’s 1 in 5 roles, and if they are any good then this may even be 1 in 4.

 

Why

A lot of this comes down to why firms do business, and their ‘why’ is normally quite internally focused. They have goals and targets they need to hit in order to please internal shareholders at the recruitment agency. Which I can tell you often doesn’t help the end client…

My advice is that you should understand what you want from your recruitment supply chain.

Are you after CVs or do you want them to fill the role?

If you want them to fill the role, are you incentivising them to do that successfully?

(I’ll give a quick tip here – sending jobs out to more agencies doesn’t get you better candidates… it gets you who they can get their hands on the quickest.)

 

Our Why

Our why is pretty simple. We believe in challenging the status quo, we believe in creative solutions and we believe in working together with people.

 

Our How

We do this by sourcing proactively for talent, by engaging people on a personal level and by adapting our model to suit our client’s needs.

 

Our What

We just so happen to want to fill your jobs…

 

We prefer to let our results talk for themselves, so rather than blow our own trumpets, you can check out some of our case studies here.

James Cumming is our MD, Interim and Transformation Search specialist. If you’ve got a hard-to-fill role and need some help, get in touch. Connect with him on LinkedIn.