Jasmine Gartner
JasmineGartner
Member Since: 26th Jun 2013
Columnist
Jasmine has lived in London since 2008, and has worked extensively all around the UK, speaking about and developing, designing and delivering training on employee engagement, information & consultation, cross cultural awareness, unconscious bias and diversity and inclusion. She is the author of Employee Engagement: a little book of Big Ideas.
My discussion replies
I prefer face-to-face training, and I keep it very experiential - there are lots of breakout groups and lots of interactive discussion. Additionally, I remind people to take notes. I try to leave them with not more than 3 things to take away. As we go through the day, I compile an action list. And finally, I always suggest refresher training.
Hi Coia, it sounds more like this will be a change to his terms & conditions; if he doesn't agree to changes, in the last resort, the company could let him go - but it wouldn't be redundancy, it would be him choosing to leave bc he doesn't like the new t&cs. It's probably worth him googling (or going straight to ACAS's webpage) changes to terms and conditions.
With the limited info provided here, I'm afraid it sounds a bit like wishful thinking on the part of your colleague.
And, it really sounds like your colleague needs to get facts from management - is it relocation? was there a redundancy consultation? What was the business' strategy? is he the only one saying this? Is there a case for SOSR?
Hi Ben,
I couldn't agree with you more about momentum. I have seen so many good starts made by companies, only to have them fall down because they haven't thought about how to maintain the momentum!
I also agree that engagement isn't absolute - in fact, it has a life cycle, with ups and downs, good days and bad.
Agreed, but I think there are some things that all workplaces will share in common in terms of engagement. For example, companies must share their strategic narrative with their employees and they must listen to employees' fears and concerns, as well as have adult conversations about change. Employees need to be actively involved in their own engagement as well!
That's a really good point - engagement is about high performance, and that's a great example of it. Thanks for sharing that, Jennifer.
Apparently, manufacturing suffers - I was just reading a Gallup article about how it's hard to get factory workers to care about mission. They're more interested in "local mission," an idea I find highly problematic. I think you can absolutely engage factory workers - look at Toyota or Dotson.