Succession planning is a bit of an art, if it’s carried out effectively that is.  Perhaps I’m old fashioned, or perhaps I’m just an advocate of the principle of fair, open and transparent to the point of being a proverbial pain.  But do we score an own goal by disincentivising our employees, by not appearing to be fair, open and transparent when succession planning?

Why do we need succession planning?  Well in its purist form, it is to make sure that the organisation can continue to function with the right people, with the right skills at the right time. Some spin-off benefits of succession planning, can be bringing in new and fresh talent, or motivating existing employees with a clear and possible career path.

People Discovery

Recognise This! – Celebrating the deeper and broader value of what your employees contribute to every day makes work meaningful.

As most readers of my blog know, I’m Irish. Though I tend to divide my time between our Dublin and Boston offices, I can’t claim to be a true fan of any American sporting leagues.

Most know the American Football Super Bowl is the most watched show on television with 110 million viewers. With an audience of that size, it’s not surprising how expensive advertising spots have become. According to Forbes:

“This year, commercials cost $3.5 million for 30-seconds on average to air. Add to the cost another $2-or-3 million for production and the celebrities’ fees, and it’s more like $5 or $6 million for a 30-seconds ad in the Super Bowl. …

Strategic Employee Recognition: by Derek Irvine

In this tough economy, many organizations are cutting back and expect the remaining employees to do more with less. Top performers are feeling the heat and hitting the wall. How do business owners and managers raise the bar in this environment?

A recent survey by the Institute of Leadership and Management (ILM) provides an answer: adopt a culture of coaching. Just as coaches can take star athletes to the next level on the playing field, coaches in the workplace can help employees reach heights that they couldn't imagine reaching on their own.

The ILM study found that 80% of the 250 UK companies surveyed are using or have used coaching as a development tool, and another 9% plan to do so. An astounding 96% say coaching has benefited the coached individual, while 95% say they believe it's also helped the organization.

Let's take a closer look at the purpose and benefits of coaching - and how it can benefit your organization. (In future posts, I'll examine some of the problem areas identified by the survey. It's not all good news.)

People and Organisations

With the rise of businesses using social media and online networking
sites to promote their brands and to contact their clients, Harriet
Broughton, Employment Solicitor at Bevans solicitors, takes a look at
the risks facing businesses.
 
It is long established that employers can protect their confidential
information, including client contacts, through the use of
confidentiality clauses and restrictive covenants. So, with careful
drafting, employers can prevent their outgoing employees from
downloading client contacts from an internal database, or prevent the
outgoing employee from contacting or dealing with customers for a
reasonable fixed period of time after termination of employment. An
employee who acts in breach of their contractual restrictions can be
sued for damages or the former employer can seek an injunction
preventing any further breaches.
 
Whether an ex employee has acted in breach of contract will often turn
on the definition of “confidential information”. Contact details, which

Bevans Solicitors

"Total Compensation & Benefits" seminar – 3rd Annual

Brussels, 9th & 10th May 2012

Keep The Discussion ALIVE