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Ranking employees hinders creativity
Ranking employees hinders creativity
Forced rankings do not improve employee performance, according to new research by Tilburg University and Vienna University of Economics and Business. The study, conducted by Eddy Cardinaels and Christoph Feichter, looked at the effect of rating employee performance and analysed forced and free rating systems on both employee reactions and supervisor rating behaviour.
Cardinaels and Feichter found that forced ratings are unlikely to improve employee performance over free performance ratings, and instead increases their stress levels – this then negatively affects employee creativity. This is especially the case in jobs where performance is difficult to capture via objective measures such as consulting, auditing, and communications. But even in jobs in which objective criteria do exist (e.g., sales), performance evaluation ratings still heavily rely on the subjective judgment of superiors. In all these situations, forced ratings might lead to problems for employees and superiors.
The study revealed the lack of creativity stems from people ‘choking under pressure’ as a result of the forced ratings.
“It is really important that firms are aware of potential costs and side effects, such as higher stress and supervisors not assigning appropriate ratings. Especially as these can lead other long-time side effects, such as higher turnover rates, health problems, and lack of motivation,” says Professor Christoph Feichter.
On the other hand, forced rankings also negatively impact employees because supervisors’ game the system, and focus on other aspects other than the true performance when evaluating employees.
“In our study, supervisors with forced rankings tend to incorporate aspects in their ratings that have no relation to the real performance of employees, but seem easier to justify towards employees. Moreover, supervisor strategically switch ranks of employees across periods, to assure each employee receives the highest rank at some point in time (although this cannot be explained by their real performance). Supervisors feel uncomfortable with the rankings and want to appear fairer towards the employees. Therefore, they start to game the system,” says Professor Feichter.
The study was published in the Journal of Accounting Research.
British women suffer from 180 ‘OFF DAYS’ a year, according to new research
British women suffer from 180 ‘Off Days’ a year, according to new research
A new report reveals modern women have more off days than good ones, feeling tired or uncomfortable in their skin, on average 15 days a month (a staggering 180 days a year). Six in ten say these days affect their sex life and relationships, while a fifth cancel social plans if they are not feeling their best. Yet, according to the poll by Symprove, women only feel genuinely good about themselves eight days a month (96 a year on average).
As many as 71 percent cite feeling tired as the main contributor to a lack of body confidence, with clothes not fitting properly (62 percent), and feeling bloated (60 percent) following closely behind. Bad hair days (43 percent), bad skin days (40 percent) and making comparisons to other people on social media (30 percent) also knock confidence on a daily basis, according to the report.
As many as three quarters (74 percent) said their stomach was the physical feature they felt least confident about. Shockingly, just 6 percent of women described themselves as body confident on a day-to-day basis, while half (50 percent) said they were not body confident at all.
The research, conducted by gut health brand Symprove, found that two thirds (62 percent) of women suffer ‘off days’ on a weekly basis, with the percentage rising significantly to 73 percent for women who live with IBS. While over a third (37 percent) of all women surveyed admitted to experiencing days where they feel bloated and their clothes do not fit properly, resulting in an average of four outfit changes before leaving the house.
Beyond physical insecurities, women are experiencing a host of gut-related issues including fatigue (66 percent), regular bloating (65 percent), cramping (40 percent), and constipation (39 percent). Despite this, more than a third (37 percent) are not comfortable talking to a partner, friends, or family about gut health, with 55 percent saying talking about bloating or general gut health in front of their partner would be ‘embarrassing’. Nine in ten British females (89 percent) believe there needs to be more information about taking care of your gut available.
Sammie Gill, Gastroenterology Dietitian at Symprove said: “Our latest research shines a light on the gut challenges women face and how this affects daily body confidence. We know that feeling your best starts with your gut. Bloating is not something women should put up with, there are many strategies available to help alleviate it – including diet and taking a targeted science backed probiotic.”
In partnership with TV personality Lisa Snowdown, Symprove has launched ‘The Gut Couture Collection’; a fashion line designed to highlight the painful realities of IBS and gut issues, through three outfits – the Flatulence Frock, the Loo Roll Dress, and the No Bloat Ball Gown, representing some of the most common symptoms.
Lisa Snowdon said “With so many women suffering gut health issues, it is time we started talking about it more openly. The Gut Couture Collection by Symprove combines full-on fashion attitude with an actual understanding of what people with IBS and gut issues can experience. I loved wearing all the looks; not only were they very comfortable, but the fact that nothing was too tight or restrictive around the stomach made them a joy to wear.”
Cancer Support UK introduces new workplace course to train businesses to support employees affected by cancer
Cancer Support UK introduces new workplace course to train businesses to support employees affected by cancer
If a work colleague told you they had cancer how would you respond? This scenario is fast becoming a reality, as by 2030 it is estimated that 1.5million people of working age will be living with cancer. The impact that a cancer diagnosis can have on an individual’s mental health is significant, yet 85% of employees with a cancer diagnosis want to carry on working. Knowing how to conduct a difficult conversation about cancer, and support those with cancer in the workplace, is at the heart of a new training programme – the Cancer Support Ambassador course – introduced by cancer wellbeing experts Cancer Support UK.
Developed by Cancer Support UK specifically to give individuals in an organisation the confidence and skills to support colleagues facing cancer, the Cancer Support Ambassador training provides a high-level introduction to cancer and cancer treatments. The half day course covers the physical and emotional side effects of both cancer and cancer treatments.
Most importantly, it contains tools and strategies that equip workplace cancer support ambassadors with the necessary skills and principles to have supportive conversations with individuals experiencing emotional turmoil due to or caused by the effects of cancer.
Marie Gardner, who works as a Cancer Coach volunteer for Cancer Support UK, has been key in developing the Ambassador training. She says: “When you are supporting someone going through cancer, it’s vital that you work with the other person’s agenda. You need to recognise that for many, having a conversation in the workplace about their illness can be challenging. The ability to listen is absolutely key and understanding where the person is in their thought process allows you to work out how best to help them. As a Cancer UK Ambassador, you don’t need to have the answers. The best support you can give is to listen deeply, question sensitively and show empathy.”
Mark Guymer, Cancer Support UK’s CEO, said: “With at least 85% of employees saying how important it is for them to keep working after a cancer diagnosis, there is an urgent requirement for employers to understand the needs of colleagues affected by cancer and to support them appropriately.
“We know through feedback from our Cancer Coach groups that there is a lack of support for people either returning to work following cancer treatment or even for those who have just been diagnosed. Our Cancer Support Ambassador training applies the principles of the extensive knowledge gained through our highly successful Cancer Coach course. The skills covered in the training will enable people who are fulfilling an extra-curricular or voluntary role within an organisation to emotionally support and signpost colleagues, which can only bring significant benefit to the workplace as a whole.”
Key benefits
- Strategies to manage structured supportive conversations
- Confidence to support someone who has cancer
- Understanding the difference between empathy and sympathy
- An understanding of the change process that people go through when receiving a diagnosis and/or treatment
- Learning the skill of high level listening and how to ask the right questions
- Using the right language
- Self-care tips
- Helps address the issues of isolation in the workplace caused by cancer
Managers lack confidence when talking to employees about informal issues
Managers lack confidence when talking to employees about informal issues
Recent research reveals that HR leaders are less confident in managers’ ability to hold effective conversations around informal issues compared with more formal topics such as objective-setting and development. Overall, HR respondents indicated a ‘medium’ level of confidence in managers’ ability to talk about formal issues, however for more informal matters such as employee wellbeing and flexible working, confidence levels were significantly lower.
The research study, which involved 20 in-depth interviews with senior HR leaders between January and April 2022, was commissioned by OpenBlend – the platform for effective conversations at work – and suggests managers need more guidance on how to broach and discuss the informal issues that have an increasing impact on employee performance in the new world of work.
Most notably, the research revealed a key correlation between high manager confidence and high organisational performance. Findings showed that the more confident a business is in its managers’ ability to have those grassroots conversations, the more likely it is to exhibit high organisational performance.
Commenting on the research study, Anna Rasmussen, Founder & CEO at OpenBlend, said: “Inevitably, managers will feel more comfortable talking about certain topics over others but if we neglect the human side, the data clearly shows that business performance will suffer. If the business can communicate the importance of enabling broad conversations that focus not just on objective-setting, but on wellbeing and the employee’s relationship with work, managers will become instrumental in helping to create the associated performance gains.”
Employees report cost-of-living crisis is causing productivity to plummet amid financial stress
Employees report cost-of-living crisis is causing productivity to plummet amid financial stress
A study of 2,200 UK employees has revealed that businesses are suffering a drop in productivity due to feeling the burden of financial stress. Data released by global employee wellbeing platform Champion Health shows that financial pressure is now the highest cause of stress with 34% citing it in a survey. Overall, 71% of UK professionals are experiencing moderate to high levels of stress.
The survey shows the cost-of-living crisis is causing those who experience financial stress to feel fatigued. 48% of those experiencing financial stress report terrible sleep quality, whilst 47% say this is leading to anxiety. One in ten all of employees report financial stress is affecting their ability to do their job.
The data, collected between October 2021 – June 2022 is published in Champion Health’s Cost Of Living Crisis report, which includes authors from Champion Health and its newly formed Global Wellbeing Advisory Board, including Global Head of Health and Wellbeing for Ocado, Arti Kashyap-Aynsley, is dedicated to exploring how the cost of living and rising financial stress affects the wellbeing of UK professionals.
Other key findings include:
- Younger employees are twice as likely to be affected by financial stress than older colleagues (35% of 25–34-year-olds vs 17% of 45-54-year-olds)
- Female professionals are 33% more likely to experience financial stress
Harry Bliss, CEO and co-founder of Champion Health, said that while the findings are worrying, the data helps highlight that employees’ financial wellbeing has a direct impact on business productivity. He added that the findings should jolt leaders and businesses to take the wellbeing of their teams ever more seriously.
Bliss said: “The last six months have been extremely tough on every employee, and I’m extremely concerned by the results of this report. Just as the world began to return to something resembling normality, new global crises have emerged, resulting in increased stress on the wellbeing of our people. What we’re seeing is a workforce under continuous pressure, both financially and mentally. From the rising cost of living to the long shadow cast by a new war in Europe, organisations must do more to support their people. The cost-of-living crisis has a knock-on effect where financial stress is causing fatigue and businesses are at risk of having an unproductive workforce.
“At its most extreme, those experiencing financial stress are more than twice as likely to experience thoughts of suicide or self-harm. This alone must galvanise businesses to act. Companies can help to turn this dangerous pattern now. It’s not just a business challenge, this is a moral challenge too.”
VACANCY: Recruitment Advisor at CrossReach
VACANCY: Recruitment Advisor
£33,651 – £36,674
Edinburgh
At CrossReach they are proud to deliver social care to a huge range of people across Scotland. However, they can only do this if they have the right people with the right skills, and with more and more people relying on them for support, recruiting the right people has never been so important.
As Recruitment Advisor, you will be responsible for supporting our managers through the recruitment process, working with them to develop new and creative recruitment campaigns so that they can reach the best people.
Day to day, you will be helping managers develop recruitment campaigns that ensure they get the best possible coverage and in turn the best candidates. As their recruitment expert, you will be responsible for generating new pipelines and building relationships with 3rd parties such as further education providers and the Princes Trust.
Leading the recruitment team, you will guide applicants through the recruitment process, ensuring that they deliver real customer service and a personal candidate experience. CrossReach is also in the process of investing in new recruitment software, so this is a fantastic opportunity to make a real difference to the way that they manage their whole recruitment experience.
You will of course have experience in a similar recruitment role, but primarily they are looking for someone who can think creatively, provide great customer service and who is passionate about matching the right people to the right job.
At CrossReach, they strive to ensure that they are accepting, respectful and compassionate to both their customers and their employees. So, join them and you’ll be part of a professional environment with a range of development opportunities and a generous benefits package. It’s a career that will enhance your life and the lives of vulnerable people across Scotland.
To find out more and apply please visit: https://www.crossreach.org.uk/careers
If you would like to arrange an informal discussion about the role or have any questions, please contact Ruth Cardwell Moore: ruth.cardwellmoore@crossreach.org.uk
Applicants for this post are required to have a Christian faith and be able to work within and uphold their Christian Ethos. This is an Occupational Requirement under Part 1 of Schedule 9 to the Equality Act 2010.
Closing date: 11th September 2022