How do I create a personal employee development plan?

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How do I create a personal employee development plan?

With Covid-19 still generating so much uncertainty around the economy and, as a consequence, the response by businesses most affected by it, it seems strange to be talking about personal development plans.

But while some organisations have sadly become casualties of the global pandemic, others continue to plan for the future and, hopefully, for growth over the months and years to come – and how you nurture your existing talent is a vital factor in all of that.

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Why do people resist change?

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Why do people resist change?

There’s no doubt that 2020 has brought its fair share of challenges so far, and for many employers and employees those challenges have been especially difficult and uncomfortable.

As we enter another period of uncertainty brought about by rising Covid infection rates, there are a great many businesses – particularly, though not exclusively, within the hospitality and travel sectors – that are facing yet another new phase of change.

Change is rarely easy on anyone, but one simple truth is that it is always easier on the people who have instigated it than it is on those who are on the receiving end of it.

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Are you ready for the end of furlough?

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Are you ready for the end of furlough?

As I write this, the furlough scheme has just over a month to run. After that, the central support for businesses to retain staff through the Government paying up to 80 per cent of an employee’s salary will come to a stop.

This will be replaced by a different scheme, but it will be one that is more limited in scope and which effectively filters out those sectors that are likely to be most at risk as the country steels itself for the economic consequences of the Covid pandemic.

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What’s the best way to manage communication around redundancy?

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What’s the best way to manage communication around redundancy?

In my last blog, I talked about how important it is for employers to be fair in how they deal with staff who are facing redundancy. Making someone compulsorily redundant is never a pleasant process, but it’s made an awful lot easier if you put in the effort to get it right.

At the time of writing, the end of the Government-backed furlough scheme is just 47 days away, leaving businesses who may be considering redundancies with limited time to put a fair and reasonable plan into place.

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