Our MD recognised as one of the top 100 influencers in Suffolk   Lina Hogg, Managing Director and Founder of PicassoHR, awarded recognition for her voluntary work in the county.

Teams that play together work together   The cost of a dysfunctional team can be very high when one considers the results of poor communication and subsequent under performance. So how do you ensure you have a team that functions effectively?

When absence makes the heart grow harder!   Controlling sickness absence has become a priority on many management agendas. It is costly and can have a negative impact on the team if not tackled.

Our MD recognised as one of the top 100 influencers in Suffolk

At a prestigious lunch event on 11th February, the 100 top influencers in Suffolk were recognised for their contribution to the economy and welfare of the county. Lina Hogg, our managing director, apart from running this highly successful HR outsourcing and consultancy company, has significant involvement in the business and education community.

Lina has been involved with the Suffolk Chamber of Commerce since 2002. In 2004 she joined the board and a year later took the role of Vice President and was involved in recruiting the current CEO John Dugmore. From 2006 - 2008 she was President of the Chamber and now remains on the board. If this wasn't enough, she is involved with Young Chamber and is specifically involved in establishing a close working relationship between schools and business.

This year she is leading on the Healthy Ambition Suffolk initiative, particularly to introduce this ward scheme to SME's. This month she became Chairman of Suffolk Business Women, a network for business women, which is a two year post. "To have this recognition is a great honor and to be amongst the likes of Jimmy of Jimmy's Farm is just amazing" she said.

Teams that play together work together

How often have you heard employees (yours or from another organisation) talk about ‘internal politics’ and so and so has his or her own agenda?  I think you will always get people who like to play politics (or stir things up) and those who have their own agenda.  However, if this is not dealt with it can become a problem.  These individuals can affect the way their team behaves and performs.  

Signs of a dysfunctional team

• Meetings that routinely start late or are cancelled or postponed.
• Members with ‘hidden agendas’ objectives are different to team goals.
• Members with good ideas are ignored or their ideas are dismissed. 
• Meetings where some people consistently do not show up.
• Performs poorly in a crisis.
• Lack of enthusiasm
• Project deadlines are consistently not met.
• One or two people dominate

The cost of such a team can be very high when one considers the results of poor communication and subsequent under performance.  So how do you ensure you have a team that functions effectively?

• Make sure you have a team leader with good people skills and is committed to a team approach.
• Organise team-building activities with or without an experienced facilitator.
• Encourage each team member to contribute.
• Develop a relaxed climate for communication.
• Ensure team members develop a mutual trust and are prepared to take risks.
• Establish clear goals and targets with the team.
• Clearly define team member roles.
• Allow the team to create new ideas.
• Ensure each team member knows they can influence the team agenda.

None of this will happen overnight, but with a positive attitude and perseverance you can have a lot of fun getting there.

Call us today to find out about our team building workshops on  01473 890037

When absence makes the heart grow harder!

Controlling sickness absence has become a priority on many management agendas. It is costly and can have a negative impact on productivity and the team if not tackled.  Ensuring you have good procedures and documentation to record sickness absence is essential, especially if you have persistent offenders and you need to go down the disciplinary or capability route.

To tackle sickness absence, ensure:

• Management commitment at all levels in the organisation
• Appropriate information is recorded and available to line managers
• Suitably trained line managers to conduct 'return to work interviews'
• You are consistent in the way you apply any procedure
• Attention to staff welfare
• You have good occupational health professional you can call up on

If absence is high then identify why that might be the case by for example conducting an employee survey or reviewing working conditions. For some organisations with high absence levels the Bradfort Factor might be appropriate. Read our January 2008 to learn more about the Bradford Factor.

One of the ways organisations can tackle this is by talking to every employee on their return from absence.   Find out what is causing absence by using the return-to-work interview.  Not only will it enable you to establish the cause but to address that cause, if possible.

It is important that every employee is made aware of the sickness absence policy, when the return to work interviews will start, who they apply to and how they will be conducted.

The information in this newsletter is of a general nature and is not a substitute for professional advice. You are recommended to obtain specific professional advice before you take any action.

For further information, advice or assistance on any of the matters raised in this newsletter please contact Picasso HR on 01473 890037.

Copyright Picasso HR Ltd 2002-2010. Registered in England No 4173777

Email Martin to unsubscribe from this newsletter      Privacy policy.