Blog list ...

A fun Xmas message ... from all of us at Goodfoot

We would like to thank you for a great 2018, many challenges and many achievements. It has been great working with you, the relationships we have formed this year have made work a real pleasure...

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How to manage millennials - communication

When managers look at their younger subordinates, they should be thinking “how can I get the best from these people?”

Unsurprisingly, as with all staff, effective communication will play a key role. Research by Neuro-Insight discovered that both genders in the millennial age group found a female digitised voice more compelling that its male equivalent. Estate Agents Hamptons has recently reported a record number of Londoners selling up & heading north. So it seems that the key to effective communication is to have a digitised female voice assistant talking to millennials with a northern accent!

Failing that we need to identify the triggers which resonate with millennials and then use them effectively. Known affectionately as the “anxious generation” (Vogue 2018), this generation more than previous generations look for affirmation of their actions.

When communicating with any individual the starting point should be “what do we want this person to think, feel, do and/or know as result of this communication?” To achieve this, effective communication is about the right communication channel at the right time in the right way with the right message. 

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Is your PDR system engaging and motivating?

Annie Ives talks to a Learning & Development global leader within the pharmaceutical sector about successful PDR implementation:

What were the biggest challenges you previously had with pdr's?
"In general, it is a challenge for most businesses to have 100% buy-in towards the value of participating in PDRs. The internal argument was often around the fact that they are not pay related and there is no benefit to doing them".

The L&D business partner confirmed that within their organisation, the negativity towards the process at all levels could be grouped into to three main area:

1. It does not feel beneficial to me as I often do not get the training I would ideally like.

2. I don't feel empowered by my manager so before I even have the conversation, I know it will just be a tick box exercise.

3. I don't get the financial reward I feel I deserve so it's hard to be motivated when I know even if I achieve all my objectives, it won't make any difference!

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