Nuggets from the CIPD Conference

Sue Willcock Food for Thought Comments

Lots of learning happened yesterday as we spent some time  at the CIPD Conference #CIPD2015. Here are some particularly juicy nuggets that we brought back to the office.

Nugget 1 – Number of leavers/staff turnover will stop being a valid measure of success.

It was no surprise that managing ‘Millennials’ was a recurring topic.  There are various stats out there but generally, it was recognised that in the next 5 years, those born after 2000 will make up the majority of the workforce.   Stats range from 50% to over 75%.

As well as lots of talk of how to manage them, from a measurement perspective it was pointed out that Millennials are not scared of changing jobs.  60% of Millennials will change jobs in the next 3 years, said Annabel Jones from ADP.  This means the validity of staff turnover stats as a KPI and measure of business success comes into question.

Nugget 2 – The blending of employee engagement and the external brand due to social media.

Technology and its impact was a topic that was all over the conference like a rash.   Again, no real surprise.  Impact-wise though, two of the most interesting points related to social media.

  • 44% of recruiters say that Linked In is a useful tool for recruitment, but only 14% of job seekers say the same.  ADP told us that Facebook is three times more likely to be used as a job search engine than Linked in.
  • Linked to the above, employer brand (i.e. external) and employee engagement are merging together to become one area of focus, as social media (particularly Facebook and sites like Glassdoor) makes the internal and external face of any business less defined.  Posting “I had a rubbish day at work” alongside a personal profile that says where you work, happens. Likewise, this coverage can be harnessed for positivity, if you have a motivated workforce.

Nugget 3 – Measuring feedback and engagement in real time

One of the sessions defined engagement beautifully simply as “how you feel about work when you wake up in the morning” and made the point that for most of us these days (Millennial or not), feedback processes are now instantaneous (e.g. a ‘like’ or a comment on Facebook, a comment on Trip Advisor, Feedback on Amazon).  This led to the rather logical conclusion that yearly or six monthly engagement surveys, often with a long-lead in time against which actions are then taken are defunct and have to be re-thought.

I’ve personally seen an SME that uses a swipe pad by the door so people can score how their day went as they leave and I know a large organisation that has real time customer service KPIs in their Reception area.

Both are good examples of the impact of the use of real time data, and linked to another theme of the conference which was the use of real time analytics in HR.   The general theme was that ‘real time’ information and immediate action based upon it was becoming the norm (and expectation), not a nice to have.

Nugget 4 – Helping women reach the top.

There was a really interesting session about ‘Women on Boards’ although some of the things within it, I’ll be honest, did not resonate with me personally (e.g. that women generally disliked networking more than men).   There were some really useful points made though.

Pavita Cooper (An excellent speaker and Founder of ‘More Difference’) said that their research showed that the biggest difference an organisation could make to a women’s career generally occurred locally – between Line Manager and the individual woman (i.e. not through any HR policy) and that this centred around:

·         Not being micro-managed

·         Being mentored and actively encouraged to grow (e.g. “you should go to that meeting”)

Cooper also said that when recruiting women, her experience told her that their decision in choosing a job took into account many more factors than men – they took more time to assess the impact any role would have on their life and so often took a lot longer to recruit into a role than a male (the difference was large – between weeks for a man and months for a woman).

These factors applied to women with and without children.

All in all, a great day and extremely useful.

About the Author

Sue Willcock

I began my career as a Chartered Surveyor but, after moving into management roles that included a Partnership role at EC Harris LLP working with the then CEO, I realised that the thing I loved most about work was helping others develop. With this in mind, I set up Chaseville in 2009 to help individuals and teams develop and reach their full potential. As Director of Chaseville, I design and implement programmes for 12-250 people and support HR departments and CEOs with their people projects. I am based in Chester and work across the UK.

Share this Post