1. Singapore Business Excellence Award Winners 2010

    November 19, 2010 by
    SQA
    Winners

    Four organisations have won top honours for their success in the pursuit of business excellence. The four winners of 2010 Singapore Business Excellence Awards include a school and three public sector organisations.

    2010 Singapore Quality Award Winner:

    • Singapore Civil Defence Force: The first SQA winner is the Singapore Civil Defence Force, which is a second time SQA winner, having first won this award in 2005.

    • Hwa Chong Institution: the second school to win the SQA, after Anglo-Chinese School (Independent) won last year. HCI has built a global partnership network in over 14 countries across 4 continents, and is well on track towards becoming a Global Academy.

    • Ministry of Manpower: MOM is the first ministry in the history of the business excellence awards to win the SQA. MOM has been continually improving and improvising its manpower policies and programmes to support Singapore’s strategic push for sustainable and inclusive growth.

    People Excellence Award Winner:

    • National Library Board: The winner of the niche award for People Excellence goes to the National Library Board (NLB). which has effectively adopted human resource strategies to manage its transformation from a custodian of printed materials to a gateway of knowledge. NLB was awarded the SQA in 2004 and the Service Excellence Award in 2009. In its pursuit of organisational excellence, NLB continues to make continuous improvements area by area.

    For the full statement by Mr Freddy Soon, Chairman, Singapore Quality Award Management Committee at the Business Excellence Awards 2010 Media Briefing click here 


  2. 10 Tips on Giving Feedback to Employees

    November 16, 2010 by
    Feedback

    Eileen Chodnick [1] principal of Big Cheese Coaching in Toronto provides the following tips for giving feedback to employees:

    • Before giving feedback, take time to change your mindset and put yourself into the learner's mode.
    • At the outset advise the employee of the purpose of your conversation, rather than catching him off-guard later on.  
    • Encourage two-way conversation and ask plenty of discovery type questions – be prepared to listen.
    • Be empathetic i.e. put yourself in his shoes. Even when carefully carried out constructive feedback can be difficult to receive.
    • Use positive acknowledgement concerning work that has been well done to counter balance the constructive feedback.
    • Explore collaboratively how the employee’s strengths could be used to overcome the challenges outlined by the feedback.
    • Be the employee’s  champion for improved performance, and demonstrate belief in his capacity to achieve.
    • Acknowledge the employee’s openness towards receiving feedback, and have an open door for further dialogue and support.
    • Be mindful of your words, tone and expression – these are as important as the intended message.
    • Make feedback part of an ongoing process and an expected part of a learning culture.

    [1] R11024 Chadnick, E., (2010), Giving feedback that fuels success, Canadian HR Reporte, Vol 23, Iss 15, pp 19-20, Carswell Publishing

    Neil Crawford
    BPIR

    Members may read the full article which provides further advice about giving feedback to employees  here


  3. Is Leadership Your Strength?

    November 14, 2010 by
    leadership

    John Baldoni [1] an internationally recognised leadership consultant, coach, speaker, and author asks some probing questions concerning leadership:

    • Do people come to you with their problems? If people feel comfortable to raise issues with you then you have created an atmosphere of cooperation. It has been said that “if people are not coming to you with their problems, you have a problem”
    • Do people see you as one who deals with tough issues or one who avoids them? If you stand up for what needs doing and the people who do it, no matter how tough the situation, you are someone to follow. If you seek to avoid conflict, confrontation, or big problems, then leadership is not your strength.
    • Do people see you in the workplace? When you visit people in the workplace you honour them, and you also expose yourself to their working conditions, the problems they face, and the potential opportunities for development.
    • Do you learn from what you hear? Listening is a commitment to others. Open yourself to the ideas that you hear. Listen to both the problems and the opportunities.
    • Do people view me as one who takes the blame and shares the credit?  Alabama football coach Bear Bryant put it this way when he said:
    • "If anything goes bad, I did it. If anything goes semi-good, then we did it. If anything goes really good, then you did it. That's all it takes to get people to win football games."

    Leadership is really not about you. It is about how you put others into position where they can succeed. Leadership involves making decisions about what to do and why. Reflecting on your performance as a leader is in itself an act of leadership.

    [1] R11013 Baldoni, J., (2010), What Does the Organization Need Me to Do?, The Journal for Quality and Participation, Vol 33, Iss 1, pp 10-14, Association for Quality and Participation, Cincinnati

    Neil Crawford
    BPIR

    Members may read the full article which provides further advice about employee job satisfaction here


  4. Recognition Programme Shortcomings

    November 13, 2010 by
    recognition

    Consultant John Schaefer [1] writes that studies show that there is often a big divergence between management’s appraisal of their organisation’s recognition programmes and actual employee satisfaction. The following five shortcomings will discourage employees:

    1. Having poor credibility; recognition programmes that don’t genuinely come from the heart, will be quickly be perceived by employees as being manipulative. Managers need to ensure that their interactions are genuine.
    2. Being disorganised; even when employees do appreciate the care offered by an organisation, a disjointed recognition and reward system can undo this good work. By integrating employee communications, training, recognition and performance systems, organisations will gain maximum advantage from their investments in people.
    3. Failing to link into strategy; recognition programmes should be linked into strategies which are based on an organisation’s core values and goals. This will help employees to understand how their performance directly effects the organisation.
    4. Having weak upper management support; strong, honest and consistent support is required from the top. Employees will detect any signs of insincerity, and this will undermine programmes.
    5. Having no follow up systems; programmes that are not integrated into the performance management culture of an organisation will rapidly lose momentum. Quality reporting systems and empowered teams for responding to information are critical for keeping programmes relevant and profitable.
    [1] R10695 Schaefer, J., (2009), The five biggest mistakes managers make in recognizing their employees, SuperVision, Vol 70, Iss 10, pp 19-20, National Research Bureau, Burlington

    Neil Crawford
    BPIR

    Members may read the full article which provides further advice about recognition schemeshere


  5. 10 Reasons Why Employees Quit

    November 12, 2010 by
    quit

    Dan Charney [1] managing partner of U.S. Direct Recruiters Inc. provides the following reasons why employees quit:

    1. The role was not what was expected; the actual job was not what was promised at the interview creating mistrust in the organisation.
    2. Work/life pressure; when organisations restructure employees may be called upon to take on work previously done by others leading to longer hours/weekend work. Employees may be forced to choose between their personal life and the job.
    3. Mismatch between person and job; managers may like a certain candidate but they are not qualified, or perhaps do not fit the organisation’s culture.
    4. Wage/promotion freezes; uncompetitive remuneration creates pressure for employees to look for better offers.
    5. Feeling undervalued; employees want to be recognized and praised for a job well done.
    6. Few decision-making opportunities; Employees appreciate being given latitude to do their jobs and to have trust placed in them.
    7. Minimal coaching and feedback; Giving and receiving honest feedback is essential for growth and building successful teams and organisations.
    8. Managers lacking people skills; managers should possess an ability to relate with and motivate employees.
    9. Minimal growth opportunities; lack of challenges, and poor potential for career growth, are common reasons that employees cite for leaving an organisation. It is therefore important to find ways of helping employees to develop new skills and responsibilities in their current positions.
    10. Loss of faith/confidence in leaders; when employees are not treated equitably and not rewarded as profits and workloads increase they will feel like leaving the organisation.

    [1] R10709 Charney, D., (2008), Top 10 Reasons Good Employees Quit, Material Handling Management, Vol 63, Iss 10, pp 48-49, Penton Business Media, Inc., New York

    Neil Crawford
    BPIR

    Members may read the full article which provides further advice about employee job satisfaction here