Lean Recruitment Bitesize is up and running

Lean Recruitment Bitesize is up and running

Many of you are aware that we help businesses and HR departments with their HR and Recruitment processes, well now we are offering free advice and tips on our Video Blog, Lean Recruitment Bitesize.

Its essentially 60-90 second videos discussing recruitment and HR focused topics and throwing out some tips and tricks based on our experience as Recruitment and HR Managers. Each episode focuses on a different topic and contains useful information and tips to help your teams manage their own processes and create a culture of continuous improvement.

Ive listed a few of our episodes below, subscribe to the youtube channel to see the newest episodes.

We have over 13 years HR and Recruitment experience, have a look through, you never know, you might learn something……

For more info on Lean Recruitment Bitesize or our services, visit the rest of the website www.improveandconsult.co.uk

A Recruitment Audit, Best practice Documents and Templates for…..

Introducing our new Recruitment Audit, Documentation & Templates service

As part of our new Recruitment Audit process, we give you our years of experience and knowledge in documents and templates….don’t reinvent the wheel.


Speak to your hiring managers – find out how your teams are performing, they are the customer after all.

Map your day-to-day process – find out whats really happening

Run a Kaizen improvement workshop – to develop a new and improved process

Careers Page – Lets review your careers page to ensure that it is attracting the best and deflecting the rest

Competitor Analysis – To show where you are falling short and they are winning ground

“They no longer work here…” – When your staff leave your organisation, where are they going and why?

GDPR Compliance – Are you going to pass?

Measure – Your performance with real numbers and metrics


Supporting Documentation

Employee Value Proposition – Why would talented individuals want to join your organisation?

Corporate Brand – What is its effect on Recruitment

Candidate Journey – What experience are your candidates having and how can we improve this?

Social Media Strategy – This is the future and where talented candidates search for jobs and research on organisations

Position Descriptions – Work Instruction templates

process workshop

Job Briefing Forms – Ensure your recruiters are taking the best requirements

Hiring Policies – Internal and External hiring policies

Recruitment Project Plans – Make sure that you plan your recruitment timelines

Work Force Plan – Map out how your workforce will look this year

Phone Screen & Interview Guides – Give your Recruiters & Hiring Managers guidance

A Database of Interview questions – Maximise the efficiency of your interviews

Performance and Development Form – Track performance and non-performance

Recruitment Metrics – Let us show you the best measurements of performance

Satisfaction Surveys – For Candidates and Hiring Managers


Get in contact for more info on our recruitment audit and documentation – info@improveandconsult.co.uk


Lean Recruitment

So whats all the noise about Lean Recruitment?

Lean Recruitment

We have all worked in HR departments where things haven’t changed in 10 years and we still fill out the same old forms and no-one ever asks why? If you do ask why its always the same old answer “its how we’ve always done things”.

In my last job, we had a million pound system and yet we had to complete a paper form and take it up to “Doris and Ken” in accounts who put it in a file and into a drawer….. why? No-one ever questioned it.

Lean Recruitment is a new way to look at your HR departments and making your Recruitment and Onboarding process more efficient. It identifies and eliminates non-essential and non-value added tasks in your talent acquisition process, and matches your process to what your internal stakeholders actually want.

What does that mean in the world of HR?

process workshop

  • Reduced Time to Hire and Time to Onboard
  • Improved Candidate journey
  • Improved Hiring Manager experience
  • Decreased advertising spend
  • Increased compliance to GDPR
  • Reduced Staff Turnover within Probation
  • Improved New Starter productivity

Continuous Improvement & Right First Time (6Sigma)

HR is one of the worst for getting you to recomplete forms or asking you to complete a form, only to find out it was the wrong one. Our aim is to fix a process so that it will be 99% right first time, with no resubmission required.

What does that mean in the world of HR?

  • The right forms filled out correctly
  • Correct information in CRMs
  • Employment contracts right first time
  • Managers following the correct process
  • New Starter access and hardware on Day 1

Put it together and you have Cheaper, faster, better processes and services for your stakeholders and hiring managers.

The main pillars of Lean Recruitment are:

Why don’t you give it a try?

Audit, Review and improve your HR Processes

We can Audit, Review and improve your HR and Recruitment Processes in just a few days.

When was the last time that you reviewed the performance of your recruitment or HR teams? When did you last sit down with your internal customers and ask them “how are we doing?”… a multiple choice survey once a year with 4 questions does not count!!! Now is your chance to improve your HR and Recruitment processes.

In simple terms, what are we offering?

Lean WorkshopSpeak to your hiring managers and internal customers to find out what they want from your teams

This feedback will build you new process and way of working going forward


Map your process and suggest improvements based on the feedback and best practice To want to improve something you need to understand what is happening right now

Lean Workshop





Create a Change strategy to ensure the new way of working sticks. There is no point putting all the hard work in to make things better, if people carrying on doing what they know. People don’t like change!

Measure the performance of your new process how can you justify ROI and improvement without measuring it

Establish a Visual Metric/Management Board and Huddle/Scrum system daily scrums are vital to a culture of continuous improvement and performance

Establish a social media recruitment and retention strategy Social Media Recruitment is the future of Talent Acquisition.

We can do this in only a few days, with only a few hours out of our team member’s busy schedule.

We have over 13 years HR and Recruitment experience and always find improvements for our clients day-to-day processes.

What do you need to do?

1) open your email

2) type info@improveandconsult.co.uk

3) Let us know when is best to have a chat

Whats all the noise about #LeanRecruitment

Calling HR – Visual Target Boards & Daily Huddles are not just for Sales

Visual Management Boards, Target Boards, Performance Boards… whatever you want to call them, they work.

By visually displaying performance and productivity in a daily huddle or scrum, you can:

a) Gain an understanding of a target that you might not hit, unless you change a few things.


“we’ve only organised 2 interviews this week, how are we going to fill the 3 jobs”

“we haven’t organised any quarterly reviews this week, how are we going to be able to complete the Workforce plan on time”

b) Enthuse and drive the team members who can see their own performance and how they are tracking to their own target and timelines

“okay, first thing i need to do is book those interviews and then ill check my email”

c) Celebrate team success and list feedback every day during your team huddle/scrum

“well done guys, we are 98% hitting targets, awesome work”

“This is the best service we’ve ever had”

d) Show colleagues from other departments that you are on top of your metrics with daily watchable huddles. If your CEO walks past and sees a Visual Metric Board, they will love it!


e) Break your HR processes and productivity into bite size targets, that we can manage.

1) Get a whiteboard
2) Break your process into targets (ideally time or numbers based)
3) List the targets and measurements on the board
4) Get your team together every morning and have someone different present each time (inclusion)
5) Write your daily position up on the board to ascertain red flags and possibilities for not hitting targets.

A daily huddle is a great way to start the day, as it gets everyone pumped up and allows people to prioritise their energy for the day. If you finish a huddle and you are way behind on Points A & B, your team aren’t going to spend 45mins checking their emails, and getting a coffee, they are going to get on the phone and catch up with where they need to be.

As per usual….fix it yourself.

Audit, Review and improve your HR Processes


You don’t need an RPO or new ATS!

You don’t need an RPO or new ATS…. Ask your team members how to make things better!

I have been attending a lot of HR networking events recently and I keep hearing the same stories.

“Things aren’t working, we’re thinking of implementing a new ATS”

“Things aren’t working, we’re not hitting our targets, we’re thinking of outsourcing the whole function to an RPO, and they can clean up the mess”


These solutions seem to be what HR Directors go to, when they aren’t sure how to improve things.

A new ATS or system is not going to solve the ingrained inefficiencies and wasted energy of your Human Beings and HR stakeholders

An RPO will bring the efficiencies and best practice, but will cost an awful lot of money, and is a big change for your hiring managers.

I’m about to save you an awful lot of money, time and stress!

Step 1) Get a selection of your managers, recruiters and HR stakeholders in a room

Step 2) ask them what they want from a recruitment or HR process

Step 3) ask them how they think it could be improved

Step 4) make the changes and map them

Step 5) Measure the changes

A couple of tweaks to a process can save a lot of time and hugely improve a candidates or hiring manager’s experience. If this doesn’t work then feel free to spend £££££ of a new system…. try and fix it yourself first.

Visual Target Boards & Daily Huddles are not just for Sales

ask your hiring managers

Voice of the Hiring Manager…. What do they want from your teams?

ask your hiring managersAsk your Hiring Manager what they actually want from your HR and Recruitment teams

If I hear “We know exactly what our hiring managers want and are hitting our targets” Im going to go crazy.

When was the last time you asked a hiring manager, recruiters and HR teams what they wanted from your processes. What is the output that they want?

“We meet with our hiring managers once a week face 2 face and they love that personal service”

Do they want to have a 1 hour meeting every week? Why would they want to give up 2 hours of their day to get to a meeting and back, that they could have on the phone every 2 weeks.

“Finding candidates as quickly as possible and filling the vacancy is the most important thing to my hiring manager”

It may have been last year, now it might be on-boarding and hitting the ground running. Its all very well, finding candidates and getting an offer accepted, but if it takes them a week to get their logins and access….. whats the rush?

“We know what the problems are and how to fix them”

How do you know? You don’t, you are presuming! ask your internal customers and give them what they actually want.

“things are fine at the moment, we haven’t heard any complaints from the business”

If you go for a meal and the food is average, and the waiter asks you how it is, 99% of Brits will say “fine thanks” Its the same with our internal customers and Hiring Managers. They are not going to complain unless there is a huge problem with “their meal”. Let’s ask them how they think the meal could have been improved.

“We are hitting our KPIs quarter on quarter”

Who created your KPIs? An HR director who is out of touch with the businesses and has been out of the trenches for too long? A recruitment manager who has only been in the business for 6 months?  Time to Hire and a hiring manager feedback survey is not good enough anymore

Step 1) Get a selection of your hiring managers and HR stakeholders in a room

Step 2) Ask them what they want from a recruitment or HR process

Step 3) Ask them how they think it could be improved

Step 4) Make the changes

Step 5) Measure the changes

You dont need a new RPO or ATS!


What are the 8 wastes of Business and HR?

What does Waste mean, what is DOWNTIME and how does it affect the world of HR?

Toyota created a lean framework with the following 8 lean manufacturing wastes, the acronym for these eight wastes is DOWNTIME. The wastes below are present in all of business processes and if you can address them and strip them out, you will save your teams a lot of time, effort and cost.




Not utilised talent


Inventory excess

Motion waste

Excess processing


Lets looks at DOWNTIME in a little more detail

Forms completed incorrectly and then had to be re-completed and resubmitted.

Writing an advert or job description for a hiring manager, only to find out that the location is wrong.


Finding 6 candidates for 4 roles, as per the workforce plan, which is incorrect and those roles no longer exist in the new structure

Poorly applied automation in the Recruitment and HR process


Waiting for a colleague in finance to send you the requisition approval before you can begin your job

Unbalanced workloads in a process will lead to bottlenecks

Not utilised talent

Not speaking to the HRBP who used to work in Recruitment, Finance and HR to ask how we can streamline things… they know better than anyone.

Assigning staff members to the wrong tasks


Sending internal mail by post and then waiting 24-48 hours for it to arrive…. why are we posting things in 2017? Scan it!!!

Posting contracts out to new employees to sign and return by post.


Thousands of HR and new starter packs and documents in a cupboard never to be used

Poor monitoring systems to assess inventory

Unreliable recruitment suppliers


Driving to the other side of the country for a meeting, to discover you could have dialled in

Walking up to level 4 to speak to someone, because you can never reach them on the phone.

Excess processing

Hiring Manager’s hands being held way too much through a process, because they are too busy, untrained or are being lazy.

Double handling of the same task, eg someone checking someone else’s work, why cant it be done right first time?

Re-entering data

If you would like help discovering and stripping out your DOWNTIME & waste.

Get in touch – Info@improveandconsult.co.uk or here

Lean Workshop

Map it, remove waste and Improve your HR process

Every company I have ever worked for had waste in its HR and shared service processes. What do I mean by Waste?

  • Forms completed incorrectly and then had to be re-completed and resubmitted
  • Hiring Manager’s hands being held way too much through a process, because they are too busy, untrained or are being lazy.
  • Waiting for a colleague in finance to send you the requisition approval before you can begin your job
  • Not speaking to the HRBP who used to work in Recruitment, Finance and HR to ask how we can streamline things
  • Sending internal mail by post…. why are we posting things in 2017? Scan it!!!
  • Driving to the other side of the country for a meeting, to discover you could have dialled in
  • Double handling of the same task, eg someone checking someone else’s work, why cant it be done right first time?

We have worked in the HR industry since 2005, we understand that you are stretched and under pressure and don’t have time to have lunch let alone improve the status quo. Let us come in and help run an audit or improve your processes with Lean Workshops.

Lean Workshop

What can we do for you for £750? 

  • Come to your offices and run a workshop to map your current processes
  • Work with your stakeholders to discover where the waste is in your way of working
  • Offer solutions as to how to strip out this waste
  • Develop a new more efficient LEAN process

Get in contact to discuss – Info@improveandconsult.co.uk or here

What are the 8 wastes of business and HR?

HR Recipe

Lean HR Recipe – What Ingredients do you need?

So you are looking to make your HR processes lean, what are the main ingredients of this recipe?


1 Manager/Process owner

1 Engaged Team (all main stakeholder groups represented)

1 roll of Brown Paper

2-3 packs of coloured Sticky Notes

2 packs of coloured sticky dots

1-2 Files of sample Data

1 pack of blue tack

2-3 pens

1 Flip Chart with paper

Cooking Time: 2-3 hours

Lean Workshop

Recipe Prep:

Analyse data to understand where there may be issues, bottlenecks and waste.

Take Roll of Brown paper and stick to the wall with blue tack

Draw swim lanes on the brown paper to indicate the different position/stakeholder groups involved in the process (eg Recruiters, HRBP, Finance, HRadmin etc)

Preheat the engagement of the team and stakeholders to 180c, by explaining the structure of the workshop and benefits.

Many of these people live this process day in day out, and may get a little hot under the collar, you may need to be fan assisted.


Ask the group what is the first step of the process, and who does this action?

Write on a sticky note and place on relevant swim lane. Ask what is the next step, and note down again. Complete this for all steps until you have a nice and congested process map.

Ask workshop members to take 6 red sticky dots and season generously the map, where they feel the waste and issues in the process are, with 3 red dots on the action/task with the most waste, 2 red dots on the next issue, and finally 1 red dot on the action that is the third biggest issue.

Lean WorkshopAt the end, you will have a map littered with red dots. If further seasoning is required to ascertain the issue, repeat the exercise. Once the red dots have been distributed, spend some time talking through the results and discuss why the group thinks these are issues.

Looking at the map, ask the group which tasks can be improved or removed. You’ll be surprised how many tasks are wasted time, effort or cost. At the end of the workshop you will have identified the areas that you will want to improve or remove and create a new lean process.

Lean WorkshopNext you will need to spend some time discussing the improvements and how to implement them. Then you will need to measure the new process, to see the new positive results and compare it against the original data that you captured.

If you liked this Recipe, please share.

For other definitions on waste see DOWNTIME.


HR Metrics

HR Metrics – make the unknown… known

The world of HR has been banging on about HR metrics for years, but most HR departments still haven’t got any real measurements or performance indicators….. a survey of 4 questions to a hiring manager is not a key metric to determine if an HR service is performing!

HR Metrics


In the HR world there is no standard day, because we are people, looking after people for people. As a result its easy to say “as long as our managers are happy, we are doing a good job”. HR Metrics, Measurements, indicators and statistics help us turn this randomness and unknown into a known. How can we know if we are doing a better job than last quarter if we have no benchmark? With all the projects and programs that we run, how can we ascertain whether there is a benefit and improvement?



  • Ask what your hiring managers, business and stakeholders want from their HR department and build your process around this
  • Once you have your HR Service model/service break it down into measurable chunks and decide on what “good looks like”
  • Validate this “good service model” by showing and explaining it to your stakeholders. a weekly 1-1 between an HRBP and a manager, may be the standard way of working, but it might not be what they are actually looking for. “well thats what our managers want”….. is it??? when was the last time you asked them?
  • Once you have “good performance” modelled, measure how things stand today, this gives us our baseline and a point that we hope we will improve from
  • Check in at agreed points to see how we are tracking, and in the spirit of continuous improvement tweak if necessary.
  • Align HR Metrics and indicators to company values; this will ensure that the metric is accepted by the teams and is adhered to (e.g. a “program of company wide measurement” matches the company value of “continuous improvement” or sending out “customer satisfaction surveys” matches the company value of “listening to our customers”.


Subjectivity and Bias – Make sure that your measurements are clean and can’t be bias, i.e. sending out customer satisfaction surveys to 5 out of 50 managers, that you know love you, that is not a honest reflection

Sufficient data – We need to ensure that we have enough data. If you only have 5 data points you can’t consider that an honest reflection; if you have 50 data points, and you are still showing the same trend, you have a stronger case, 500 points… you have concrete!HR Metrics

Analysing the data
– There is no point having data, HR Metrics and information if someone isn’t going to analyse and report on it. The amount of times Ive created reports within a system, only to find that someone created the same report 12 months ago, and I could have had that info all this whole time!

Match the HR metrics – Analyse the data and trends against other metrics to see if there are relating patterns

For Example:

  • Less Face time and more phone time between HRBP and HM = Higher manager productivity for both groups
  • More metrics and Performance indicators = higher data input into HCM and data integrity

Change Management – Ensure that the HR Metrics are adhered to and people don’t “cook the books” by taking the relevant stakeholders on the change journey and ensure that they understand the reason for change and measurement. It doesn’t have to be about “keeping an eye on them” it can be about “making US better.”

Get measuring!

What ingredients make up the perfect recipe for a Lean HR process


You don’t need a new piece of software or an RPO, fix the issue yourself!

You don’t need a new piece of software or an RPO, fix it yourself!

When your HRD or CEO says to you that recruitment/onboarding/Job approval and workforce plan “is not working” and we need to make a change.

What often happens is people jump straight to solution mode and follow the trend and look to a new piece of software as the old piece of software, “wasn’t working” or they’ll engage an RPO or outsourcing group to see if they can help them with their problem.

Before you know it, you’ve bought a new piece of software or RPO Contract that will “solve your problems”


  • You haven’t solved your problem, you have found another way to display it or hide itstress
  • Your Hr/Recruitment teams are forced to learn a new process, system and work arounds to do the same thing they were doing before
  • Your Hiring managers are also going through more change, learning how they have to submit a request and a new approval process
  • You are paying large fees for this “solution”, which hasn’t solved the real issue… you still don’t know what the issue is!

Outsource parts of your HR function to an outside group (RPO / HRO / BPO) 

  • You haven’t solved your problem, you have just given it to someone else to hide
  • You are paying them hefty fees to manage this problem, without knowing what it is
  • You have given up control, responsibility and ability to manage it
  • You’ve gained someone else to blame and further complexityRPO
  • Your hiring managers and stakeholders are going through more change and aren’t consulted
  • You have better “numbers” and pretty graphs, but unhappy people
  • Your current HR teams are either made redundant or forced to join the outsource group


Before you do all these, spend a few hours in a room with your stakeholders and teams and see if you can work out what the problem is with Lean Workshops & Six Sigma!

Step 1: Get the people that matter (stakeholders in the process and the people doing the job) in a room and get them to show you what they want and what they are currently doing in their day-to-day work.
Step 2: Map the current process

Step 3: Ask them how to make it better and note their ideas
Step 4: Take these ideas and design a new way of working that everyone is happy with.

It may be as easy as sending a few emails or having a few meetings at certain points in the process that can make a significant improvement.

Improve your processes by consulting with your people

We’ve just saved you thousands of pounds in RPO or ATS fees…. you’re welcome 😉

Tweak your processes yourself, don’t pay someone to absorb your problem!


HR Metrics – make the unknown… known


Onboarding and Orientation…. why is it rarely done well?

Onboarding, Orientation and Productivity

Onboarding of employees is a crucial step in any business, but is often overlooked or executed poorly.

Unfortunately this step falls under the management and responsibility of HR, but the issues and problems of execution actually lie with the business. Its a crucial period, as during this phase, business expectations are established and values and conduct are learned. From an EVP and candidate engagement POV, you need to get this right to make sure that your employees don’t start their journey with you on the wrong foot. With services like glass door and social media, a disgruntled employee can cause a lot of noise. We’ve discussed the candidate experience, what about the books…hiring someone can cost at least 30% of the employees salary, thats over £8000 in the UK on an average £27000 salary. We need to make sure these people are not only productive but want to stay, and don’t take our IP with them


Common issues:

  • No hardware on day 1
  • No logins or access on day 1
  • No planned work for the new starter
  • No understanding of the business, department or goals
  • Hiring Manager doesn’t have enough time for the new starter
  • New starter is not introduced to relevant stakeholders

Onboarding and Orientation tips:

  • Pre-Onboard – Have your new starters read and complete content before Day 1 to ensure they are prepared and ready for work
  • Go Digital – Have a digital/online onboarding process which will free up HR and other resources
  • Metrics – Make sure you measure your on boarding process. How many, how long, which departments, during which times, what happened, who didn’t…. all the usual W’s and H. Only you will know which W’s and H work for your process. If you don’t measure and get a baseline, how can you expect to improve it.
  • Hiring Manage prep – Make sure the Hiring Manager is prepared for the new starter and has introductions and meetings booked in the diary…. not back to back meetings every day in the first week though, they need to come up for air!
  • The hiring manager will also have a lot of work and time to invest; ensure that the manager has booked in enough facetime with the new starter to check in on them. Its important to micro manage a little at the beginning as there will be a lot to learn.
  • Evaluate and communicate – with the groups that have tasks before and after your process, ie HR admin and IT. What do they need from the process and what outputs do they need from you. What do IT need to get thelaptop and log ins set up, what do HR admin need from Recruitment to set them up in the system as early as possible. WhVOCat do the training team need to set up on-boarding modules in the system etc
  • Cost – When you measure, make sure you turn this into a cost and monetary value, to ensure that the business understands the importance of this process. Eg, unproductive time X hourly rate, or increased productivity X usual employee output.
  • VOC – Speak to your employees or at least survey them to get an understanding of their experience
  • Speak to your hiring managers and stakeholders and get their input and experience.
  • BIGGEST TIP – Build your process around what your stakeholders want and calculate a cost saving, profit increase figure to win the business over. If you do this, things will improve…. don’t forget to measure it!

You don’t need a new piece of software or an RPO, fix it yourself!

Working from home is awesome…but is it right for you?

Working from home is awesome…but is it right for you?

Being part of or engaging a remote workforce has many benefits


  • Stop the long daily commute
  • Escape the stress of the city centre
  • Spend more time with family
  • Improve your stress levels and mental health
  • Plan your day around you not your meetings and public transport

The companies that realise this, have a distinct advantage when it comes to the competition for talent. It is still the exception rather than the norm and only after trust has been established, will flexibility be allowed. Often employees had to provide a strong case for it, stating family or health reasons; the point being, an employee feels that have to justify the option.

Nowadays, many companies are beginning to look seriously at it, take PWC. The onus is on the manager to provide a business case as to why a role cannot be done remotely or flexibly.


  • You need to be disciplined – You can often find yourself still eating breakfast and reading the news at 10am in your dressing gown.
  • Easy to become distracted – you think a colleague asking you if you watch Game of Thrones is a distraction, try a super cute 3 year old banging on your office door shouting “Daddy/Mummy, come and look at this, look what I’ve done… its amazing”. Its very hard to ignore. To be as productive as possible, you must be able to separate your work from your home life. If you can’t ignore the TV or the dog, then WFH probably isn’t for you
  • Bad internet connection – Having video conference calls with a slow or poor broadband connection is not only frustrating but embarrassing. If you have a poor connection and have a call, get yourself down to the gym or costa to use their wifi!
  • No VPN – you need to be able to access your work files and shared drives. Without a VPN or access, having 2 different types of work on different laptops is a nightmare, or worse, emailing yourself back and forth.
  • Ineffective relationships – Sometimes you need to get in front of people to build lasting and effective relationships. Although working from home is great, you do need to get out and about to make it work!
  • People are different – some people embrace and understand the idea of working from home; they understand that people have different priorities, brains and life goals…. others see it as someone being lazy and having a day off! Although these people are living in the dark ages and frustrate the hell out of me, they are colleagues, stakeholders, board members, we need to ensure that they see our productivity. We have to manage different personalities in working world, and so if you are WFH, and not in the office, make sure you are on the calls and make yourself heard.
  • Where is Tom? Make sure that you let your colleagues know when you are WFH, a WFH calendar invite will do the trick.
  • Feeling guilty – just because you are starting work at 930am, don’t feel guilty (unless you were meant to be on a call at 830am…. then…. you are naughty!), nowadays work is measure on output and productivity not clocking in and out. As long as you get the work done and to a good standard, who cares when you do it! WFH
  • Don’t fake it – A few years back there was a trend to schedule for emails to be sent at 12am, to show your boss how hard you were working, a very sad but real trend! don’t fall into that nest of vipers! Show your productivity with output!

Businesses are now understanding the fact that a happier workforce is a more productive workforce, but also that a reduced number of people in an office is cheaper for running a business. For more info on my own personal Work life Blend Journey have a read

Onboarding and Orientation…. why is it rarely done well?

hr workshop

Identify waste/improvements with sticky dots – Workshop Tip

Once we have mapped our current as-is process with the relevant employees or stakeholders, how do we now identify the areas of waste and improvement with sticky dots. Lets ask the people that do the job day in day out. Gather the main stakeholders in a room and give them all 5-10 red sticky dots and ask them to place the dots on the area that they feel is wasted effort/time or is a priority for improvement.red dots This is done without discussion, as we dont want strong and vocal characters to lead the witness. This will ensure that all attendees get an equal vote and say, and you will end up with a fantastic visual showing you where the issues are, democratically decided by the guys who are in the trenches doing the job. There is no point taking direction and solutions from the board or CEO as they often don’t know what is really happening. There main role is to ensure that the project is supported and the outcome and change is implemented and sticks. sticky dots

This example shows the idea/process/discussion after voting. You will see that Task 4 and 5 are a priority for focus and improvement, with task 5 the next area of attack. It is important to understand why task 7 and 10 were also highlighted as areas for improvement, unpack these selections by spending some time discussing the tasks that have been identified to ascertain why people voted for them and that all attendees understood the task and what their vote meant.

Once all stakeholders are happy with the outcome, you will need to discuss how are we going to improve/change Task 4 and 5. Congratulations you are on the way to making a real impactful change in your process/way of working.

Sticky dots and posted notes are an easy, flexible, and cheap way of getting data from your employees, don’t overlook the importance of them

Next stop, coming up with the solutions!

Is working from home right for you?