“Security is mostly a superstition. It does not exist in nature, nor do the children of men as a whole experience it. Avoiding danger is no safer in the long run than outright exposure. Life is either a daring adventure or nothing.” Helen Keller

Recently I have had a number of conversations about this very topic. A contact came to me looking for some advice, he is looking to reduce his hours at work in the organisation where he is currently employed.

This organisation has very recently been through yet another restructure where they had reduced operating cost by losing headcount. Further changes are anticipated.

He has over the last ten years developed the role and recognises that there is limited scope for any promotion or professional development that will befit his talents. He wants to go part time in order to pursue a self-employment options.

The organisation would benefit from this in a number of ways. However in order to do this, he has to fill out a large onerous form, and then present a 250-word justification for his request.

Additionally the procedure states that the organisation will respond within six weeks. After that he has 14 days in which to reply or address any issues that arise from the response given by the organisation.

I understand this is not uncommon in some organisations many of whom regard themselves as sophisticated having such developed such processes and procedures.

The irony here, is that the individual requesting the reduced hours works in the area of the business where innovation and change is key.

Do you work for an organisation whose procedures slow you down?

This is not atypical of an organisations I have worked with, which have over a number of years developed it’s HR processes and procedures to the point where they become seemingly counter-productive.

Apart from this particular procedure being a long winded, it is holding back the individual who I know to be very professional man and whose efforts will only improve the company.

All Change:

Rob Knowles

Cubet delivers results by working with people (individuals, teams) to improve.As a result, the organisation always develops and delivers improved products and services.

Acting as a Critical Friend it brings challenge enabling you andyour people to achieve clarity and increased confidence by unlocking your and their potential potential.

It enables effective change. Most recently it has provided effective improvement through people to, among others. the National Skills Academy Process Industries, Remploy, Enterprise Employment and Training CIC, Nurture for Growth and Horizon Community Development Ltd and Benchmark Training Ltd.

Cubet is currently working with Stallard Kane, B&G HR, Knapton Wright, Papini, Unload and E-Mentor and the University of Lincoln.

Amongst Cubet's successfully delivered programmes are:
Addressing Workplace Silos
Advanced Communications
Coaching & Mentoring
Competence, Development & Management
Design & Delivery of Individual, Team deevlopment Programmes
Effective Change Programmes
Generating Ideas
Innovation isn’t Rocket Science
Mindsets, Mindfulness & Resilience
Relationship Management & Development
Support for newly promoted line managers
Team Building
Team Leader Development Programmes
Understanding and Implementing Competence Systems
Understanding and Managing Risk
Understanding and Implementing and Managing Change
Understanding Managaging and Maintaining Relationships
All Change:

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