Whilst it is difficult to trace the origins of the PA, it is likely that it stretches back centuries. There has always been and will always be busy, famous, and wealthy people who need additional support, help or their "right hand". So it is difficult to see how this demand will ever change.
When you promote a new manager, your work is only just beginning. If you don’t give them the proper support, you’re setting them up to fail. Read on for five tips to ensure their success - and by the way, these work just as well for not-so-new managers who are struggling.
“I’ve got an offer from another company...” says your rock-star employee. What to do?
At the moment the four-day week is only workable in the most progressive companies and when business is smooth....
The no.1 thing that makes British workers happy is not cold, hard cash - it’s appreciation, reveals the new Happy Office Survey by consultants Peldon Rose. 80% of employees say that feeling appreciated is important to their happiness at work – while only 58% cite salary....
30% of new employees quit in the first 90 days, according to a new survey from Jobvite. If you don’t want the effort and expense of hiring to be wasted, follow these tips to retain new hires:
A ‘positive workplace culture’ doesn’t mean fun and funky office decor, unlimited holidays, or epic parties. You can have all of those and still not have employees who are happy, productive and keen to stay, or new talent lining up to join you.
If you’re white, answer this quickly - are you racist?
If a disagreement between two employees gets too aggressive, should the consequences for them both be the same?
Not if the circumstances are not ‘truly parallel’, according to a new ruling by the Employment Appeal Tribunal (EAT).
Making your temps feel valued will make them happier and more productive. Here’s how.
There’s no denying that promoting staff internally is cheap and easy - and internal interviews are just a formality, right?
It’s never easy to give critical feedback. Constructive feedback can help your whole team perform better - but only if they’re willing to accept and work on it. How can you make that happen? Use the Context - Observation - Impact - Next (C.O.I.N) formula.