I recently chipped my tooth (a story for another day)! A one-minute phone call to my health insurance provider confirmed that my stupidity was covered under their policy… Cue recorded message… “Based on your interaction with our customer service professional how likely is it that you would recommend us to your family and friends? In a few words, explain why you gave this rating?”
Thank you very much to those who were able to join us in Sydney, Melbourne or via Webinar for our event "Can a Workpalce be a Well Place?". We had a very positive response to the breakfast, and were heartened to see such a high level of engagement with this increasingly topical issue.
Every 6 months, Voice Project takes the opportunity to give our clients a voice through our Client Satisfaction Survey. The feedback we receive is highly valued at Voice Project as it helps us to improve our services. It also gives us an opportunity to take a moment to celebrate how we help our clients.
Shaping corporate culture is a difficult process. How do leaders assess and govern culture? And even more challenging, how do they transform culture? Over the past few years we have seen the title shift of many “HR” managers to directors of “People & Culture”. But how exactly do leaders and HR managers influence and direct culture change?
Over the past few years we have seen HR managers shift their title to directors of “People & Culture”. At the same time, scrutiny into ethical failures across many industries has been prompting leaders to re-think how they assess and govern organisational culture.
Dr Louise Parkes has previously shared our research findings regarding the current state of diversity and key drivers for improving workplace diversity in a breakfast event.
Thanks to advancements in technology, there is an explosion of data being collected from us daily. Common websites such as Google, Facebook and YouTube have your browsing preferences recorded in a background system, which is then used to inform the newsfeed that appears on subsequent webpages.