Innovate’s Post

I believe that Wellington Group of Companies was improperly charged for a recruiting ad last week. I reached out to the job site's customer service team to address. They were great and corrected the mistake. Did this save the company thousands of dollars? No. It saved 84 bucks. Considering it only took about 90 seconds of my time, I think it was worth it. This post isn't about pinching pennies; more so, it is about treating company money as though it is your own. If I was improperly charged for something and the cost came out of my wallet, you better believe I'd fight for it. Why would it be any different with company money? #WGOC #Zelistotle #costconscious #recruiting #customerservice #companymoney #dollarsandcents #dollarsandsense #pinchingpennies #wortheverypenne #trucking #nowhiring

Should a CEO appear on television if the interview is likely to be negative? While the CEO might not always be the best spokesperson in a crisis, it’s essential that a leader is seen and can speak publicly about policy and governance issues when there is an active crisis. But what happens if there’s no immediate crisis? That was the case in Australia recently when, amid the ongoing rising cost of living concerns affecting all parts of the country, CEOs of the two leading supermarkets, Coles and Woolworths, who control a whopping 65% of the country’s grocery market, agreed to face the media. It was a bad call. While neither CEO came out well, Woolworths’ Brad Banducci crashed. He walked out of the heated interview after the journalist questioned him about the lack of competition in the Australian grocery market. Although Banducci returned to complete the interview moments later, the damage was done. Should he have done this interview? No. It was not the finest example of how a leader should handle questions from the media and showed that he was ill-prepared and out of touch with customers. An announcement confirming Banducci’s retirement came two days after the interview aired. I could not agree more with the renowned issue and crisis management expert Tony Jaques’ take on why the interview should never have gone ahead. You can read it here https://lnkd.in/en7Gfn7f. #crisiscommunication #crisismanagement #reputation #crisis

Timing is everything. And how the mighty have fallen. Two colloquialisms that ring true for Woolworths Supermarkets this week. Remember, Woolworths was named Australia's most valuable brand just a month ago. Hot on the heels of their Australia Day no-merchandise crisis and the federal government's announcement of a Senate Inquiry into Supermarket Prices, Woolworths' CEO Brad Banducci committed the biggest faux pas of media engagement earlier this week, by petulantly walking out of an Australian Broadcasting Corporation (ABC) Four Corners' interview with respected investigative journalist Angus Grigg. Today Mr Banducci announced his retirement. Apparently Woolworths' succession planning has been in train for many months but the optics of this timing inextricably connects the CEO's Four Corners' walk-out with his decision to walk away from his role and retire in several months. Regardless of timing, there's an important learning for all CEOs and corporate communication professionals from the Four Corners' episode. No matter how senior or experienced you are as a company spokesperson, don't be complacent. Rehearse, rehearse, rehearse before a high-stakes interview, and have your communications adviser throw the toughest questions at you. Mr Banducci was as rattled by the interview as his counterpart and key competitor, Coles CEO Leah Weckert was calm and measured. It was clear to viewers who had put in the preparatory Q&A rehearsal and who had not. Both companies had a lot to answer for, from putting a third-generation cherry farmer in Orange out of business to falsely labelling bottles of wine to fool consumers into thinking they were choosing wine from a non-existent Barossa vineyard. Not to mention pricing and profits during a cost-of-living crisis, the subject of the upcoming Inquiry. The takeout for me? When a company is under pressure, it's the CEO who must shoulder the burden of responsibility and step up to the plate. And to end with another colloquialism: in a tough media interview, if you can't stand the heat, (you cannot) get out of the kitchen. #crisiscommunication #mediatraining #CEOspokesperson #interviewquestionsandanswers

I'd like to hear your thoughts on this recent case involving a long-serving Sainsbury's employee. Niamke Doffou's nearly two decades of dedication to the supermarket chain came under scrutiny when he was caught on CCTV taking bags for life without paying. This led to his dismissal for gross misconduct, despite his claims of exhaustion and ignorance regarding his actions. The subsequent legal battle saw Mr. Doffou contesting his termination, arguing that it was unjust. However, the Employment Tribunal ruled in favor of Sainsbury's, citing evidence that demonstrated Mr. Doffou's actions constituted theft. This case raises important questions about the consequences of employee misconduct, even in seemingly minor infractions. While some may debate the proportionality of the punishment, it highlights the significance of upholding integrity and trust in the workplace. As HR professionals, what are your thoughts on this case? How do you approach similar situations in your organisations? I'm interested in hearing your perspectives on maintaining ethical conduct and fostering accountability within the workforce. Let's start a conversation. Share your thoughts below."

The long way to the scale – Read the interview with Henry Idiri about the challenges faced by people with disabilities in everyday life and how supermarkets can improve their shopping experience. Want to know more? Read the full interview here: https://lnkd.in/eYmBDAsN #Bizerba #BizerbaExperience #barrierfree #supermarket #retail #interview

Definitely something to think about in regards to what job seekers consider important in a job. Taking a deep dive and understanding possible motivations for making a job change also uncover some great ways to retain top tier talent!

🌟 Attention future COOPers! Only five days left until our program begins! We’re buzzing with excitement and hope you are too. Check out these helpful tips to get ready! New to COOP? Dive into coopcareers.org for all the info you need! 🚀 #coopcareers #digitalamarketing #dataanalytics #overcomingunderemployment

DISRESPECTFUL... CUSTOMERS.. ABUSIVE CUSTOMERS.. AIR NEW ZEALAND AND WOOLWORTHS/ COUNTDOWN ARE experiencing the highest levels ever .. In challenging times it's disturbing to say the least .. Our frontline staff are people, they could be your neighbour , friend , a fellow human , please treat them as people .. FRONTLINESECURED.COM offers help for those staff , a skillset of self protection which teaches staff to master their minds ability to effectively deal with these attacks .. Focusing on development of one's internal Armour that listens but can quickly dismiss and process quickly .. Meaning the effects are not cumulative , which they can be so easy , having a gradually wearing effect on staff .. Advanced objective awareness trains staff to operate at best , regardless of adverse circumstances , not reacting but responding from awareness which in itself is a form of self defense.. Training our minds to behave better in challenging situations , has to be achieved through awareness and through peoples reactionary cues , as these can accelerate aggressors intent , and create huge stress for oneself.. contact darrin at frontlinesecured.com to secure your staff to optimize performance in adverse situations.. #airnewzealand #cabincrew #aviationindustry #aviationsecurity #healthcareinsights #Healthcarenewzealand #TEWHATUORA #FMCG #woolworths #countdown #humanresources

We have embarked on a new NPS feedback survey (as many companies do worldwide). Recently I received a very poor review from a candidate that I remember helping a few months back. I kept him appraised of each step and provided transparent feedback at the end of the process when he was denied the role. The review read that I had not been clear with him around the result and was unsatisfied that he didn’t get the role. Deciding to seek clarity, I phoned him and asked how his job hunt was going and learned that he was frustrated with the market. He apologised and asked if I could consider him for any up and coming vacancies. Of course was the answer. In this industry, there is a misconception at times that we are here to find and secure a job for people. This is somewhat true, but at the end of the day it is you (candidate or client) that presents, displays values and and represents yourself in the best or worst light. We’re here to help, sometimes going above and beyond to prepare you. Ultimately, it’s on the individual.

Not written by me, but this basic situation has been experienced deeply by me and some of my teammates and some of us have been posting this since September of 2020. ME: I’m sorry. The candidate just accepted an offer from another bank. CLIENT: What?! You told us she loved us, that she wanted to work for us. ME: She did. CLIENT: We’re #1 in our space, you said she liked that. ME: She does. CLIENT: You said she liked the team, and that she thought she would fit in here. ME: She did. CLIENT: I don’t understand, we were thinking about making her an offer. Yes. And while you were THINKING your competition was ACTING. While you waited two weeks to get that last SVP to meet with her, your competition flew her in to meet the key players and had her do a video call with the business parties who weren’t available. While you sat on the knowledge that she was interviewing elsewhere, your competition made things happen and sped up the process. While you waited a month to get a few more people into the mix for "comparison", your competition recognized top talent and made the call. While you debated with HR over salary requirements and asked her for her history, the other bank put out an offer at the top end of the range to ensure the deal was done. Time kills offers. Sr Director level Search/Placement Vanessa.Wergin@gogpac.com text me: 605-809-8558