The Caraires Consultancy

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Our Family Values

19th February 2020 by Molly Billings

             

We’re really proud to have our values printed in such a beautiful format in our reception area and our meeting rooms.  As a “family” our values are important to the way we work and treat each other, our clients and our candidates.

 Belief

We believe in our candidates and we trust them to represent us, our brand and our clients. We have belief in our clients and we trust them to treat our candidates with care and kindness. The Caraires family members believe in each other, that we will “live our values”.

Care

We take care of our people. We care about the candidate journey and listen to understand people’s ambitions. We care about our clients, each other, our reputation and our achievements.

Honesty

Honesty underpins everything we do. We consider feedback to be a gift, and are always realistic, honest and transparent in every way with our clients and candidates.

Kindness

We are proud to treat our clients and candidates with kindness and respect. We care about people’s wellbeing and we strive to be kind and sensitive towards people’s circumstances, aspirations and emotions.

Loyalty

As a family we are loyal to each other. We encourage a two-way relationship in which loyalty prevails between ourselves, our clients and our candidates.

Time

We always take the time to listen and learn about clients’ and candidates’ expectations. We have an open-door policy and always have time for one another.

Filed Under: Caraires Tagged With: belief, care, culture, honesty, kindness, loyalty, time, values

Why do we tolerate bad employees?

28th January 2020 by nick

Disruptive employees can have serious negative effects

It is rare that employees are actually toxic individuals

Whilst a tiny minority of employees simply attempt to undermine others and gain as much as they can without putting in the work themselves, the vast majority of workers whom we consider to be ‘toxic’ are actually just disruptive.

‘Disruptive’ could mean loud, chatty, easily distracted, frequently away from their desk, unprofessional or unproductive…and they could be perfectly nice individuals – they don’t need to be a traditional ‘bad apple’ to be considered a serious issue for team productivity.

As an employee, it’s clear when a colleague is not pulling their weight, which leads to one of two things:

  1. the frustration of committing real effort only to witness someone evading their own workload
  2. others being pulled into the same unproductive behaviour pattern, significantly slowing-down overall progress

Whilst only a small number of employees are actually toxic, the vast majority of workers are not as engaged in their jobs as they should be. According to research by Gallup, 67% are either not engaged enough or actively disengaged altogether.

What does this imply for organisations?

The same study by Gallup found that having a disruptive team member can have significant negative effects on the overall workforce. If your company is in the bottom quartile for worker engagement, the potential effects are:

  • 69% higher rates of absence
  • 39% more shrinkage
  • twice as many safety incidents than a company in the top quartile

So why are they still employed?

The majority of employees are continually frustrated that those not putting in the effort are rarely disciplined for their inactivity and lack of engagement. There are several reasons why this may be the case:

Firstly, some employers are simply not involved enough in the day-to-day running of the businesses to notice that one employee is dragging others down. 50% of employees have given up on hopes that their boss will ever have an interest in their work (and have actually left the company as a result) whilst 60% state that they lack engagement with their boss. Low engagement with the team – and a lack of interest – can easily lead to wrongdoings going unseen.

Secondly, it may be that the boss is actively protecting the disruptive employee. Usually, this individual is bold and talkative; whilst others try not to engage with the boss for fear of being chastised, the misplaced confidence in a disruptive employee’s personality is also what renders them endearing, securing their position as a fixture of the office.

What should leaders do?

For good bosses, the solution should be simple: listening to employees. Regular performance reviews, chats about productivity and anonymous employee surveys empower informed decisions and encourages openness and honesty.

Yes, said ‘disruptive’ employee may be a good person, but are they adding value to the business or are they merely contributing to inactivity?

Ultimately, only you can make that call.

Filed Under: Caraires Tagged With: communication, disruption, engagement, honesty, productivity, team

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Contact us

01788 298040

The Caraires Consultancy
Caraires House
22-24 Lawford Road
Rugby
CV21 2DY
info@caraires.co.uk
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