Posts Tagged ‘Workforce’

So Who Invited Cupid to the Office?

Thursday, February 13th, 2020

Whether you are feeling lovesick or entirely sick of love, February 14th is here again and St Valentine is no stranger to the many expressions of love and romance we find in the workplace.

We’ve all witnessed the delivery of a bouquet of Red Roses or a dozen heart shaped balloons, maybe not to us but to a work colleague – and the aftermath of the giggles or embarrassment that follows. But when it’s a co-worker who embraces the opportunity to express their undying affection for you – it can get a little more complicated. The workplace can be the beginning of many long and endearing romantic relationships but discretion and privacy is always a good policy when it comes to sharing details with our work colleagues.

That’s not to say of course, that we can’t show our romantic side, or chat about your plans after work, it’s just a good idea to keep it in perspective and consider your environment and your colleagues who may not be the lovesick romantic you are this time of year. Of course Valentine’s Day does offer colleagues an opportunity to organise a charity fundraiser or the social committee’s “work station themed” event to add a little fun and light humour to the office, it can be very entertaining and suitably romantic.

Our advice is that the usual good practice applies on Valentine’s day as it does for other special events at work such as the Christmas party and Summer Party. Managers don’t really want to have to discuss matters of love and romance with you, so it’s a good policy to stick to work and your performance at work and out of work can wait till after 5pm.

For employers who are concerned about romance in the workplace, particularly where it may be unsolicited it is important to have clear company guidelines and policy in place.  If you need any advice or support on this, Voltedge can work with you on your specific issues and create appropriate interventions to help protect you and your business. We’d love to talk to you about how we can assist, call Ingrid on 01 5252914 or email to speak to an expert.

How to solve an employee dispute effectively

Monday, September 18th, 2017

Did you know that US research suggests that employees spend an average of 2.7 hours a week in conflict at work?

With employee engagement and retention being critical for all employers, the last thing any employer needs is an internal dispute that upsets employees and affects morale – and could potentially lead to an expensive and difficult case.

Most people hate conflict, but some conflict and difference of opinion is essential in a healthy business – how can we ensure it doesn’t get out of hand?

Jane Simms in an article in CIPD People Management has some helpful tips:

  • Keep it informal: Once a dispute becomes a formal issue, you are then bound to use the formal disciplinary, grievance and bullying procedures and all that goes with them. Aim to resolve issues as quickly as possible – when they are not major, and employees have not become entrenched in their views and opinions.
  • Training: Some businesses ‘hide’ behind formal procedures, and managers are often not prepared, or able, to deal with the issues. Train your managers to deal with managing conflict, having that difficult conversation, and spotting those tell-tale signs of employee conflict.
  • Hands on: Ensure you and your managers are engaged at all levels of your business, having the ability to sit down and have coffee in the canteen and talk can be the best way of gauging satisfaction and/or issues that are arising.
  • Mediation: Have mediation embedded as a normal first stop in conflict resolution so that employees are used to, and understand, the benefits of mediation at the early stages of conflict.
  • Employee engagement: Finally – take a genuine interest in your employees. If an employee is acting out of character and being difficult, a quiet conversation may well show that the employee has a personal issue that can be supported or resolved. Good managers with training can identify these issues quickly and nip them in the bud.

In summary – employee disputes can be very costly in terms of time, management input, morale and employee engagement. The best way to manage any dispute is to work quickly to eliminate the issues if possible. Voltedge Management works with our clients to support them in minimising the risk and to look at the best way of solving a conflict. Send an email to to see how we can help.

HR Practices in Ireland – are we keeping up with technology?

Wednesday, May 24th, 2017

CIPD Ireland recently undertook a survey of HR Practices in Ireland to see how the profession is responding to a changing and challenging workplace. This was timely given the increased difficulty in recruiting, retaining and engaging existing employees, and using HR analytics to drive business results.

The survey had 938 respondents, 61% in the private sector and 35% in the public sector, 4% were non-government organisations.

The survey gave some very interesting findings as follows:

  • 78% of companies in the public and private sector experienced skills shortages in the past 12 months. With unemployment dropping to 6.4% attracting and retaining employees is critical for business growth in Ireland.

In terms of technology:

  • 60% stated that they were using outdated/inflexible HR systems.
  • 35% stated that they had a lack of analytics and insight into workforce data
  • 35% had little or no opportunity to access analytics expertise.

This is very insightful given that 36% of all respondents state that their top priorities over the next 2 years are as follows:

  • 36% recruiting and resourcing
  • 37% culture change
  • 37% performance management
  • 54% employee engagement


To ensure growth in the talent pipeline, respondents stated the following:

  • 46% are investing in their employer brand
  • 57% are increasing development opportunities
  • 63% are upskilling existing workforce









You can access the actual survey here.