What you want, when you want and how you want

Perhaps the most common resolution is a promise to remove a vice from your life-style, alcohol for obvious reasons being one of the most popular. Straight off the bat, I am not a fan of New Year resolutions. Statistically, 85% of all resolutions are a lost cause by 1st February (similarly 72% of all statistics are made on up the spot in order to make a point.)  I don’t see the point in temporary, puritanically tweeted, resolutions that make a cold and wet month all the more miserable. Hurrah then for the news that abstaining from alcohol for a penitent month will do nothing to improve the health of abstainers. Hopefully this will be the start of a series of inverted resolutions:

  • I resolve to go to the gym at least one time less every week
  • I resolve to not get back in contact with at least 6 people
  • I resolve to consistently and without discrimination, tweet facebook and tumble every thought that enters my mind, especially when on the loo

In essence, if not immediately obvious, this entry is about pursuing what you want when you want and how you want. Instead of taking things out of your life, why not add: a language, a musical instrument or visit a new country? Indulge don’t abstain.

Stuart Brill – Consultant

Top Ten Reasons Why Large Companies Fail To Keep Their Best Talent

Ok – The initial Social Media entry I prepared this week was sabotaged *cough Rupert cough* but luckily I’ve found something a little more interesting to share.

The following article tries to explain why large companies are increasingly failing to retain their very best talent, and the implications this can have on their business..

http://www.forbes.com/sites/ericjackson/2011/12/14/top-ten-reasons-why-large-companies-fail-to-keep-their-best-talent/

Twitter is probably the most recent example of this, where senior management seems to be leaving on, albeit, a daily basis. For some intriguing and unapparent reason, they seem to be completely unaware of it, and as a result, the Social Media giant is increasingly becoming a less desirable place to work.

Recruiting for a variety of companies within the Digital space, you tend to find that candidate already have preconceived ideas about the “type” of company they want to work for, and the statement that is becoming increasingly frequent is “I don’t want to work for a large agency or media owner”…

Frustrating? Yes… Understandable? Even more so…

Large companies can often struggle to give their top talent the freedom and creative controls they need in order for them to not only feel valued, but also to contribute to a larger strategy/mission that the employees believe and buy into.

Some companies have managed to master this i.e. Facebook but for the most part, the way in which companies are structured prevent this from happening.

I promise you, this is not a Twitter bashing article, but Twitter do provide another example of where companies can often alienate staff and cause a lingering sense of animosity within the group.

http://www.businessinsider.com/why-twitter-engineers-and-execs-keep-quitting–one-insiders-brutal-explanation-2011-12

 

Now, if any member of staff was not invited out on a “company” Christmas party, I’m sure the consensus in emotions would be a mixture of rage, confusion, self-doubt and then overwhelming rage.

I must also mention, that as far as office Christmas parties are concerned (Christmas Dinner for us at Media Contacts), try not to embarrass yourself – please. You might just find that while your job was bordering bearable – after one too many drinks, you’re suspicious dance moves and questionable carol singing, might just bring you to a tipping point. You will be the topic of many conversations in the New Year, and the likelihood is, someone will have a camera. That’s if you’re even invited in the first place.

I wonder if Rupert (our Director and avid Snoop Dogg fan) will be staging a few performances for us this year?

“Gin and Juice” would be the preferred song choice…

Audley Swain – Consultant

Diversity in PR

89% of PROs have at least an undergraduate degree. This is what this year’s PR Week Census found. The PR industry has been consistently scrutinised, increasingly so over the last couple of years, for being homogenised with respect to the types of people who work in the industry.  Whilst a lot of agencies are improving by increasing diversity, there is still a long way to go for the industry as a whole. It’s great news that the government are taking note and addressing the issue. PR Week reported last week that the government is rolling out an industry-wide apprenticeship scheme, over a 3 year period,  to help non-graduates get into PR. The first apprenticeships are likely to start towards the end of 2012. It definitely a positive step forward for the industry and it will be interesting to see how the scheme develops over the three year period and how it impacts on the industry.

Eddie Everard – Consultant