Do you remember applying for your first job?
EY Foundation’s new programme Your Future supports young people from low-income families in their final year of school / college (aged 17-18) to secure a job after completion of their studies.
Each participant benefits from paid employability skills training, an application bootcamp, work experience and dedicated personal Job Coach for 6 months.
The Foundation is seeking 22 volunteer Job Coaches from Manchester who can provide advice and encouragement 1:1 as the young person seeks to find, secure, and sustain a new job. Volunteers will have a DBS check, NSPCC training, Coach training and support.
Monday, 25th April - Manchester Professionals Dinner Club - informal, inter professional networking with drinks and dinner in a wonderful venue - Masons - what's not to love? If you would like to join us click HERE for further details and to book.
Tuesday, 26th April - Officers Meeting 1.00 pm - monthly meeting of the President, Vice President, Joint Honorary Secretaries, Honorary Treasurer and Chief Executive
Wednesday, 27th April - Legal Education Committee Meeting at 12.00
Crown and Magistrates Court Committee Meeting at 4.00 pm
Thursday, 28th April - ED&I Committee Meeting at 12.00 pm
If you would like anything discussing at any of the committee meetings, or you would like to attend to have your input, please email FranEccles-Bech@manchesterlawsociety.org.uk
PLEASE HELP US TO HELP YOU .....
Law firm marketing can be a struggle.
Whether its time, strategy, or understanding of tech, a lack of effective marketing can be the difference between your law firm being at the top, or trying to keep up with your competitors.
We're working closely with our official preferred digital marketing partner, Legmark to better understand your marketing needs with the aim of providing you with practical ways to solve some of your issues in simple and effective ways.
Please take a few moments to complete this short survey so we can serve you better.
We are excited to let you all know that we are taking the publishing of The Messenger "in house". (We just don't have enough to do!!!)
After many years of working with the indomnitable, and irreplaceable, Julia Baskerville, and for the last three months, East Park Communications, who we did enjoy working with, we have decided that the time is right to do it ourselves!
But we need YOUR help! This is YOUR magazine and YOU should be telling us what you want in it!
And don't forget that one of the benefits of membership is that our members get their articles published FREE OF CHARGE!
So why not join in the conversation and share YOUR news with YOUR community.
Tell us all about your:-
Movers & Shakers
Awards and Accolades
Charity initiatives and pro bono work
Well being intiatives
Interesting Cases
Anything (within reason) that you think would be interesting to our readers!
We'd love to hear from you!
The deadlines for the remaining editions for 2022 are:
June edition - 20th May
July edition - 24th June
August edition - 22nd July
September edition - 19th August
October edition - 23rd September
November edition - 21st October
December edition - 18th November
January 2023 edition - 16th December
Traditional performance reviews are dead – at least, they should be. Long before Covid, the annual review only sought to tick a box rather than make a real difference to people’s performance. But why is hybrid-working specifically bad for performance reviews?
Hybrid has made the playing field bumpy
Two things: your managers and their biases. Is office presentism affecting their feedback? Do flexi-working employees get penalised for “taking advantage”? Is recognition being shared more often and audibly for in-office employees than remote staff? Just some ways that hybrid can affect performance reviews. So, here’s how to make it fair.
Up the frequency
Heard of the 1% rule? It’s easier and more impactful to make small changes often than transformational shifts. Think about New Year’s Resolutions… Weekly check-ins increase the frequency of employee-to-manager-to-employee feedback. Feedback underpins change. Regular check-ins are a good cadence to review goal progress and help to refocus priorities.
Performance conversations, not reviews
Reviews need to become conversations between managers and employees where past progress and future outcomes are agreed. The aim? Encourage employees to own their performance and development. People like autonomy. They want to be trusted to deliver the outcomes required without being micro-managed. But they can’t do without clear goals.
Set clear goals
Grab a copy of How to set OKRs that actually work. It shows you how to align team and individual goals or OKRs (objectives and key results) to company strategy. That way, employees can clearly see the contribution they’re making to your company’s success. It encourages autonomy by helping employees prioritise their workload, and ownership because they can see the impact they have. But goals can quickly become stale. And we often set-and-forget them until our next performance review.
That’s why upping the frequency at which we review them – and our performance – is key.
To see how Weely10 can help you to have the best and most engaged people reach out to Laura Bailey on 01978 548933 or email laura@weekly10.com
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