A presentation of some core learning and thinking that we have come away with from #CIPDACE17

2. Peter Cheese’s
“Good work is
about making
people
feel safe and
letting
them
“Organisation
s should be
asking
themselv
es what they
are doing to
make work
truly
good for
employees”
“There is no such thing as
best practice. Instead
we should look to best fit
practice depending on
each organisation.”
“at the
heart of
everything
Is people
and how we
grow,
support

4. “Success is about
hiring the best
talent in the
room”
“You have to be
bold in order to
bring people with
“We need to make
sure that we’re
evolving
technology to
“The pace and scale
of technological
development is
something we
actively need to
keep up with… you
never know it all”
Martha lane fox
Opening keynote

6. Paula Leach on
“We wanted to
create a
performance
culture owned
by the
organisation.”
“New Home Office approach
is based on up-skilling
line managers, working
across teams to create
solutions and leading
technology change for the
future.”
“In giving people the
space, time and
support to have these
conversations about
people management, we
are bringing out the

9. “Deloitte spent
1.8m hours a year
on internal
performance
management.
How did this
inefficiency
affect their
bottom line?”
“We should be
positioning
managers as
coaches not
evaluators”
River Island’s
Core performance
management
processes:
• In the
moment
Outcomes:
- 6% increase in manager
approval rates
- 9% increase in people
feeling their managers
give feedback which

11. “Listen to what your
staff say and
demonstrate you’re
willing to make
changes. Not all
leaders have the
emotional intelligence
to do this”
“Open loop dialogue
between managers and
employees is vital to
show your people that
their opinions result
in change”“Only 1/5 managers have
any formal management
training. This has a
tangible impact on our
national productivity
“We must properly train
managers in how to
deliver pastoral care
for employees in order
to ensure that your
Paul Devoy
Impact of
Activating
Employee Voice