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  • Baroness Anne Jenkin on Women2Win, JK Rowling and the ‘Animal Farm of our times’

    Baroness Anne Jenkin

     

    My prime role in life is as an advocate for getting more women in parliament. But lately I’ve found myself speaking out more and more about the trans question. Ever since the JK Rowling furore, I think the question of gender dysphoria and feminism have become impossible to separate – perhaps they always were.

    I have become interested, for instance, in the case of Sinead Watson, a Scottish ‘detransitioner’, who is a campaigner on this issue. She changed gender but now her argument is that she should never have been allowed to have a double mastectomy and hormone therapy, and she’s taking the Sandyford clinic in Glasgow to court.

    We’ll see the result of that case, but the 5,000% increase in the number of girls presenting with gender dysphoria is highly disturbing. The research seems to point to the fact that it relates in some ways to the amount of time young people spend on their phones. They are driven to consider the matter by influencer sites, and unfortunately it’s not possible to say that the influencer sites have no commercial interests in the fate of these young people. That’s why we have a 25 per cent year on year interest in puberty blockers and cross sex hormones.

    In addition to that we have the widespread availability of violent porn, which until 15 years ago you’d have to reach for from the top shelf of a convenience store – and pornography was in those days tame by comparison to what we see today. Today everybody has access to everything and that is not only screwing up relationships, it’s also making young girls very fearful about sex when they see what’s expected of them.

    It’s traditionally always been a traumatic period, when your body is changing from childhood into womanhood – or childhood into manhood. Traditionally, girls who struggled psychologically and emotionally with that might have become anorexic at that point. But today they have this other option which is to bind their breasts, and be injected with testosterone.

    In a way what we’ve done is to conduct – pretty much by accident – this huge social experiment on children without really having any understanding of what the long term implications are.

    At the centre of all this is the so-called JK Rowling cancellation. If you look at what Rowling said in her original blog, I challenge anybody to find anything remotely controversial in it. People who repeat it and say she’s transphobic, or a hater or anything like that – I don’t think any of them have actually read what she wrote. In fact, most of us are very proud of being women, and though it has its challenges, it’s also a tremendous privilege.

    We’re at the point now where women feel they have been understanding and sympathetic about the question of female single sex spaces for too long. This is especially the case as while they’re being nice, their sex-based rights are being eroded. So you’ve got this concern about safeguarding children on the one hand, and concern around single sex spaces on the other – and single sex spaces are single sex for a reason.

    Some people try and make the comparison that the plight of the LGBTQ community resembles the fight over Section 28 in relation to gay rights. What they don’t understand is that this is a clash of rights. Both women’s right and trans people’s rights are protected characteristics under the Equality Act. It’s not something we can turn away from – we need to sort it out.

    Fortunately, there’s a novelist out there able to satirise this – and insodoing make sense of it a little. This is the brilliant parody The End of the World is Flat written by Simon Edge. It’s the story of small charity which achieves everything it needs to achieve and then has to pivot into campaigning for the – exactly as Stonewall has had to do once it achieved its goals in the field of gay rights. It is the Animal Farm of our times.

    But Edge’s novel ends happily, and I don’t know where this particular story will end – I only know we need to sort it out.

     

     

  • Stuart Thomson: Don’t Be Afraid To Ask Questions in the Workplace

    Stuart Thomson

     

    We all want to learn by receiving feedback on our work but sometimes that just isn’t enough. But rather than simply being grateful for the words of advice, we should challenge more and ask questions.

     

    Learning from others is how many of us develop skills and progress in our chosen profession. The idea that you are briefed to deliver a piece of work, deliver that work and then receive feedback on it is a cornerstone of the workplace. It is how everyone from interns and trainees upwards get better at their jobs and progress. Even when you reach ‘the top’, the idea that the best leaders still listen and learn from feedback features in any good management or leadership book.

     

    But that approach often fails to recognise that the person giving the brief or the feedback is any good at doing so. They may never themselves have been given any particular instruction and are instead relying on their similar experiences of 20 or more years before.

     

    You should always be prepared to ask questions designed to help you deliver better quality work. Questions are completely acceptable at each stage:

    ·      Briefing – think about whether you are receiving the information you need, everything from context through to delivery date.

    ·      Drafting – it is useful to have opportunities to ask questions as your work develops rather than have to wait until the endpoint. The process should be an iterative one.

    ·      Feedback – the days of the red pen used liberally to change words, phrases, sections or scribble indecipherable comments may not be as much a thing of the past as one would hope. When the feedback is not clear then questions are essential.

     

    Some questions may seem silly to the person you are asking them of. But that is their problem, not yours. You need to ask the questions that help you to learn and understand, not what they think you need to help you.

     

    The questions should ideally not cover the same sort of ground every time. You should consider different aspects of your work. That approach would be more constructive from your perspective and has the added benefit of not unnecessarily antagonising the person you are working with.

     

    With questions though should come close attention and good listening on your part. Going over the same ground each time simply because insufficient attention was paid will not be forgiven.

     

    If, however, you find yourselves revisiting the same territory for most work then that may betray a deeper, underlying problem. Either you are not learning from what you are being told or the explanations provided are of a poor quality. In these sorts of circumstances, it would be beneficial to seek the input of others.

     

    Personally, I take notes at every stage. It is useful to refer back to feedback received and it is doubtful that you will remember everything discussed. It also means that if you are ever challenged on any aspect of the work then you have a record to fall back on. Recollections of what was asked for can, for instance, easily vary.

     

    A good workplace should encourage a challenging and questioning approach. An organisation can learn as much as any individual can. If the approach is more ‘command and control’ then I would question its approach and consider whether it was the type of place I wanted to work? Whether it was the type of place that I could really develop myself and my skills?

     

    So, don’t be afraid to hold back but do remember that asking questions is about people as much as it is direct learning.

     

     

  • As a new £100 million hydro scheme is approved in Scotland, what are the job opportunities?

    Finito World

     

    The news that a giant hydro scheme which would double the UK’s ability to store energy for long periods is about to take shape thanks to a £100 million investment by SSE ought to focus minds about the jobs available in this area.

    It’s certainly an eye-catching problem, including a proposed 92 metre-high dam and two reservoirs at Coire Glas in the Highlands: it’s also a landmark one, being Britain’s biggest hydroelectric project for 40 years.

    So what jobs are available in this sector?

     

    Hydrologist

    Hydrologists are responsible for studying the properties of water and how it behaves in natural and man-made environments. They work closely with engineers and other professionals to understand the flow of water through a hydro scheme and to determine the best location for a hydroelectric power plant. A degree in hydrology or a related field is typically required to pursue a career as a hydrologist.

    Civil Engineer

    Civil engineers are involved in the design, construction, and maintenance of hydroelectric power plants. They are responsible for ensuring that the plant is built to withstand the forces of water and can generate electricity safely and efficiently. A degree in civil engineering or a related field is typically required to pursue a career as a civil engineer in hydro schemes.

    Electrical Engineer

    Electrical engineers are responsible for designing and maintaining the electrical systems that run the hydroelectric power plant. They work closely with civil engineers to ensure that the electrical systems are integrated with the physical infrastructure of the plant. A degree in electrical engineering or a related field is typically required to pursue a career as an electrical engineer in hydro schemes.

    Mechanical Engineer

    Mechanical engineers are responsible for designing and maintaining the mechanical components of the hydroelectric power plant, such as turbines and generators. They work closely with electrical engineers to ensure that the mechanical and electrical systems work together seamlessly. A degree in mechanical engineering or a related field is typically required to pursue a career as a mechanical engineer in hydro schemes.

    Project Manager

    Project managers are responsible for overseeing the planning, implementation, and completion of hydroelectric power projects. They work closely with all members of the project team to ensure that the project is completed on time, within budget, and to the required specifications. A degree in project management or a related field is typically required to pursue a career as a project manager in hydro schemes.

    Environmental Scientist

    Environmental scientists are responsible for assessing the impact of hydroelectric power plants on the environment and ensuring compliance with environmental regulations. They work closely with project managers and engineers to ensure that the hydro scheme is designed and operated in an environmentally sustainable manner. A degree in environmental science or a related field is typically required to pursue a career as an environmental scientist in hydro schemes.

    Operations Manager

    Operations managers are responsible for managing the day-to-day operations of hydroelectric power plants, including maintenance, repairs, and upgrades. They work closely with engineers and other professionals to ensure that the plant is running smoothly and efficiently. A degree in operations management or a related field is typically required to pursue a career as an operations manager in hydro schemes.

    Hydrographic Surveyor

    Hydrographic surveyors are responsible for surveying bodies of water to gather information about their depth, shape, and other characteristics. They work closely with hydrologists and engineers to ensure that the hydro scheme is designed in a manner that is compatible with the natural environment. A degree in hydrographic surveying or a related field is typically required to pursue a career as a hydrographic surveyor in hydro schemes.

    Control Systems Engineer

    Control systems engineers are responsible for designing and maintaining the control systems that regulate the flow of water through the hydroelectric power plant. They work closely with electrical and mechanical engineers to ensure that the control systems are integrated with the other systems of the plant. A degree in control systems engineering or a related field is typically required to pursue a career as a control systems engineer in hydro.

     

    For advice on how to contact us for mentoring services go to: finito.org.uk

  • As the Met faces crisis, is the police still a desirable career?

    Finito World

     

    It’s not a good time for the Met, to put it mildly. The murder of Sarah Everard, together with the publication today of Baroness Casey’s damning report into institutional issues regarding homophobia, racism and misogyny will only add to the perception that a career in the police is almost as bad as a career in crime itself.

    Of course, there are still things to be said in favour of working for the police. Working in law enforcement, specifically for the police force, has been a career path that many individuals have found to be both rewarding and challenging.

     

    One notable benefit is job security. The police force has a steady stream of demand, which makes finding a job in this field relatively easy: recent government statistics show a 4.2 per cent increase in full time officers in 2022, with over 140,000 full time officers. Moreover, law enforcement agencies tend to provide officers with competitive salaries, benefits, and pension plans. Additionally, police officers have a clear career path, with opportunities for advancement in rank and specialisation.

    At its best a career in the police also gives you a sense of community that can be hard to find in other professions. Police officers work in teams to protect and serve their communities, which can foster teamwork and camaraderie among colleagues. The police force also offers opportunities to participate in community outreach programmes and public safety initiatives. In addition, the work can be undeniably rewarding, in instances where crime has been prevented,

    Another plus point is that police work provides access to continuous learning and training opportunities. The police force offers specialised training programmes for officers to develop skills in areas such as forensics, criminal investigations, or counterterrorism. Joiningthepolice.co.uk lists the typical mentoring you’ll receive in the police:

    “Around 18 – 22 weeks classroom-based training – you’ll learn a lot about various aspects of policing, the law and procedures but don’t worry, it’s definitely not boring! It’s normally broken up by role plays and practical sessions. 

    You’ll receive first aid and personal safety training.

    You’ll also undertake a driving course to give you the on-the-road skills you need to do your job. 

    You’ll then typically be assigned to a tutor and spend around three months as part of a response rota, developing your on-the-job skills and experience, from taking statements to diffusing tense situations and making your first arrest. Officers can also choose to specialise in specific areas of law enforcement that interest them, such as community policing or detective work.”

    On the other hand, police work can be stressful and dangerous, particularly for front-line officers who are often exposed to life-threatening situations. Officers may also have to work long hours, including weekends and holidays, which can be challenging for those with families. The high-stress nature of the job can also lead to burnout and mental health issues, such as depression and anxiety. On Glass Door, job satisfaction is a relatively low three out of five stars with some staff complaining of lack of central government support and an invisible management structure.

    As today’s report shows, there’s an increasing amount of public scrutiny with the police, meaning that morale can sometimes be low among the majority of the police who do not deserve criticism. There are still commentators, such as Peter Hitchens, who argue that the force should be disbanded altogether so remote has it become from its original nature.

    That pressure is likely to increase as a result of today, but it will likely remain a career with many of the positives described above.

     

     

  • Study reveals most in-demand finance careers

    Finito World

    Auditing is the most desired finance career, according to a study by CMC Markets. The study, which analysed Google search data and Indeed job listings, found that the banking sector in particular is seeing a high number of searches.

    ‘Actuary’ is the second most searched term on the list, and it is the only insurance related career to make it to the top ten. There are currently 1,030 actuary jobs on Indeed, compared to 785 auditor positions.

    In third place lies corporate banking, with 166,600 searches and 3,748 Indeed job listings. Searches for bank teller jobs numbered 43,250, but only 35 bank teller jobs are available on Indeed.

    Forensic accounting and compliance officer roles saw a similar amount of interest, however there are 6,685 compliance officer roles in the UK as opposed to only 64 forensic accounting openings.

    Michael Hewson, chief market analyst at CMC Markets explains the importance of tracking interest within the finance industry.

    “Despite the scarcity of jobs in some industries, it seems that there is a noticeable interest within different sectors of the finance world.,” Hewson says, “It is interesting to see that a large proportion of this number is made up of searches related to the banking sector. As a whole, financial careers are being searched for 2,935,840 times per month on Google. This number is definitely something to keep an eye on as people may look to seek new opportunities in 2023.”

  • Opinion: Job-seekers need to embrace this period of change

    Finito World

     

    It was Ernest Hemingway who said in respect of bankruptcy that it happens ‘bit by bit, then all at once’. Societal change can sometimes seem similar. 2022 has felt like a fast forward button pressed on our lives: everything appears to be occurring helter-skelter, and at breakneck pace.

    The state of play geopolitically has been accelerated by Vladimir Putin’s tragically stupid invasion of Ukraine. This, in turn, has sent the economy spiralling, as inflation has gripped the UK, partly due to the legacy of Covid-19, and partly due to successive administrations’ failure to produce a plausible and independent energy policy.

    The economic turmoil has been exacerbated by an incompetent Bank of England interest rate response, which piled on unnecessary pressure on homeowners. Add in a dicey shift to the Truss administration, and the death of a beloved monarch, and the world looks very different at the finish of 2022 to what it looked like at its start.

    But what period of history is without turbulence? In truth, no age is without its anxieties and shocks, its disasters and its queasiness.

    Besides, political turbulence always has an inner meaning. To take a historical parallel: when Joseph Chamberlain and Winston Churchill were tearing apart the Conservative Party over the question of free trade, in a way which might remind us of the 2022 summer battle between Liz Truss and Rishi Sunak, few could have known that this would lead to the redistributive Asquith pre-war administration, and the beginning of the birth of the welfare state. One order was ceding to another: and that would mean, in time, opportunity for workers previously undreamed of.

    Similarly, as Keir Starmer’s Labour Party seeks to pivot – not always convincingly – to the right, and as sizeable swathes of the Conservative Party argue for higher taxes, and not, as used to be Thatcherite orthodoxy, a smaller state, then it can seem as if some new alignment is struggling to be born. It will have its opportunity alongside the uncertainty.

    That’s because turbulent periods always house creativity – and creativity leads to economic activity. The period in the leadup to the Asquith administration saw an enormous amount of invention from air conditioning (1902), to radar (1904), radio broadcasting (1906) and the electronic washing machine (1907). Even World War One engendered numerous inventions we still use today from daylight saving time to Kleenex, zippers and even sanitary pads.

    Ingenuity and perception sharpens in times of crisis. Most economists agree that technology is inherently deflationary insofar as it saves business costs and reduces labour requirements. It was recently noted by chief executive of Ark Investment Management, Cathie Wood that in 2022 companies are rapidly increasing innovation across a range of areas including adaptive robots, autonomous mobility, blockchain, gene editing, and neural networks. And these technologies, once they are introduced and widely adopted, will either lead to jobs, or free up human capital for further invention.

    The world, especially as it is portrayed by today’s media, might be full of vicissitudes, crises and sudden shifts, there are in reality certain constants which don’t get reported.

    The first is human creativity. Consider this array of geniuses in the 20th century: the Wright Brothers, Amelia Earhart, Albert Einstein, Marie Curie, Charlie Chaplin, Sir Timothy Berners-Lee, TS Eliot, Igor Stravinsky, Pele, and Nelson Mandela. All were undeterred by the grim news of the day, and of course, another list might be compiled at will – and another and another – until it filled up the whole of this explanation simply with the names of high achievers – without even enlarging on the actual content of their exploits.

    Now consider that they all operated in the same centuries as Nazism, Stalinism, Maoism, and numerous genocides and disasters.

    That brings us to the second reason for optimism: opportunity. While opportunity isn’t evenly distributed across society at any one time – an inequality which has led us to create the Finito bursary scheme – its overall quantity is clearly on the increase as education broaden, and as the standard of living rises.

    These considerations ought to buttress job seekers against despair and make us realise that however the economy or the world might look at any one time, the next development is round the corner, and it’s just as likely to be a good one as a bad.

  • A Letter from Cyprus: Sophia Petrides

    Sophia Petrides

    Relocating can be a breath of fresh air, literally and figuratively. After decades of battling through the commute into the City of London, elbowing my way through the crowds of financiers and brokers, I find myself savouring the relaxed mood that blows in with the warm sea breeze here in Cyprus. However, don’t mistake Cyprus for a quiet business destination because nothing could be further from the truth. We just do things differently here. Or at least, we used to. As a coach this is something I love to pass on to my clients – that you don’t have to be stressed and work 24/7 to produce great results. As the economy here booms, we all need to remember that. It could be the key to ongoing success.

     

    There is a joke you might know about a big shot from Silicon Valley who complains about an Italian restaurant in Rome for opening 5 minutes late. The angry millionaire tells the owner “The USA dominates the world because we always open on time!” and the restaurant owner replies “So what? We Romans used to dominate the world, but then we discovered if you make tomato sauce like mama, the world will come to you… and wait for you to open.” The moral of the story is quality and high performance don’t mean re-creating someone else’s recipe for success. It’s about finding your own path. So, what is the right path for booming Cyprus?

     

    Finding the right path for Cyprus is more complex than it sounds. The Migration Department reports circa 9,000 relocations from international companies. This is reflected in our economic growth – GDP is forecast to grow by around 3.3% this year. Property prices have risen faster than GDP on average over the last 5 years and students and young executives are finding it hard to afford rent or affordable houses, particularly in the booming area of Limassol. We are resilient people, but now is the time for leadership to reduce the problems other boom countries within the EU have experienced before us.

    Despite a slowdown in property investment since the abolition of the so-called Golden Passport route to citizenship last year, in 2022 the government introduced more favourable tax benefits for foreign companies to set up their headquarters in Cyprus and have also introduced “The Digital Nomad Scheme” enabling people to enjoy our beautiful weather and quality of life, while working for companies operating outside the country. The scheme aims to transform our business ecosystem by attracting talented individuals and entrepreneurs. This is hugely positive but begs the question of Cyprus – the last nation in the EU to set a minimum wage – how do we make sure homegrown talent benefits from the boom? (Because most young Cypriots report they can’t afford the rising rents or a night out with friends in downtown Limassol). If we learn from EU countries that experienced similar recent booms – in Central and Eastern Europe – two things become clear.

    Firstly, company leaders need to focus on talent retention, because there is already a shortage of young local talent in our cities, and that will only get worse as more companies arrive. Holding onto the best new local hires and managing local talent will offer cost benefits over recruiting from outside Cyprus. Training and coaching, reduces staff turnover dramatically (studies show 30-50%) – so coaching for emerging Cypriot professionals should help to encourage them to build careers here, not leave for destinations where rents are cheaper to make their wages go further.

    Secondly, if we want our young people to benefit from these opportunities, we need to invest in mental fitness and resilience. Young workers aged 18 to 30 are perceived to be under almost twice as much pressure as their more senior peers, being more likely to suffer from stress and worries about debt or struggling to pay their bills. If we want to avoid a brain drain of young talent moving to cheaper parts of the EU, leaders need to offer coaching programmes that prioritise wellbeing, resilience, and mental health at work, in addition to talent retention programmes and rewarding loyalty with competitive salaries.

    There has never been a more exciting time to live and work in Cyprus, but leading effectively through rapid growth – and change – means learning from previous EU regional booms to avoid storing up problems for ourselves in the future. That’s how we do things in the more relaxed, older and wiser cultures of the Mediterranean, isn’t it?

     

    Sophia Petrides is a Finito mentor

  • Diary: Toby Young on journalism, diversity-crats and not oversleeping

    Toby Young

     

    Journalism is a great career for someone in their twenties and thirties, but it’s a very people are given proper employment contracts by newspapers with pension benefits and healthcare. So once you’re in your forties and you’re married and have a family, and mortgage contributions to make it’s a less attractive profession. Some people combine it with doing other things. Others use it as a springboard into marketing and PR.

     

    Something I found unsatisfying about being a journalist is that there’s not much sense of progression. If you’re a reporter or a columnist, you’re doing the same thing day in day out for decades at a time. Unlike an architect where you can look back and say: “I built that” with journalism there’s sometimes a lack of a cumulative sense of achievement. If you’re on the editorial track, and you shin up the greasy pole and become editor-in-chief, that can be a different thing though.

     

    One time I had to interview the film director James Ivory. I overslept and I got woken by the publicist about half an hour after it was meant to have started. The publicist said: “That’s not a good enough excuse to keep him there!” “Well what should I say?” “Car crash!” When I got there he quizzed me in great forensic detail about my car crash. He obviously knew it was a lie. I thought at the end of it he might hire me as a screenwriter so great was my imaginative capacity.

     

    I’ve always had an entrepreneurial streak. I set up my first magazine in primary school, so when I set up The Modern Review when I was 27 in 1991, I was able to say I’d been in the publishing business for 20 years. I eventually got involved in education and set up four schools, and then more recently The Free Speech Union. Setting up schools and institutions gives you a sense of leaving something behind. You have to think much more commercially if you start things, and if there’s a market for it, and if so, how to reach that market.

     

    As British universities have admitted more and more students and grown in size, they’ve attracted left-wing academics with a sense of social mission who want to change the world by evangelising and converting them to the cause of social justice. It’s a generational shift. Most academics were radicalised in the 1960s, or those who weren’t have hand-picked their successors. As these resources have grown, more has been spent on diversity-crats. As tuition fees have gone up, students have become more and more demanding that they be looked after by university administrators.

     

    The Free Speech Union is often contacted by students and academics who have got into trouble for exercising their lawful right to free speech – sometimes quite bad trouble. So a good example is Timothy Luckhurst, who’s the head of South College at Durham, which is the equivalent of an Oxbridge college, for inviting Rod Liddle to speak. He was placed under investigation, and the Free Speech Union had to look after him. Durham is one of the worst offenders, and we’re often contacted from people like Oxford and Cambridge. On the other hand, we don’t get too many inquiries from Birmingham, and only a few from Exeter.

    One of the reasons to be cautious about how quickly the spirit of liberty can be restored is it was revealed to be in a very decrepit state during the last two years. It was surprisingly easy for the government and various public health agencies, civil servants and the BBC to persuade people to exchange their liberty for safety, much more so than it had been in the Asian flu in the 1950s. That was true not just of Britain but of most liberal democracies. Today, when we look at the Draconian lockdowns in China, and people streaming from their windows for help, we think that’s what tyranny like, but two years ago people did the same. That was a sobering moment.

     

    Toby Young founded the Free Speech Union

  • Socca Bistro: Ronel Lehmann Reviews an Energetic Dining Experience

    Sock it to them: Ronel Lehmann Reviews Socca Bistro

     

    Our dinner was booked at Mark’s Club, but my host informed me that the establishment was closed for a private event. I am not a member of any club. Instead, he had selected Socca Bistro in Mayfair which had recently opened. As I entered the lobby from the street, I struggled to hand over my coat and umbrella amid the onslaught of other guests arriving at the same time. The cupboard which intended to house personal effects was totally unfit for purpose and inadequate for the number of diners. It is best not to arrive there with a coat or briefcase and the freezing temperatures outside dictated queuing in an open doorway.

     

    The main brasserie was a hive of activity, and I was led to the rear of the restaurant into a private area and a corner table. My host warmly greeted me. He was already drinking tap water and I followed suit. Breads were served, two kinds of focaccia and a type of sourdough. No olive oil or butter was provided. For a while we both ate our bread and drank water.

     

    I noticed that there was a speaker immediately above our heads. Regular readers will know that I hate having to battle trying to have a decent conversation when music is blaring. I did ask the waiter to reduce the sound levels. He kindly obliged and for a short while we could hear each other.

    However, it was too good to be true and the volume increased again, so much so, I had to request another waiter to do something about it. I apologised to my host for making a fuss, until I was told by a member of management that the music is the result of seeking to create ambience in the restaurant. I thought to myself, I was enjoying the atmosphere without needing the insane music. We elected not to move table away from the by now very loudspeaker.

     

    This was supposed to be an early supper. I looked at the menu. Nothing caught my fancy. In fact, everything was fancy. There was a bold notice stating ‘Please always inform your server of any allergies or intolerances before placing your order. Not all ingredients are listed on the menu, and we cannot guarantee the total absence of allergens’. I wondered whether they might show similar tolerance for noise.

     

    My eye finally rested on Provençal Beef Cheeks and Sand carrots.  I asked if it was served with mashed potato. As it wasn’t, I asked for a side of Dauphinoise Potatoes to help soak up the gravy of the beef, however there was a lot of added cream with the gratin. There was only one single solitary carrot resting on the top of the cheek or two cheeks.

     

    My host ordered Steak with Galician Fillet Steak with Maitre D’Hotel Butter and additional sauce which did eventually arrive after further reminder. He too ordered the Dauphinoise Potatoes. It was comfort food after a cold windswept and rainy day.

     

    Two glasses of the house red wine, topped up for a third time from the 2017 Chianti Colli Senesi, Riserva, Bichi Borghesi, Tuscany, Italy which perfectly accompanied to our main courses.

     

    We didn’t order a starter nor a dessert. I did look at the puddings. Once again, they seemed rather fanciful. This didn’t feel like an establishment to linger in, although the staff were clearly extremely attentive and keen that we partake in a digestive before leaving.

     

    The rigmarole of finding my coat and umbrella in the cupboard was endured by me alone as my host decided to take air in the street and then walk me to my car. As I drove home, I thought: “Wouldn’t it be easier to be a member of a club?” At least I could hear myself think about it.

     

  • The cost of office miscommunication

    Patrick Crowder

    We’ve all done it. Missent emails, unfortunate autocorrects, and missed messages seem to be a natural by-product of the way that we communicate at work. These small gaffes are usually harmless, but some can cost employees their jobs and the respect of their colleagues, as well as costing businesses large sums of money.

    To see the common ways we miscommunicate at work, the telecommunications company TollFree Forwarding surveyed 1,000 employees about their workplace blunders.

    A slight autocorrect error.

    Office miscommunications are often not as humorous as the example above – and some can be costly. A study from the Independent Director Council found that large companies (over 100,000 employees) lose about $62m (£45,640,990) per year because of miscommunications.

    Stephen Hart, CEO and founder of the B2B credit/debit fee comparison toll Cardswitcher explains how simple miscommunications can cause chain reactions leading to serious issues.

    “Say your customer service team isn’t passing on customer feedback. Well, that’s going to cause problems for your sales, who don’t know how to tweak their approach. And your business development team, who won’t know how to improve the business. And your marketing team, who won’t understand your customer base,” Hart says, “Bad communication has a tendency to cause compound issues and spread to other business areas.”

    When it comes to remote communication, mistakes are common. 56% of employees surveyed said that they had sent a work-related email or text to the wrong person at some point in their careers. 70% of men surveyed admitted to miscommunicating at work, which is 21% more miscommunication than the women surveyed reported.

    These sorts of miscommunications can have social consequences, and may even lead to termination.

    While many managers will laugh off truly accidental miscommunications, if the message sent is offensive or sexual in nature then employers are usually within their rights to fire the employee who sent it. Tom Simeone, who is an attorney and adjunct law professor, explains.

    “Many employment contracts state that an employee can only be fired for “good cause.” Some contracts then go on to define a good cause, but others do not. So, insulting a manager, for example, could be grounds for termination, if the employer desired.”

    Miscommunications are not always accidental, nor do they always happen through remote communication. Sometimes, an office dynamic can lead to employees being afraid to speak up or voice concerns. Tracey Julien, who is VP of marketing at the retirement planning company Guided Choice explains how this situation occurs.

    “Many employees feel intimidated and even too embarrassed to ask their manager a question to clarify what is being asked of them. This is probably one of the easiest issues to combat and yet it still occurs time and again,” Julien says.

    Steven Hart suggests a way to combat miscommunication called “the daily stand-up”. These short meetings ask employees to answer three questions; What did you do yesterday? What did you do today? And what impediments or problems do you have?

    Hart explains how this practice can boost productivity.

    “The communication and productivity benefits are immense,” Hart says, “If someone is planning work that will disrupt someone else’s, you learn about it at the start of the day and can mould your day around it. Another huge benefit is that it highlights problems, issues, and impediments so someone can address them before they start causing problems.”

    Simple, mostly harmless miscommunications happen to us all, but it is important to address the roots of more serious miscommunication before it reaches dangerous levels. If businesses want to increase productivity and avoid social problems among employees, miscommunication is a top item to address.

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