I know I am being managed out of my HR job by firm’s new owners – what should I do?

I know I am being managed out of my HR job by firm’s new owners – what should I do?Question: I’ve enjoyed my role as Head of Human Resources with a large tech company for five years. A year ago, the company was taken over and the new owners brought in their own executives. Since then I’ve been moved to a smaller office and excluded from important meetings. I’ve been in the industry long enough to know that I am being ‘managed out’. Should I stay and fight or accept the inevitable payout? Answer: The turbulent times brought about by a company takeover can be challenging and unsettling in the immediate aftermath and the initial transition phase. Adapting to new approaches, while struggling to establish yourself in a changed environment, can become a negative cycle if not managed carefully. I suggest these steps: 1.Investigate the situation objectively It seems that the transition period has been particularly difficult for you and has left you feeling unappreciated and disengaged. It is important, however, to take time to assess the situation objectively before making any firm decisions. Coaching sessions can provide a safe space to consider the reality of the situation and assist you in separating your emotional response to the changes from the business reality. Work with a coach who is appropriately trained, experienced and understands your needs. Questions you may consider include: How has your role changed? How has the organisation changed? How have my feelings towards the organisation changed? Is the situation short-term or long-term? 2.Explore your options Having established a strong relationship with a coach, you can now explore all options in a safe space. This will help you to plan potential conversations with management, discuss your project capability, and develop an action plan. If coaching is not for you, it may be useful to create charts or lists outlining the advantages and disadvantages of all options. Do this outside of office hours and carefully maintain the confidentiality of any documents. Step back from the day-to-day of your role and consider the bigger picture for both yourself and the organisation. 3.Make a firm decision Once you have weighed up all options, take the time to become comfortable with your decision before acting. If you have decided to remain in the organisation, commit to this. Participate actively in discussions and projects and seize all opportunities. Should you decide to leave, begin your job search as soon as possible. Develop a strong CV and cover letter which accurately reflect recent experience and your career ambitions. Explore your network and mention to trusted individuals in your network that you are now actively seeking a new role. Contact recruitment consultants who specialise in your field and organise meetings to agree expectations. Practise your interview skills by organising mock interview sessions or recording yourself answering competency-based interviews on an iPad or similar device. 4.Leave on a positive note Should you decide to seek a new role externally, avoid burning bridges. The business community is small, meaning networks often interconnect. Although you may have no intention of rejoining the organisation in future, you may find yourself sitting across from an ex-teammate at interview or at a business networking event. Negative sentiment may also spill into your answers at an interview and limit your potential to secure a new role. Ensure that you do not allow your current dissatisfaction with the organisation to negatively impact your future career. You are responsible for your own career development and should consider all options in moving forward. Although this is a difficult time for you and for your organisation, you can use this as an opportunity to reflect on your career to date and drive forward with a renewed sense of direction and purpose. Negative sentiment and disengagement can derail even the most driven professionals’ ambitions, so try to focus on potential areas for growth and development, whether this be within your current organisation or in new challenges externally.           Caroline Ward HR Services Manager Collins McNicholas Recruitment & HR Services Group This article was first published in the business section of The Sunday Independent, on April 1st, and the original version can be read here....

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Why do I feel like my role hasn’t changed since my promotion to a management position?

Question: I was recently promoted to marketing manager within my organisation. During my interview, I was told that I would have more responsibility over certain project duties. But six months on I am still doing the same work. While my pay has increased, I feel like I’m not being challenged. I would like to take on more responsibility and progress my career. How can I address this situation with my boss? Answer: Firstly, congratulations on your promotion. In many cases, internal promotions do not get the same level of credence as moving to another business does. Selling your capabilities to your existing organisation can be more difficult, as they are acutely aware of you before the interview even happens. There isn’t always a job spec with internal promotions, so if you do not have one, your first step is to request one from your manager. A suggestion would be to create a draft job spec, based on your knowledge and expectations of the role, and send this to your manager to review and confirm. Your manager may not be fully aware of what you do on a day-to-day basis, and this is an ideal opportunity to further highlight your value to the organisation. It is important that you structure your approach to ensure that all parties are on the same wavelength. Start by setting up a meeting between you and your manager. While you have been promoted, it appears that you have only received a pay rise – and no extra responsibilities. This may be enough for some, but you want to progress your career so it is important...

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Collins McNicholas named one of Ireland’s Best Managed Companies

Collins McNicholas, Recruitment & HR Services Group, has been named as one of Ireland’s best-managed companies under the Gold category in the Deloitte Best Managed Companies Awards Programme. This is the company’s 5th time to be named one of Ireland’s top companies for demonstrating superior business performance. The award comes a month after the company was named as one of the Best Workplaces in Ireland in 2018. “We are delighted to be recognised for this award for the fifth year in a row. It is a testament to the commitment and dedication of our team, and the exceptional level of service they deliver, that has helped us to grow this business over the last 28 years,” said Niall Murray, Managing Director of Collins McNicholas. “We pride ourselves on the long-standing relationships we build with our customers and we would like to extend our thanks to all our customers for their loyalty over the years. Congratulations to all of this year’s winners.” The company was recognised  on Thursday, 15 March, at an awards gala dinner in Dublin’s Convention Centre which was attended by over 1,000 people from the Irish business community. The Deloitte Best Managed Companies awards programme, in association with the Bank of Ireland, promotes and recognises excellence in Irish-owned and managed companies. Now in its tenth year, it is the only awards scheme in the country that considers a company’s performance from every perspective. Deloitte Partner, Anya Cummins said: “2018 marks the 10th year of the Deloitte Best Managed Companies Awards programme, which has grown from 25 companies in year 1 to 137 in year 10. The programme...

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My manager is being cold with me since I got my promotion. What should I do?

Question: I was offered a promotion recently and I am now working equally alongside a manager who trained me when I moved to the company five years ago. Since I was promoted, she has become cold and distant towards me. I’ve always respected this manager and I was looking forward to working with her on a team. How can I address her attitude without undermining her?   Answer: Congratulations on getting your promotion to manager. It’s always a wonderful feeling to be recognised for your contribution to the company. However, it can be tarnished if you are not feeling the shared excitement from your co-workers or members of the management team. So, it can be a testing time to ensure you get all relationships back on track. I’ve got bad news and good news – the bad news is that you can’t control how others are going to react to your promotion. You may be surprised as to how some of the team react, but you need to be ready for this. The good news is that you can reach out to them to see what concerns they have regarding your promotion in order to build a better working relationship together. Resentment can creep in from other employees, almost unavoidably, be they direct reports or even current managers whom you may be working alongside. If they were already a manager based within the company, they may feel you did not deserve the promotion and perhaps that someone else should have got it over you. Walking in their shoes is a good place to start as they probably have mixed emotions right...

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Edwards Lifesciences to open operations in the Mid-West of Ireland

The attractiveness of the Midwest as a region to set up a world class manufacturing operation and source top talent across a range of roles was further endorsed this week with the announcement from Edwards Lifesciences to set up a European manufacturing site in Shannon with the creation of 60 jobs initially and further ramping up to 600 employees by 2020. Director of Collins McNicholas, Michelle Murphy, commented, “This is indeed a truly exciting announcement for the region and for the country overall as it puts Ireland firmly on the world stage in attracting foreign direct investment so when a global leader in patient-focused innovations announces such an investment in the country, and in particular in the Midwestern region, we have a lot to be proud about. This comes just weeks after the announcement by Jaguar Land Rover that they too are investing in the region to create a development centre to be based in Shannon and construction is very much underway at present.” Collins McNicholas’ team in Limerick are delighted to partner with Edwards Lifesciences on this exciting new development and are looking forward to working closely with them as they grow their presence in Ireland. For information on opportunities and vacancies please contact one of our specialist recruitment consultants on 061 512278 or follow the link below. Apply Now   March 5, 2018 – Edwards Lifesciences Corporation, the global leader in patient-focused innovations for structural heart disease and critical care monitoring, today announced that the company, headquartered in Irvine, California, USA, has chosen the Mid-West of Ireland for the location of a new plant to manufacture delivery components for...

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How do I encourage a quiet staff member to speak up and take credit for their work?

Question: I am responsible for managing two junior staff members at an advertising firm. They work on projects together but have their own specific tasks to carry out. When it comes to presenting their work to myself and my superiors, one of the members has a habit of hogging the limelight and claiming credit for all the ideas. How can I encourage the other team member to speak up more in meetings and inspire some confidence in them? Answer: This is a very common issue in almost every organisation. It is not always noticed or addressed so you have already taken the first positive step in acknowledging the need to address it. It is very important that an employee is getting the full credit for the hard work that they are putting into these projects and it can lead to issues down the road if they don’t feel as if they are getting the credit. If this continues to happen, the individual may feel they are not being valued. This can lead to a drop in their engagement, which will inevitably have a significant impact on their productivity. It is also important that the employee is getting the exposure to management that can be critical to their future career progression opportunities within an organisation. From an organisation’s point of view, it is crucial to know who is responsible for these ideas to ensure they manage and nurture this talent going forward. There are a number of ways in which you can address this issue in a structured way, which will benefit both the individual and the organisation: Investigate: You...

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Great Places to Work Event 2018

  What a night at the Great Places to Work Event! Over 900 attendees this year which is a record and The Clayton Hotel Burlington Road deserve great credit for running a smooth operation ensuring everyone was well looked after as always. The brilliant Camembert Quartet, house band of the Late Late Show, entertained us for the night and kept the proceedings moving along while John Ryan, CEO of GPTW, was excellent once again as the MC for the evening. There were guest appearances from An Taoiseach Leo Varadkar whose speech was very entertaining – perhaps we will see The Dáil entering GPTW next year! And Mark McCabe had everyone on their feet singing and dancing along to Maniac 2000! We are absolutely delighted to be recognised as a Great Place to Work for the fourth year in a row. Achieving fourth Best Small Workplace in Ireland – up from ninth the previous year – is something we are very proud of. We had a great night of celebrations with colleagues from each of our six offices nationwide  – all of whom are members of our Culture Team. The Culture team have been instrumental in planning and rolling out various health and wellbeing initiatives throughout the year and 2018 has already seen our culture team develop our calendar of events and initiatives for the year and choosing our new charity partner ‘Jigsaw’. Well done to all the companies who achieved the status of Great Place to Work in 2018 in particular to Abbvie on the fantastic achievement of number one Best Large Company in Ireland.        ...

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CIPD HR Awards 2018

Collins McNicholas were honoured to attend the CIPD HR Awards in the Intercontinental Hotel, Ballsbridge on Friday 16th February last as these awards celebrate and reward outstanding achievements in people management and development, honouring the valuable contribution that HR and L&D make to the success of every organisation.  What a wonderful lunch event it was too giving us an opportunity to meet industry leaders, network with other finalists and the judging panel, meet the lovely Kathryn Thomas who was MC for the event and enjoy a tasty lunch and musical entertainment in a top class setting.  The overall event was kindly sponsored by Sanderson and Irish Times Executive Jobs.   It was evident from the submissions and coverage on the day that all finalists are demonstrating the highest standards of HR and L&D across Ireland.  Collins McNicholas were a finalist in the ‘Embedding a Culture of Workplace Wellbeing’ category which was sponsored by Health Ireland, Department of Health.  This award recognises organisations which place employee well-being centre stage and have embedded a strong culture of workplace well-being ensuring that leadership, culture and people management capability and practices are supportive of employees’ physical and mental well-being at work.  Many organisations have seen such benefit from improved practices including an overall positive impact in the areas of engagement, motivation, team work and performance.  We were delighted to be listed as a finalist in this category along with the other category finalists including Central Bank of Ireland, Lidl Ireland/Lidl Northern Ireland, Musgrave operating Partners Ireland, Trinity College Dublin, Ulster Bank and WALK – congratulations to WALK on being the overall category winner....

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How can I earn respect from older staff members in my first job as a senior manager?

  Question  I have just taken on my first senior management role, after moving to another engineering firm. I am really enjoying the role. However, I’m in my 30s and a lot of the staff that I manage are older and have been with the company for longer than I have. Some of these staff members don’t always follow my instructions. What is the best way to earn the respect of these more seasoned workers? Answer  This is an all-too-frequent issue that can arise when you join a new team where the members are older than the manager. But it also commonly occurs where a team member is promoted within their team to team leader. The key to becoming a successful leader is gaining trust and ensuring that you develop a leadership style that matches both you and your team. But the reality is that no one size fits all in these cases. The most common mistake someone can make when taking on a leadership role is trying to make too large an impact in too short a space of time. While this can bear some immediate results, these can be short-term gains and result in longer-term pain of disengaged employees and in turn reduced productivity. While there is no magic solution to change things overnight, there are some steps, below, which you can take to gain trust and buy-in from your team. But, don’t forget that it is important you start with your end goal in mind. You need to be clear and concise as to what you want your team to achieve, implement processes to facilitate this...

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Collins McNicholas Galway Team Welcomes New Team Leaders!

  Collins McNicholas Galway welcomes the appointment of Eoghan Curtin and promotion of Christopher O’Toole to Team Leaders! Eoghan is a highly experienced Account Manager with 12 years recruitment experience across all industry sectors with multiple agencies in Ireland, Canada & Switzerland. A native of Bushypark, Galway, Eoghan holds a Masters of Business and a Bachelor of Commerce from NUIG and is currently completing a degree in Data Science and studying French and German to a professional level. Christopher O’Toole has received a promotion to Principal Consultant Team Leader to manage the Technical Engineering Division within the Galway office. Christopher is an experienced Account Manager having grown within Collins McNicholas from Junior Recruitment Consultant to Principal Team Lead within 5 years. During that time, he has had ample success, particularly in recruiting for specialist Engineering and Scientific roles for a range of clients. Prior to joining Collins McNicholas, Christopher spent a number of years working in the recruitment industry in Dublin.  A native of Oughterard Co. Galway, Christopher is a graduate of NUIG having obtained an honours degree in 2011.           Michelle Murphy Director Collins McNicholas Recruitment & HR Services...

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