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Penna in the Press

Penna consultants are often asked to contribute features and comments to the press. You might have spotted our name mentioned most recently in the articles listed below.

Journalists seeking a contribution from Penna should contact Rebecca Drury in the first instance. She can be contacted by email rebecca.drury@penna.com or by calling +44 (0)20 7933 8359.

29 December 2005 - People Management

The Search for Meaning

Penna CEO, Gary Browning contributes to People Management's preview of the key priorities for HR in 2006 with a two page article on the importance of finding meaning at work.

"Simply paying people more is usually futile," writes Gary. "Evidence shows that it only buys loyalty for about three months."

To discover how to create loyalty that is sustainable click here to read Penna's report on Meaning at Work.

23 December 2005 - People Management

Soul Searching

David Fairhurst, Vice President of People at McDonald's comments on Penna's Meaning at Work research and explain how McDonald's creates meaning for its people.

15 December 2005 - Financial Times

Work is not everything - especially at the bottom

Richard Donkin looks at Penna’s recent research and comments on the importance of creating meaning at work. “A recent piece of research among 1,765 UK employees carried out by Penna, a human capital management consultancy, found that the relationship between a job and personal identity is stronger the higher you rise in an organisation. This was reflected in the feedback from senior and older management far more than that from more junior and younger employees.”

Click here to see the article

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10 December 2005 - The Guardian

Hopelessly Devoted

A poll suggests that 90% of people would rather find a new job than a new love. Is work taking over our hearts as well as our minds? Featuring extracts from Penna's Meaning of Work research.

Click here to see the article

Penna is not responsible for the content of external sites.

29 November 2005 - Personnel Today

Language Lessons

Scott Beagrie writes about how HR professionals can learn the language of business, featuring contributions from Penna consultant and employee communication expert Alasdair McKenzie.

22 November 2005 - People Management

Help staff find meaning in their work

Katie Hope presents some of the findings of Penna’s research into ‘Meaning at Work’. “If firms did put effort into creating meaning, 55 per cent of employees said they would be more motivated, 42 per cent would be more loyal and 32 per cent would take more pride in their work.” Gary Browning, Chief Executive of Penna comments, “Creating meaning starts with the chief executive and the leadership team.”

22 November 2005 - Personnel Today

How to… create meaning at work

Scott Beagrie explores the findings of Penna’s reaserch into ‘Meaning at Work’ and gives 5 top tips on how to find new meaning at work:

1. Determine your values

2. Reflect on what you expect from work

3. Research potential new employers carefully

4. Find new ways to engage with your work

5. Give staff every opportunity to do a good job

Gary Browning, Chief Executive of Penna, gives an expert’s view on the issues around creating meaning at work, “Talent retention and workforce engagement are, and will be, the issues of the next decade. We have established that where there is a ‘meaningful relationship’ between employee and employer, organisations can deal with these issues more effectively.”

8 November 2005 - Evening Standard

Londoners take more pride in their work

Penna’s recent research on ‘Meaning at Work’ was quoted; “87 percent of workers in the capital say that they are proud to work for their organisation. Sixty-eight percent said they shared the same values as the business, and half said they felt that respecting their boss helped generate pride in their role.”

Click here for your free downloadable copy of Penna's Meaning at Work report

Penna is not responsible for the content of external sites.

1 November 2005 - Evening Standard

Never Stop Networking; even if you’re not job hunting, good contacts are the most important aspect of getting ahead.

Making any kind of career breakthrough doesn't come easily. You won't get far without experience - but it's the people you meet along the way who could eventually help your career. Paul Armstrong, Senior Consultant at Penna, comments on the importance of creating long-term relationships with a wide range of people and maintaining regular contact – not only to approach for a job or a favour. “By making sure you have access to a whole range of different people on a 'buddy' basis for information, advice and, in some cases, as a career sounding board, effectively it means you are offering to help other people just as much as you are seeking out their help.”

25 October 2005 - Evening Standard

The slow-promo dilemma

You’ve worked hard and enjoy the job – so why isn’t your career going anywhere? Paul Armstrong, Senior Consultant at Penna, comments on the importance of taking an objective view of your working environment, performance and career expectations when promotion doesn’t come, in order to be able to tackle the problem.

September 2005 - Financial Director

Star of the Show

Talent spotting and coaching your team for greater things will raise your profile and influence in the business and win respect for the finance department. Penna's Raj Tulsiani, Grahame Russell and Hamish Nisbet offer their points of view.

3 August 2005 - The Grapevine

Keeping the faith(ful)

With outsourcing of key activities on the rise, reassuring the remaining functions is ever more important. Beverly White, COO, Penna Plc, discusses the engagement challenges that organisations face when they take the decision to outsource. It is crucial that employers focus on the remaining employees to ensure that morale and productivity are maintained. White says "In the worst cases up to half the staff leave in the first six months after their colleagues have been outsourced."

10 July 2005 - Mail on Sunday

Loyalty’s fine…if you have the skills

Penna Consultant, Paul Armstrong, comments that a variety of employers is not as important as a variety of jobs. Working for one firm does not necessarily indicate a one-role career.

30 June 2005 - People Management

Outer Limits - Organisational Change

Organisational change is never easy, but does help from external consultants help of hinder the process? Grahame Russell, Director of Human Resource Consulting at Penna, explores the value that management consultants and interim managers can generate. BT's Vice President of Talent Management comments on the way Penna Consultants added value through their knowledge of the business and the market.

June 2005 - Human Resources

10 ways to get the most out of your mentors

Jane Simms interviewed Jonathan Perks, Managing Director of Leadership Services, Penna, for this feature for the new Learning & Development supplement for Human Resources Magazine.

March 2005 - The Journal of the Institute of Management Specialists

HOW TO BOOST STAFF RETENTION

Robin Davies presents a nine step plan to help organisations address the issue of staff retention:

Start early
Pay the going rate
Build a sense of belonging
Avoid information overload
Create a development plan
Assign a mentor
Find further assignments
Be flexible
Don't ignore values.

21 January 2005 - eFinancialNews.com

Walking the plank: Outplacement throws a lifeline

Senior Penna Consultant, Jane Rothwell, provides comment on the benefits of receiving outplacement support following redundancy.

1 January 2005 - Grapevine

How to choose..An Outplacement Company

Outplacement experts from Penna contributed to an article covering the top ten tips in choosing an outplacement partner.

2008 Press Coverage

2007 Press Coverage

2006 Press Coverage

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