Georgina Y, 25 Mar 2024
I just think the training programs could be a little more exciting i benefit more from face to face
sarah m, 02 Mar 2023
Great theory but depends on the others within the same office space. You can work on your own happiness or RP squared but it's somewhat tricky when its affected by other individualsResponse : Sarah Thanks for the feedback. You’re right it’s hard when you are impacted by others. When we worked with Sarah on this podcast, we talked about insulating yourself from others - not allowing the people around you to damage your own feelings. We can’t choose the people we work with, but we can focus our attention on the positive relationships we have around us and work to shield ourselves from those that have a negative impact on us. Kindest regards, Esther
Samantha S, 06 Sep 2022
A patronising tone and a focus on assuming malicious intent behind absence that is unlikely to support good employee morale, motivation and engagement if approached in this way. Yes, there are people who swing the lead, but this video assumes the majority of people come from that place. In my professional experience they don't, and far better outcomes for all parties can be achieved by treating people fairly, kindly and yes firmly where necessary - as human beings.Response : Samantha, Thanks for your feedback. I wanted to assure you that it was not our intention for the tone to be patronising. I have spoken to our director this morning and we discussed the reasons for our approach to this video. Part 2 is meant to be watched after Part 1 of Absenteeism: Getting a Grip and is focused on the 'tougher cases'. It supports a conversation in regard to persistent/high level of absences, where there might be cause to believe that a regular pattern of absence has developed. The 4-minute guide that sits alongside this video highlights some practical conversation openers that define a supportive, wellbeing approach and reminds us that you should not assume malicious intent. If you don’t have access to the 4-minute reading guide do let me know by reply and I can forward it to you. If you would like to discuss the content of the video further, then please do email me; I would be happy to have a more detailed conversation with you regarding your feedback. As a team we value the feedback we receive and want to ensure that we respond in a practical and open way. Kind regards, Esther esther.mcvee@scottbradbury.co.uk
Andrew C, 07 Oct 2021
Far too long 7 hours for what could have been a 1 hour.
Hollie W, 30 Sep 2021
I feel this will be a good course for people who struggle with accuracy, however if accuracy is generally already good I don't feel it will improve from this course. I did find the trainer and materials very good, but the nature of the course itself not very beneficial for me.
melanie s, 25 May 2021
I'm not sure how interesting a course can be when we are doing tests for most of a 3.5 hour session for two whole sessions! honestly the time frame this course takes and content needs to be reviewed. definitely should not be mandatory training. and it definitely should not be a course running over 4 days. i'm really sorry to have to leave this feedback, but I think that giving people the option to take the course, rather than making t mandatory, will be more valuable to those who need or want this training
Grace C, 23 May 2019
I enjoyed some elements of the course for example, the cluster method worked for me. However, I felt that the speed element did not suit my learning style. The course assumes every individual's learning style is the same and ignores that people work at different pace. I didn't think the speed at which we were expected to answer the questions reflected the way in which we work. We work under pressurising conditions but still have head-space to collect and process information at a decent pace.
Kelly L, 16 Jul 2024
Kelly L, 16 Jul 2024
Nick B, 09 Jun 2024