A fresh take on ideas and trends in Human Capital

Explore what drives your employees

What is more important? Earning the greatest salary possible or doing what you really enjoy? Doing w

(image source)

What is more important? Earning the greatest salary possible or doing what you really enjoy? Doing work that satisfies your ambitions or just completing tasks that you are being asked to do? The main question here is: What drives an employee the most?

A hot topic going on in the HR sector is Emotional Intelligence. Basically, this is where a person has the capacity to be aware of and to be able to identify their own and other’s emotions.  People in business believe in keeping emotions and feelings private and objective would probably not agree with the importance of Emotional Intelligence. But why could this factor be useful? 

Studies showed that more than two thirds of all competencies relate to Emotional Intelligence, these competencies being essential for high performances. Daniel Goleman, the writer of the book “Emotional Intelligence: Why it can Matter More than IQ” provides two statements regarding Emotional Intelligence. Firstly, he writes that Emotional Intelligence may be more important for personal success than IQ. Secondly, Emotional Intelligence, unlike IQ, can be accurately measured and improved on. Knowing this, employers and employees could improve their Emotional Intelligence by training and information sessions. A higher Emotional Intelligence could lead to more success and understanding between employees. Employees that are comfortable with each other and are able to communicate well are likely to inspire each other in other to make successful working progresses.

Furthermore it is interesting to focus on the motivations of employees.  From experience I can say that doing something that motivates you keeps you more focussed, interested, productive and happy. Simply the feeling of working on a project you like will give you a great motivation to wake up in the morning and start on a new working day. As a company it is useful to find out your employees’ motivations. It will save you costs: Employees that are motivated not only work faster, but will also use their creativity to recommend process improvements that can lead to large amounts of saving for your organisation.

We at Mindmill always try to keep ourselves challenged. Finding new areas of interests, motivations and ideas helps us to keep enjoying the work we do!


Do you know how important keeping it simple with social media is?

Keeping it Simple with Social Media

With the constant growth of new technologies and new ways to communicate ideas, people globally are

With the constant growth of new technologies and new ways to communicate ideas, people globally are becoming more eager for new information. Instant messaging and the use of social media has allowed ideas and information to become viral, so much so it is a necessity.

This is why it is vital for businesses to converse online, many different platforms can be used to spread the right branding message for your business. Start a conversation now and follow the simple rules below:

The less words you can capture your audience’s attention with, the better. Mindmill follow this format in order to be more reliable and effective. Irvine-Dann-Murphy Law of computer delivered test construction states:

First Law

The greater the area of the screen covered by the test instructions, the less effective they would be.

Second Law

The more keys and buttons on the response apparatus, the less the reliability of test items requiring a quick response, as in a timed test.

This means when your content is KISS and straight to the point this is proven to be more effective and reliable when it comes to generating results and engagement.

Use emotive imagery to express the message and test different formats throughout your social media platforms to decide which one works best for you. Once you have this then the structure has been made.

Consistence is key. So stay active online as this will express your own motivation and passion for your business, positive vibes and ideas with a steady stream of engaging content can go a long way for a business. Always choose quality over quantity when creating posts, it’s all about your customers so keep the tone positive and use reliable sources.

The content you create can say a lot about your branding message also, try to change it up as often as possible, adding infographics, videos and images to convey the message. It’s easier to engage people when the message is appealing to interact with. Educational content, top tips and steps for success can also encourage and generate readership.

Take advantage of the advanced technology and use Google or Facebook analytics, this is an easy investment of time to spend that allows you to understand your readers/customers. These analytics will give you an insight to which content your business strives from by sharing.

For a new-to-social media business much like Mindmill, these tips can go a long way but they will take time and effort as this is not for the overnight success. Organic growth is all about engaging the people and creating the conversation.

Do you know what your organisational values are?

What are your Organisation's Values?

Can you answer that question? It can be a tricky one. First of all you need the definition of an org

Can you answer that question? It can be a tricky one. First of all you need the definition of an organisation value, as opposed to a personal value, this will be something that encompasses every individual in the company. From the top level, to the client facing employees and in some cases the customer themselves. When someone comes to look at your company they should be able to pick at random and say that is someone that encompasses, or strives, for those values.


So here comes the tricky bit, agreeing on what values you have. This can be difficult because everyone is an individual, and in that egotistical way we are we all generally think we’re right. Several challenges can come with this, some of the common ones are that your values actually end up contradicting themselves. For example if a company wants to achieve excellence in everything they do but at the same time want to take risks this cannot work; by taking risks you will sometimes fail (which is valuable in learning) but that means by definition you can’t achieve perfection or excellence. Another common issue could be that the values are too similar or just generic and don’t relate to your organisation. A great example is teamwork, I think everyone agrees being able to work in a team is a key skill and relatable to any job role in an organisation, but quite frankly it’s obvious. Having values that don’t engage with your organisation and its employee base would be the foundation for issues like alienation; you might as well say your company wants to make profit!


So, how do you find these values? To start with quite simply you just need to go into a room and hash it out with the decision makers. This may be frustrating and time consuming but the effort invested there will return in an engaged employee base, a motivated organisation and a clear impression to potential clients. It’s important to have the whole organisation in mind with these values, try and take emotional and ambiguous terms out of it and very importantly make each short, these aren’t mission statements. But it doesn’t stop there, you need to measure whether these values actually are a representative of your people.


This is the bit where you hear a scream in the background as people scramble for the door, not a 360! But no wait, we’re not like the rest we swear you tell them, just give this one a chance. What they’ll find is you’ve taken that interest to make it bespoke to your organisation, this won’t just be a generic file that is measuring teamwork and then put on the HR Manager’s shelf. When you engage with people and target something relatable they will return interest. This can be the starting point of bringing the organisation closer, optimising the talent it has there and going on to great successes.

First Impressions Are Everything

It’s generally assumed that 7 seconds is the time it takes to form an impression of someone an

It’s generally assumed that 7 seconds is the time it takes to form an impression of someone and, depending on what research you read, it can be as little as a fraction of a second. This is because as humans we’re designed to judge; it’s an evolutionary trait, we need to judge what is a threat and who is a friend and we need to do this fast. The problem with this is it makes us form stereotypes and judgements than can be damaging. Everything that we have experienced in our lives makes us programmed to perceive events in our own special way, making us incredibly unique in the fact that every person has their own story and an individual take on the world but as a sacrifice it makes us subjective in our judgements.


In the world of work the judgements made in a recruitment assessment need to try and be as objective as possible, this doesn’t mean taking the heart out of a decision, it means not letting that heart rule the decision. Handshakes for example have always irked me, I personally like to think I have a good handshake, I like many learnt a good style, practiced it and I understand its purpose of respect in business. But then you get the soft hander or the crusher and I’ll admit it evokes a knee jerk reaction in me about that person, but what has that handshake (with 100% certainty) told me about that person or how well they do their job? I’m sorry if this bursts some bubbles but it’s Nothing. That hand crusher could be just what you need in your organisation but because of a subjective interaction they are hindered in that selection process.


Hence why for an assessment processes of a candidate certain levels of objectivity should be brought in. Psychometrics and scientific methods come into play here, they don’t care if you’ve got long hair, like the 4th Indiana Jones movie or anything for that matter; these tools will simply assess on what’s needed for the job role. Objective assessments gets straight to the stuff that actually matters about a candidate, and why tools such as psychometrics should be part of any assessment process. Nepotism, Unconscious Bias and Assessment Fatigue, all these things are limited when you bring in objective assessments.


I want to make the point that letting subjective factors deciding who goes into your business is a dangerous gamble. Of course, a purely objective assessment would be just as bad because of how inhuman it would make a company seem but what is needed is a compromise to take out the issues from both subjective and objective assessments. It’s sometimes good to take a step back from the process to allow you to see the big picture, you want the best people in your business regardless about how you feel about them.

“If it isn’t broke, don’t fix it” – Tell that to Dick Fosbury

In 1968 Dick Fosbury took the gold medal at the Summer Olympics in the high jump. Aside from the gre

In 1968 Dick Fosbury took the gold medal at the Summer Olympics in the high jump. Aside from the great achievement of winning the gold Mr Fosbury drew great attention to himself because he did it using a technique that nobody else was using that year or any Olympics prior. A technique he had been perfecting for three years, now known as the ‘Fosbury Flop’; is now used by every high jumping Olympian.

When first hearing about this I was filled with the same kind of excitement that a child gets when they prove their parent wrong for the first time, that feeling that you have the ability to think of a better idea. Throughout my life I, like many, have tried to come up with good ideas for how to live and work but I think people should go further than that strive for that change in paradigm that can transform how something is seen to the rest of the world.

As I started my career I found it difficult to attempt any of this as I’d get shot down with the “this is how business is done” mentality, which I find both disheartening and frankly irritating. I do understand the importance of experience, great things can be achieved from listening to someone who has been through it all; however, I think it is naïve to just accept that without criticism. If someone says this is how we do it here at Organisation X I will always question why, this of course has got me in some trouble in the past but none the less I feel I should get an answer.

Organisations need to be able to facilitate open discussions that allow the question why and justify explanations when faced with scrutiny, else how on earth are they expected to develop? There is a particular saying that goes around that seems to have the lyrical rhythm to it that makes such phrases so appealing: “If it isn’t broke, don’t fix it”. This expression is something that represents the mentality of a population willing to accept the way things are as they are. This placid mentality is something that is damaging to any organisation, not in the explosive, corruptible way, but in the way that if you leave milk out for too long it’ll curdle.

If there is nothing in place in an organisation to encourage critical thought that organisation is wasting the key resource that is has, the innovation of an employee. A passionate employee will always strive to improve the company around them, but even the most enthusiastic of us start shutting up when we realise no one is listening. There’s one thing saying you’re open to discussion and you’re an innovative organisation but what actual policies do you have to allow the next “Fosbury Flop” to happen?


“When you reach that elite level, 90 percent is mental and 10 percent is physical. You are competing against yourself. Not against the other athlete.”  

                                             ~ Dick Fosbury, Champion Olympic High Jump Athlete

Welcome to Mindmill Insights!

Welcome to the new Mindmill Blog! This blog will be our new resource to inform our clients, partners

Welcome to the new Mindmill Insights site!

This blog will be our new resource to inform our clients, partners and anyone else that is interested about everything that we're interested in!  This will include news articles and also information on some of work we do for our clients, our new products and services and also other things that Mindmill do that people may not be aware of!

For more information on Mindmill, please contact us at or +44 (0) 845 0755 844.