Mind Your Head

Who and why

  • PR & MARKETING MANAGERS

    • Define the platform and major events for building employer’s brand (including separate regions and specialities of the labour market)
    • Development of targeting the staff concept and communication program
    • Define the level of front-managers’ focus on costumer needs
    • Develop and implement client communication standards that will positively effect on customer loyalty

  • HR-MANAGERS

    • Prioritise the efforts on managing the staff in company in general, on getting a 3D-portrait of an employee and esteem of their state on key issues (employee turnover and loyalty, payroll budget, motivation and involvement level). To form strategic HR-politics and develop key projects for the following directions:
      • wages system
      • non-financial motivation
      • career ways
      • employer’s brand management
      • attraction and adaptation of the staff
      • training
      • candidates pool and etc.
    • To help colleagues (head of departments and small corporate teams) with decision making on single employees
    • To identify risks of strikes, sabotage, employees activity in legal issues in case of non popular measures implementation (wages, bonuses cut, redundancy)

  • СЕО

    • To see company state (management system, key issues and functions) from the point of view of employees and all-level managers, especially of lower levels
    • Make complex decisions basing on

      «

      live

      »

       feelings and impressions of the real work of the system, got of the employees during social esteem

    • Prioritise the changes in the management system program

  • HEAD OF DEPARTMENTS AND SMALL CORPORATE TEAMS

    • To make a decision on a single employee (promotion, horizontal mobility, wages change)
    • Define key instruments on rising productivity of departments / project teams / small corporate teams

  • INNTERNAL COMMUNICATION MANAGERS

    • Values implementation, normalisation of corporate culture with preliminary esteem of current peculiarities of staff structure values
    • Interprete into the staff language company’s aim and strategy, program of changes
    • Build a staff feedback channel and appeal treating system
    • Chose / build optimal channels of spreading information among the staff
    • Make efficient content for the Internet and inner media

  • WORKPLACE AND PRODUCTION SAFETY MANAGERS

    • To define influence range and origin of a human factor on workplace and production safety
    • To reveal among all causes of traumatism (whether due to the human factor or not) the primary and secondary ones
    • To reveal causes of insecure behaviour hidden from statutory records (open discussions with employees)
    • Prioritise key programs and means of safety rising due to their effectiveness
    • To develop a communication program for motivating secure behaviour

  • MANAGERS OF CHANGES PROJECTS

    • To correct/ create programs of organising changes up to their real current demand and effectiveness at the local level
    • To reveal and overcome the key causes of resistance to changes among the staff
    • To single out potential changes agents among the employees
    • To plan a communication program, motivating for changes

  • CORPORATE RESPONSIBILITY MANAGERS

    • To choose among all charity and social infrastructure directions and objects those of greater reputational dividends among host city population, company employees and other audience

  • GR-MANAGERS

    • To get ready for elections in host cities:
      • to build a political map of power of influence
      • to define options of the program suggested for citizens, program of candidates’ positioning
      • to choose promotion channels and events
      • to esteem basic challenges and risks
    • To esteem the host city as environment: to reveal the most obvious and pressing problems, on solving which the successful strategy of coworking with local authorities or personal election campaign can be based.