Olga started her HR career back in 2002 at Administrator level and worked her way up to Human Resources Manager responsible for managing the entire HR life-cycle in a fast-paced tech environment. Olga has presented at many tech events and has conducted TV and radio interviews as well as producing internal and external promotional videos to promote the employer brand.
After leaving the software sector Olga worked in the public sector in an interim Employee Relations position before moving to Phoenix Natural Gas as Human Resources Manager responsible for both HR and payroll. Here Olga digitised the recruitment process and created a health and wellbeing strategy among other things.
Still within the utilities sector, Olga moved to firmus energy as HR Manager in August 2019 where she focuses on employee engagement through an array of engagement interventions.
Olga has a BA Hons in Sociology and a Post Graduate level Diploma in Human Resource Management. She also holds a NEBOSH certificate in Health & Safety Management and is a member of the CIPD.
Olga strives to add value to any organisation she works in with the genuine belief that employers have a duty to create an environment where people want to come to work every day and contribute to the success of the organisation; just like the janitor in NASA!
The rationale behind performance-related pay (PRP) is that it gives employees an incentive to work harder in return for a financial reward and in doing so generates higher levels of productivity. Yet despite the common use of PRP, research indicates that it generally not effective in terms of promoting high motivation and performance levels. This is because linking money to performance does not always work as people are motivated by different things. For those that are motivated by money this can change over time or peak at certain times of the year, for example in the lead up to pay award time or the prospect of a new car or holiday.
In organisations where financial awards are in place, conversations
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