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!
Performance Appraisal Time ⚓︎
It’s that time of year again when the performance management cycle in most organisations generally kicks off. The process varies from one employer to the next ranging from dusting off the annual appraisal forms to more regular reviews, with others having claimed to have ditched appraisals altogether in favour of more regular, snappy ‘performance conversations’. The latest CIPD report ‘Could do better? What works in performance management’ explores this notion further by highlighting that there is a ‘good deal of hype’ surrounding this, yet what is happening in reality is that those employers are actually abolishing the one-off annual review and replacing it with ongoing discussions and assessments of performance. This is in fact
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