Friday, 8 January 2010

Jonathan Ross: Lessons for HR (!)

Jonathan Ross’s decision to leave the BBC may be a disappointment to some and a welief to others, but at least it serves as a weminder to HR pwofessionals of the importance of welevant and wealistic pwocesses.

  • Make sure that you have a wobust succession plan in place for your high performers and key talent
  • If an employee thweatens to leave, incweasing his wemunewation won’t always wetain him or her; pwoviding twaining is often a more effective wetention stwategy
  • Check that your key talent have wetention clauses in their contwacts, so that if they wesign, you can legally wequire them to work their notice pewiod
  • When wecwuiting new employees, if the ability to communicate clearly is important, make sure that this is stated as a wequirement in the job specification
  • By all means use the buddying approach to welcome newly wecwuited employees into the company, but keep them away from Wussel Bwand: he’s twouble!
Jonathan Ross to quit as TV and radio host with the BBC
  • Are there any more HR pwocesses that Wossy would stwuggle with?


  1. I am surprised at you Mr Salisbury.

    Surely you aren’t suggesting that people who are unable to pronounce their ‘r’s’ are unable to communicate clearly? This is certainly not the case as successfully demonstrated by Mr Jonathan Ross and Mr Mark Owen.

    As for other HR policies then I’m not sure how you manage a dignity at work policy when your employees include comedians of various persuasions. As we all know what makes one person roar with laughter can make another roar with indignation.

    EBTG (aka Mrs Whitehouse)

  2. Haaa haaa....Lovely post!
    Can't stand Ross now. Over smug - over paid! He's not very amusing either. I find his so called "wit" malicious & smutty.
    He 'ain't got talent, just average script writers....
    Delighted to see the back of him.