Bring me sunlight

Bring me sunlight

Faragher J.Personnel Today, 6 Jun 2006, Start page: 22, No. of pages: 3

Purpose – To describe a two-year training and culture change programme initiated at Unilever’s (the Anglo-Dutch household goods “giant”)Northwest Liquids site at Port Sunlight in Cheshire by the site’s human resources (HR) director, Damian Hughes, and how this programme improved staff morale and increased productivity. Design/methodology/approach –Mentions the fact that Unilever as a whole is experiencing such disappointing financial results that its shareholders have called for the company to be broken up into its two key divisions, food and personal care. Outlines the climate that pervaded the company when Hughes joined in 2004, characterized by employee disengagement and cynicism, and discusses the initiatives that Hughes introduced as part of the general culture change program, including the use of motivational speakers (such as Sir Garfield Sobers and Daley Thompson) and the development of“positive thinking” courses. Touches on some of the benefits the program has already delivered (such as a saving of £100,000 in 2005 and a 2 percent increase in productivity), and highlights the central role that the HR function has played in ensuring the program was effective. Regrets the fact that, despite the program’s success, senior managers at Unilever have not yet rolled out the program to the rest of the organization. Originality/value– Offers a snapshot of a successful, HR-led change initiative at a “huge corporation steeped in tradition”.ISSN: 0959-5848Reference:35AP259

Keywords: Change management, Corporate image, Employee development,Human resource management, Organizational change