Companies are responding to global competition and economic volatility by seeking to be more responsive while lowering costs. This often involves down-sizing and out-sourcing: The very things that tend to destroy the trust of employees. At the same time, workers say they want more flexibility, yet this is often perceived by business as a threat to performance. Could there be a way to reconcile these two apparently opposing forces and transform the debate on flexible working and business performance? Workplace experts Career Innovation facilitated an 18-month ‘Agile Resourcing’ programme with some of the world's most respected employers: Boeing, BT, Marriott, Nokia, Pfizer, PwC, UBS and Oxfam. The resulting ‘Manifesto’ provides principles and examples to help create tomorrow's most agile workplaces. www.CiManifesto.com.

  There is plenty of research evidence documenting the business benefits from high-trust business relationships. Unfortunately at times like this (2009), the knee-jerk crisis reaction of many companies is to squeeze suppliers harder rather than to combine a call for greater efficiency with a collaborative approach to finding sustainable solutions. One study documented in A Guide to Trust (by the Relationships Foundation with Ci) examined supply chain relationships in the motor industry and found dramatic benefits for those with high-trust relationships: Design and distribution ideas were shared, and purchasers handled twice the value of goods when dealing within highly trusted manufacturers. In another industry, Jim Sierck of Xerox USA estimated that the bureaucratic structure created to handle the lack of trust in their buyer/supplier relationships cost them around 7 cents in the dollar.The evidence is clear: If you want efficiency, you need to release all the available talent,...

Apart from money, what is it that motivates people at work? There is plenty of rhetoric about ethics and social responsibility, but does it really make a difference to people's performance at work, or their their loyalty? In 2001 the Ci Group (www.careerinnovation.com) conducted a large-scale global survey to answer these questions. This previously unpublished research illustrates the business benefits from being a force for good company, including: Motivational benefits of employee volunteering; Statistical evidence that ‘Ethical Reputation’ is a top driver of staff retention; The ethical motivation profile of industry sectors;  Links between career discussions and retention.