By now you have probably heard about GLOW, the University’s new framework aimed at improving the staff experience and lifecycle.  It originates from Project Expectations, one of the enabling projects for the University strategy, and is now being taken forward by the People and Culture strand.  All 3 campus unions are, and have been, closely involved in these groups and discussions – a good example of how beneficial and productive industrial relations can be at Loughborough.

The first element of GLOW most staff will experience is the replacement of the PDR process with the more regular GLOW Conversations.  These should be supportive discussions between staff and their line managers ensuring that we’re regularly checking in on things like objectives and workload, development and aspirations, and wellbeing.  The framework is significantly more flexible than PDR, which has become very prescriptive and time-consuming, while many staff don’t find it offers them much value.  It is hoped that the flexibility and lighter-touch approach of GLOW will enable staff to make it work for them.

We recognise that working in this way may be a significant culture change to some, especially some academic staff who historically have been nominally line managed by their Dean and in practice by nobody.  We are also having specific conversations with management about dealing with situations where there is already a poor relationship between a member of staff and their line manager, so that GLOW conversations are a positive experience.

The colleagues implementing GLOW Conversations, primarily in Organisational Development and Human Resources, are keen to receive feedback as the new processes bed in.  We encourage members to engage with the new framework with an open mind and provide feedback where it’s needed.

Documentation about GLOW is now available at the dedicated SharePoint site.