You might think theres not much that ordinary companies can learn from the terrible way that redundancies at shipping giant P&O were handled.
After all, very few companies are of the size and scale of the ferry operator or find themselves in a similar position.
To jog your memories, P&O made national headlines for all the wrong reasons when it laid off 800 employees without any consultation and replaced them with new, cheaper labour.
Peter Hebblethwaite, CEO of P&O Ferries, even admitted to a committee of MPs that the firm broke UK law when it failed to consult with unions.
Theres nothing worse for any business than having a bad manager in place.
Its easily done.
You promote somebody because they have done a good job up until that point, seem to have all the qualities you are looking for and are keen and ambitious. Or you bring in an outsider based on their CV and the way they performed in interview.
But then things start to go off the rails. It might be that your new manager is not communicating properly, is suffering with the pressure of the new role or has failed to earn the trust of his team. Whatever, the result is a dip in morale and productivity and staff turnover starts to rise.
The COP26 conference at the end of last year holds some important lessons for business.
Yes, many of them are wrapped up in how we must all change our habits, move to sustainable and renewable energy models and start to prioritise the environment in every aspect of our business life.
But there were also wider lessons for those seeking to retain and recruit the best staff in the middle of an ongoing recruitment crisis.
Only a fool would try to predict the future at the moment.
The pandemic, political turbulence and recruitment and labour crisis mean its almost impossible to tell whats around the corner more than a few days in advance and sometimes not even then.
But we do know that there will be a raft of likely employment law changes across 2022 for which businesses should be preparing.
For obvious reasons, most of us were spared the office Christmas party last year.
Whilst that may have been welcome news for some, for many it meant missing out on one of the highlights of the working year.
This year, with life starting to return to something like normality, office Christmas parties are returning to the fore.
So its probably worth reminding employers of some important considerations when planning the annual bash.
We all know we are in the middle of a recruitment crisis.
Latest figures put the number of vacancies in the UK jobs market at 1.1 million the highest it has been since records were first taken.
So its hugely important to any employer that when they advertise a vacancy they get plenty of visibility for their money.
Thats why so many employers have turned to social media to fill vacancies in recent years. Quite simply, the social media platforms reach areas traditional job ads dont and for little cost in many cases.
But theres now some concern that posting a job ad on social media might be discriminatory because of the way the various platforms operate.
What is likely to make you stay with your current employer?
Good pay, good conditions, a few perks?
Probably, but one of the unsung ways in which employees can be made to feel valued is through mentoring schemes.
At some point in our working lives, most of us have found ourselves working for a boss we just cannot get on with.
It may be that they are a bully who throws their weight around and rules by intimidation or fear.
They may be a micro-manager, who insists on telling us how to do everything, undermining our own sense of value and self-worth.
They could be an absent boss only present when there is praise to be taken, but otherwise engaged in urgent meetings, out of the office or simply nowhere to be seen.
Or they might just be plain incompetent, unable to make a decision, failing to communicate and never giving any useful feedback or direction.
Whats the most important thing for you when you are applying for jobs?
Time was when few of us looked beyond salary when considering our next move or first steps on the employment ladder.
But times and people change, and those from Generation Z starting to make their way in employment have new ideas about what they want from their employers.
Happy New Year.
But its a bit like Groundhog Day isnt it?
Nobody knows how much we are all going to be impacted by Omicron, or if the year will see still more restrictions as the months pass.
Rewind back 12 months and its hard not to get the feeling we have been here before.
But despite all that and the continued uncertainty over what happens next we reckon there are a few things employees can be certain of in the coming 12 months.
Technology has brought us some remarkable advantages in the last 50 years or so.
We now routinely carry in our pockets the sort of computer power NASA could only dream of when it was putting men on the moon, have all the tech we need to work flexibly from home when needed and can hold meetings on video almost as effectively as we can face to face.
Gone are the days of waiting for the postman for that all important communication and there is hardly a place on the planet north Shropshire excepted where your mobile phone signal or broadband doesnt allow you to work or stream to your hearts content.