How recognition can build a strong and meaningful connection with employees
Recognition is vital for building meaningful employee-employer connections. Research shows a significant gap between how informed employers think employees are about company values versus employees’ actual perception. By implementing recognition programs that reward behaviors aligned with company values, organizations can create a positive culture that fosters stronger connections and engagement.
Want to remain competitive? Think about diversity
Companies with the most gender-diverse workforces are 35% more likely to achieve above-average financial performance, according to McKinsey research. Beyond fairness and culture, workforce diversity directly impacts profitability and innovation while helping companies remain competitive.
The power of internal networks: focus on Armed Forces Networks
Internal networks focused on Armed Forces recruitment and retention are delivering measurable business benefits for major organizations like DHL, HSBC, and J.P. Morgan. These strategic networks bridge skills gaps, boost employee engagement, and improve talent acquisition by helping companies recognize and value the qualifications of military veterans and service members.
How companies must approach sexual harassment in 2018
Companies must address sexual harassment through better reporting systems, whistleblower protection, and fair claim evaluation processes. The challenge lies in making invisible harassment visible and creating comprehensive policies that protect employees while respecting privacy across all genders and situations.
Employee experience: the evolution of people analytics?
People analytics is evolving from an HR-focused function into employee experience, a business-led approach that integrates all aspects of employee working lives. Despite recognition of analytics’ value, adoption remains slow, with only 3 in 10 companies using it to measure ROI and benefits impact.
GDPR: your HR questions answered
GDPR gives EU residents greater control over their personal data and affects any organization handling EU resident information, regardless of location. HR professionals must implement ongoing compliance measures, including data protection assessments and documentation of processing activities, rather than treating it as a one-time task.
Why HR needs to up its game in strategic people analytics
Most HR departments use people analytics for tactical activities like recruitment and retention rather than strategic business outcomes. Less than one-third of Fortune 500 companies leverage people analytics to guide major business decisions. Better education and training can help HR professionals develop strategic analytics capabilities that support senior management’s human capital investment decisions.
Viral-friendly engagement: a guide for HR
HR professionals can boost employee engagement by adopting viral-friendly communication strategies, including internal blogs, social media, and shareable content. These technology-driven methods help organizations spread messages across platforms while fostering collaboration and dialogue among staff across generations.
Social media and the workplace in the #MeToo era
The #MeToo movement, which went viral on social media following the Harvey Weinstein scandal, has exposed widespread sexual harassment across multiple industries including entertainment, law, medicine, and hospitality. Research shows over half of female workers have experienced harassment at work, yet the majority don’t report it. The global campaign is driving workplace policy changes and encouraging more victims to come forward as company culture shifts toward zero-tolerance approaches.
Stressed out Britain: How to manage work-related stress in your organisation
Work-related stress costs the British economy £5.2 billion annually and affects over half a million workers, making it a leading cause of sickness absence. Organizations can reduce this impact by identifying excessive pressures and implementing stress management strategies that distinguish between motivating pressure and harmful prolonged stress.
Are graduates lacking the fundamental skills needed to succeed in today’s job market?
Many graduates struggle to secure jobs matching their qualifications, with over a third ending up in low-skilled roles. Research shows employers are increasingly difficult to fill graduate positions, citing skills gaps, while apprenticeships emerge as a preferred talent source for businesses.
“The HR function historically has been miscalculated and underestimated.”
Economist Daniel Thorniley argues the HR function has been historically miscalculated and underestimated. Speaking at UNLEASH 2018, he discusses how HR must navigate uncertainty around Brexit and broader challenges including unsustainable business models focused on short-term shareholder value rather than long-term workforce sustainability.
The role of politics in inclusion
The UK Parliament is more diverse than ever, with women now representing 32% of MPs and ethnic minority representation increasing to 8%. However, both groups remain significantly underrepresented compared to the general population, highlighting ongoing work needed for true political inclusion.
Onboarding in the flexible labour force era: is HR missing a trick?
Traditional employee onboarding is no longer sufficient as organizations increasingly rely on flexible and atypical workers—including freelancers, contractors, and gig workers. HR departments must adapt their onboarding practices to integrate this diverse workforce and ensure all contributors can succeed within the organization.
How compliance standards help organisations attract and retain talent
Modern employees increasingly evaluate employers based on ethical values and inclusive practices, not just legal compliance. Organizations with strong compliance standards and transparent policies are better positioned to attract top talent and reduce turnover, as 83% of millennials are more engaged in inclusive workplace cultures.
Creating an environment that unleashes employee creativity
Create an environment where employees feel empowered to share and implement their ideas. In today’s rapidly changing business landscape, fostering genuine employee engagement and a culture of innovation—beyond traditional suggestion boxes—is essential for retaining top talent and driving organizational success.
Onboarding: 10 ways to make your new hires feel welcome from week 1
Help new hires succeed by creating a structured onboarding process during their critical first week. Most employees decide within 10 days whether to stay, making organized welcome activities, comfortable workspaces, and team involvement essential for retention and quick productivity.
Why you need to nurture Emotional First Responders in the workplace
Emotional First Responders identify and articulate workplace emotions, helping managers gauge team morale and respond with empathy during change. Nurturing these emotionally aware employees builds stronger camaraderie, improves communication during difficult corporate events, and transforms emotions from a liability into a business asset.
Employee benefits for SMEs: all about the little things
SMEs can attract and retain talent with affordable benefits packages that go beyond salary. Low-cost or free options like flexible working arrangements, charitable giving days, and workplace camaraderie create meaningful value without breaking the budget, helping small businesses compete with larger corporations.
Supporting Success: How to Safeguard the Early Days
The early days of launching a new HR system require careful planning for user support and ongoing assistance. This guide covers how to establish robust support frameworks through managed services, super-users, and communication strategies to ensure smooth operations beyond go-live.
