Blog: It’s the culture, stupid
Today’s top talent prioritizes workplace culture and organizational values over salary when evaluating job offers. Companies must now compete for candidates by demonstrating strong culture, respectful recruitment practices, and career alignment rather than relying on brand name alone.
Christina’s Counsel: How can I tackle my team’s habitual negativity?
A new manager discovers his team has developed a culture of habitual negativity and complaints. Learn practical strategies to address the negativity head-on while building a positive team culture through one-on-one conversations, reframing communication, and celebrating success.
Case Study: How Norfolk Council maintains staff morale despite tough times
Norfolk County Council maintains staff morale despite £135 million in budget cuts and nearly 500 job losses by prioritizing employee engagement and clear communication. Regular surveys and manager conversations help staff understand organizational changes, with 72-78% reporting clarity about the council’s direction and their role within it.
Blog: Getting a handle on cross-cultural communication
Learn key strategies for effective cross-cultural communication by understanding whether people from different cultures prefer direct or indirect communication, multiple options or clear procedures, and fast-paced or thoughtful decision-making.
Case Study: Staff wellbeing measures cut sickness absence at Julia’s House
Julia’s House, Dorset’s only children’s hospice, reduced sickness absence from six to three-and-a-half days per employee annually through staff wellbeing measures. Key initiatives included improved manager coaching, flat organizational structures, annual staff surveys, and confidential counselling services—boosting engagement and operational capacity.
Fit for Work: Tackling sickness absence by early intervention
Early intervention services can reduce sickness absence by up to 40% and help people return to work faster. The Fit for Work program provides free case management from NHS professionals to support employees struggling with health issues, preventing long-term absence that harms businesses, individuals, and the economy.
In a Nutshell: Four ways to create a motivated workforce
HR leaders can boost workforce motivation through four key strategies: actively listening to employees and acting on their feedback, investing in learning and development opportunities, and creating a fun, inclusive workplace culture. When staff feel heard and valued, they’re more likely to remain engaged and loyal to the organization.
Business Cloud Summit 2012: Live blog and tweets replay
Follow live coverage of the Business Cloud Summit 2012 in London, featuring speakers including NetSuite CEO Zach Nelson, Guardian technology editor Charles Arthur, and Home Office IT director Denise McDonagh discussing cloud business solutions.
News: Industry publishes code of conduct over workplace pension charges
The workplace pensions industry has published a voluntary code of conduct requiring clear disclosure of scheme fees and investment costs, set to take effect next April. The code aims to help employers compare pension offerings and ensure the 11 million workers being auto-enrolled receive transparent information about charges.
News: Coulson wins legal costs appeal against News Group
Andy Coulson won his Court of Appeal case against News Group Newspapers, which must now pay his legal costs for defending criminal phone-hacking charges. The judges ruled that Coulson’s indemnity clause covered defense expenses for criminal allegations related to his time as News of the World editor.
Blog: Seven ways to ensure your wellness initiatives are sustainable
Discover seven essential strategies for maintaining long-term wellness programme success. Learn how to sustain employee engagement through strategic planning, advocacy, flexible approaches, and consistent communication to ensure your wellness initiatives remain integral to company culture.
Blog: Shared parenting leave – Is it really a win-win?
Government proposals to allow parents to share maternity leave from 2015 aim to create a family-friendly workplace. However, potential downsides include companies restricting enhanced pay packages and difficulties finding temporary staff for shorter periods.
Talent Spot: Angela Williams, HR director at British Gas
Angela Williams, HR director at British Gas, works to reshape the utilities company’s outdated image while engaging 35,000 employees as brand advocates. Her career spans roles at ExxonMobil, BH Blackwell, and Disney, where she gained experience in HR, business development, and organizational transformation.
Talking Point: Do you know how best to help an employee through divorce?
Divorce can deeply impact employees, yet workplace support often falls short. HR professionals should encourage emotional processing, offer practical resources like legal guidance, and avoid unhelpful clichés that interrupt healing during this significant life transition.
News: Richard Review proposals on apprenticeships widely welcomed
The Richard Review proposes that employers lead apprenticeship design and funding, with minimum year-long training periods to improve quality over quantity. Critics have raised concerns that current short-term placements of just weeks or months prioritize cheap labor over genuine skill development.
News: Suspended civil servant sues Dept for Transport
A suspended Department for Transport civil servant is suing the DfT over her treatment following the cancelled West Coast mainline rail franchise award. Kate Mingay claims her hasty suspension prior to any official inquiry has damaged her career, and says her role in the bid process has been misrepresented.
Blog: Engage for Success – A question of defining and measuring?
The Engage for Success movement seeks to define and measure employee engagement, but fundamental questions remain about what engagement truly means beyond corporate definitions and how to authentically capture its essence in the workplace.
Blog: How to deal with the pregnancy issue – legally
Pregnant employees and those on maternity leave have significant legal protections, including up to 52 weeks maternity leave, statutory pay, and protection from dismissal. Employers must conduct risk assessments and ensure employees can return to their same role on identical terms.
So you want to be…an interim HR manager?
More women are pursuing interim HR management roles, drawn by flexibility, diverse clients, and skill development. A survey of 1,600 female interim managers revealed that securing first assignments and effective networking remain their biggest challenges, despite earning competitive daily rates averaging £600.
Have you got what it takes to be an HR director?
Securing an HR director role requires competition from strong candidates, typically senior HR professionals with specific sector experience, commercial acumen, and proven ability to represent HR at board level. Employers value stability, career progression, and demonstrated impact on business performance.
