Business benefits: what do employees really want?
In a competitive job market, most employers struggle to benchmark their benefits packages against competitors who keep offerings confidential. To discover what attracts and retains talent, companies must communicate directly with employees about their actual needs and preferences.
It is time to rethink your pension communications?
Most UK companies struggle with pension engagement, with just one in 10 satisfied with employee participation. This guide shares eight research-backed strategies to make pension communications more relevant, engaging, and impactful for your workforce.
Why office culture is the most valuable employee benefit
A strong office culture is an overlooked yet invaluable employee benefit that costs little to develop but delivers lasting returns. Unlike expensive add-on perks that appeal to only some staff, a healthy workplace culture benefits everyone and creates sustainable competitive advantage in attracting and retaining talent.
Driving network innovation: how HR remains vital for digital transformation
CEOs increasingly expect HR leaders to attract top digital talent while championing innovation across the organization. With 67% of business leaders citing digitalization as essential for competitiveness by 2020, HR must balance developing existing employees and recruiting specialized external talent to drive digital transformation.
Taking control of your career journey: preparing for future skills
Learn how employers and employees can proactively prepare for evolving skill demands by embracing collaboration and continuous learning. While automation and AI will reshape the workforce, historical evidence shows most displaced workers can transition to new roles with similar or higher wages through strategic reskilling.
Connecting candidate, employee and customer experience through a strong culture
Strong company culture directly shapes how employees treat customers and how candidates perceive your brand. Metro Bank connects these experiences by hiring for attitude, investing in employee development, and treating internal teams like valued customers to create exceptional service that builds loyalty at every touchpoint.
Are leaders really committed to talent development?
Senior leaders must be genuinely committed to talent development programs, not just agreeing in principle. This article explores what true commitment looks like, common pitfalls that undermine programs, and a three-step process to ensure authentic buy-in from organizational leaders.
How to support LGBT+ employees throughout the year
Effective LGBT+ employee support requires year-round commitment from employers, not just Pride month recognition. Research shows LGBT+ employees face discrimination and safety concerns, making consistent workplace inclusion policies essential for creating safer environments and improving retention and productivity.
The danger of cognitive biases in the aviation industry
Cognitive biases like anchoring and outcome bias pose serious risks in aviation, where quick decisions must often be made with incomplete information. Pilots and decision-makers relying on mental shortcuts rather than current evidence can lead to fatal accidents, particularly when flying into deteriorating weather conditions.
Rise to the top: how to nurture successful teams
Nurture successful teams by adopting a growth mindset culture focused on coaching rather than commanding. Research shows employees benefit more from continuous feedback and meaningful conversations with managers than traditional command-and-control performance management approaches.
Transformational HR: why we need a people-centred approach
HR transformation should prioritize people-centered design rather than generic “drop-in” technology solutions. Most organizations focus on budget constraints and out-of-the-box systems, forcing employees to adapt their workflows instead of tailoring technology to actual user needs and organizational culture.
How can HR travel the right road to future work?
HR leaders navigating future work must map their strategy with flexibility, as external forces like skill shortages, automation, immigration policies, and labor law variations create unpredictable changes. This three-part series provides HR professionals a roadmap to identify obstacles and complexities hindering their understanding of future work environments.
Technology to boost team blend and performance
Technology now enables employers to build high-performing teams by identifying complementary skills, experience, and personalities across their workforce. Using machine learning and personality assessments, organizations can match employees to roles and spot team gaps at scale, improving engagement and business outcomes.
Onboarding: How to succeed with your remote team
Successful remote employee onboarding requires intentional communication and collaboration from day one. Introduce new hires to the entire team quickly through group channels, encourage existing staff to engage with them, and create cross-team collaboration opportunities to help them build relationships and understand company culture.
Good Work Plan: what are the implications for employers?
New employment law changes take effect April 6, 2020, including earlier delivery of written employment contracts, revised holiday pay calculations based on 52-week averages, and removal of the Swedish Derogation for agency worker pay parity.
How women can succeed: changing gender perceptions
Women face a leadership gap not due to different traits, but due to gender bias in how identical behaviors are perceived. Research shows male and female leaders share the same personality attributes, yet women are penalized for assertiveness labeled “bossy” and emotion deemed “hysterical”—barriers hindering their boardroom advancement.
Company transition: three ways HR leaders can get on the right road
HR leaders should proactively plan for company transitions by building supportive strategies into organizational culture rather than reacting hastily during crises. Companies like Ikea and Starbucks demonstrate that workforce changes often reflect evolving consumer preferences and business evolution, not just financial hardship.
What really happens in leadership coaching sessions?
Leadership coaching delivers hidden value beyond stated objectives. While organizations expect measurable outcomes, powerful coaching sessions primarily provide senior leaders with essential emotional support and a safe space to process the relentless stress, change, and pressure they face daily.
Why do we naturally delegate based on personality?
Leaders often delegate based on personality rather than capability, leading to overworked top performers and disengaged team members. Understanding how to separate personal judgment from objective skill assessment helps managers delegate more effectively across their entire team.
Microchipping employees: the next big thing?
Some employers are exploring microchipping employees to streamline workplace access and tasks, but serious concerns exist around data security, privacy rights, and whether employees can truly consent to this monitoring technology.
