How can line managers support employees with cancer?
Line managers play a crucial role in supporting employees with cancer by facilitating reasonable workplace adjustments and open communication. With 47% of cancer survivors forced to change roles due to their diagnosis, early support helps employees remain in work during and after treatment while managing long-term effects like fatigue and depression.
How to measure corporate social responsibility in a simple and time-efficient way
Learn how to effectively measure corporate social responsibility impact through simple data collection and recording methods that help organizations make better community investment decisions and demonstrate program value to stakeholders.
Cancer in the workplace: simple tips for employers
Over 750,000 UK workers are living with cancer, yet 71% of HR managers lack policies for supporting employees with a diagnosis. Maggie’s offers practical workplace strategies to help employers communicate effectively and prevent cancer-related job loss through vocational rehabilitation support.
Why leaders need to push teams towards full transparency
Full transparency in the workplace builds trust, attracts talent, and boosts productivity by 44%, but leaders must model openness themselves and frame it positively to avoid appearing like surveillance, not micromanagement.
Cancer in the workplace: how employers can prepare themselves
Employers must prepare for cancer in the workplace by addressing three key barriers: emotional responses to cancer, misconceptions about what cancer means, and lack of knowledge to support affected employees. Understanding that cancer varies greatly between individuals and avoiding blanket assumptions enables organizations to provide tailored, effective support.
Winning the hearts and minds of millennials: 3 guiding principles for managers
Millennials comprise nearly half the workforce but show low engagement, with 66% unhappy in their jobs. Managers must understand this generation’s needs for speed, frequent feedback, and purposeful work to improve retention and business success.
Most-read HRZone articles of 2017
HRZone’s most-read articles of 2017 covered key HR topics including people analytics, GDPR compliance, leadership, diversity, and employee wellbeing. Discover which articles resonated most with HR professionals throughout the year across all four quarters.
How to replace mental health stigma and silence with support and openness
Mental health stigma remains a significant issue in workplaces, with many employees afraid to disclose struggles to managers. Creating a supportive culture through clear policies, leadership commitment, and trained managers can reduce stigma, improve staff wellbeing, and decrease costly sickness absence.
Tekken 7 vs. Pin-Drop Syndrome: who should be in charge of office volume?
Open-plan offices risk becoming too quiet, discouraging natural conversation and harming workplace culture. Moderate noise levels around 70-80dB can actually improve creative performance, while excessive silence makes unexpected sounds jarring and creates communication barriers among staff.
“LGBT people still get a raw deal.”
Despite 50 years since partial decriminalization, LGBT people still face inequality in workplaces and beyond. Dr. Siobhan Martin, Mercer’s HR Director, advocates for inclusive dialogue and practical initiatives like “Coming Out as an Ally” events to drive organizational fairness and cultural change.
Should I tell my boss I have OCD?
Deciding whether to tell your boss about OCD depends on your individual circumstances and how the condition affects your work performance. Consider whether your compulsions impact your job and what specific support you need from your employer before disclosing.
Employee perspectives: “HR should be a more visible part of the hospital.”
Healthcare employees believe HR should be more visible and actively promote the support services available to staff. A critical care sister interviewed for this piece argues that while HR provides essential functions like conflict resolution and wellbeing resources, the department needs better visibility to help staff understand how they can access support during challenging times.
How to align your team with good co-ordination
Effective team coordination requires planning, organizing, and delegating work strategically while fostering open communication and informal networks. Managers should integrate activities sequentially, define clear task boundaries, and leverage social relationships that cross organizational lines to achieve unified effort.
Six top tips on how to be more emotionally intelligent at work
Learn six practical strategies to boost your emotional intelligence at work, from naming your emotions to developing self-awareness. Emotional intelligence helps manage your own feelings and those of others, improving workplace relationships, productivity, and overall well-being through consistent, personalized practices.
Employee perspectives: “My time is taken up doing the wrong things.”
A Clinical Lead for Community Nursing in the NHS describes feeling burdened by administrative tasks rather than strategic work, arguing that HR departments must look deeper into employee challenges and actively support staff development beyond handling illness and misconduct cases.
The career pitfalls of opening up about mental health at work
Employees who disclose mental health issues at work risk negative career consequences, with 8% facing dismissal, demotion, or disciplinary action. A Mind Culture survey found 51% received no support from their manager, and only 46% felt comfortable discussing mental health with supervisors, highlighting critical workplace support gaps.
How being selfish, prejudiced and narrow-minded improves emotional intelligence
Self-awareness of your own selfishness, prejudices, and narrow-mindedness strengthens emotional intelligence and relationships. Understanding these natural human tendencies—and how they affect your decisions and interactions—enables you to manage them effectively and show up authentically for others.
5 proven ways to increase benefits take-up among employees
Many employees aren’t aware of or satisfied with workplace benefits their companies offer. By understanding business goals, knowing employee needs, tailoring communications, and engaging in open dialogue, employers can significantly increase benefits take-up and maximize their investment.
Promoting a thinking environment creates inclusion
Creating an inclusive work environment requires addressing behaviors like interrupting, mansplaining, and idea-taking that silence women’s voices in meetings. Research shows these exclusionary practices damage problem-solving quality and undermine confidence, making it essential for organizations to foster thinking environments where all colleagues contribute equally.
Where company values fall short, and what to do about it
Most companies fail to update their values to reflect modern work environments, especially for remote employees. To boost engagement and motivation, organizations must honestly evaluate outdated values, practice what they preach, prioritize transparency, and ensure their philosophy reaches all workers regardless of location.
