Avoiding automation culture shock among your employees
Help employees adapt to automation technologies by fostering a company culture that supports adoption and reskilling. HR leaders play a critical role in preventing automation culture shock and building trust between team members and digital workers.
Bridging the gap: how internal communications and HR can work better together
Internal communications and HR teams often work in silos despite shared goals of employee engagement and organizational success. By bridging the gap between these disciplines through better collaboration, organizations can create more cohesive strategies that improve employee experience and drive meaningful engagement across the workplace.
The five biggest mistakes in employee engagement
Many companies fail at employee engagement by not emotionally connecting employees to organizational purpose and values. Leadership must involve employees in creating mission statements and demonstrating genuine commitment to purpose-driven goals to build lasting loyalty and engagement.
Why senior leaders don’t listen to activist employees
Senior leaders often dismiss activist employees’ perspectives as youthful idealism they’ll outgrow, operating from outdated assumptions about the separation between work and personal values. Research shows leaders underestimate generational gaps, suffer from unconscious bias, and lack meaningful cross-hierarchy dialogue, leaving them disconnected from younger employees’ commitment to social and environmental sustainability.
Employee wellbeing: how to support people with neurodiverse conditions
Learn practical strategies for supporting neurodiverse employees in the workplace. From opening dialogue and understanding individual strengths to making timely adjustments, employers can create an inclusive environment that benefits both workers with conditions like autism and dyslexia and the organization.
Communication: it’s time for HR to stop sounding like robots and speak like humans
HR communications often sound robotic and outdated despite modern, informal workplaces. By adopting a warmer, more human tone in internal messages, organizations can boost employee engagement and strengthen company culture instead of creating distance between leadership and staff.
Leadership skills: the role of conflict in collaboration
Effective leaders can transform conflict into a creative force for collaboration and innovation. Rather than viewing disagreement as destructive, leaders should embrace diverse perspectives as essential for challenging assumptions, avoiding groupthink, and generating new solutions to complex problems.
Different people, different needs: mental health and older workers
Older workers may struggle to discuss mental health at work due to generational attitudes toward workplace silence, even when companies have support systems in place. Employers need tailored approaches and ongoing engagement to help older employees feel safe speaking up about their wellbeing challenges.
Workplace mental health: how to be caring, not just compliant
Employers can support workplace mental health meaningfully without complexity or high costs through a simple three-staged approach. Research shows 70% of employees experience mental health issues, yet fewer than half have access to employer support, creating risks of absenteeism and turnover while companies that prioritize genuine care gain competitive advantage.
Supporting the business isn’t strategic HR – people centricity is
True HR strategy centers on people, not just business alignment. By putting people at the center and understanding their potential, HR creates unique value that other business functions cannot provide—ultimately serving both organizational success and workforce development.
Taking communication offline to improve workplace relationships and productivity
Discover how taking communication offline can strengthen workplace relationships and boost productivity. The Miticom Friday challenge encourages you to eliminate emails for a day and rely on face-to-face conversations, phone calls, or video conferencing instead, revealing why direct communication is more effective than messaging.
Three ways to help solve the HR productivity problem
HR professionals spend seven hours weekly managing multiple HR applications, totaling 367 hours annually. This article explores three strategies to boost HR productivity: reassessing technology to eliminate redundant systems, planning communications in advance, and improving workflows to focus on high-impact tasks like talent retention and employee engagement.
Soft skills: how to increase empathy in business
Developing empathy in business organizations improves employee engagement and financial performance. While empathy can’t be taught through training alone, it requires consistent practice from leadership and must become embedded in company culture to drive successful transformation.
Leading the savings revolution: why it’s time to change perceptions on pensions
Auto-enrolment minimum contributions increased to 8% in April, marking progress in pension saving culture. However, the pensions industry must do more to change public perception about saving for retirement and implement financial education from childhood to ensure adequate future income.
Stress Awareness Month: managing stress in a modern ‘always on’ work environment
Stress Awareness Month highlights how always-on work culture and constant technology access contribute to employee burnout. HR professionals can help by promoting healthy work-life boundaries and creating supportive workplace cultures that encourage mental health awareness and reduce the pressure to be continuously available.
Soft skills: how different perceptions impact workplace conflict
Workplace conflicts often stem from different perceptions rather than facts. By acknowledging that everyone sees situations differently and interpreting others’ behavior charitably, employees and managers can better navigate conflicts and reduce their impact on engagement and productivity.
How to create a healthy feedback culture
Build a healthy feedback culture by embedding regular, constructive feedback into workplace practice through self-compassion. Regular feedback creates learning opportunities, helps employees course-correct quickly, and drives business efficiency, but many fear feedback due to infrequent reviews and difficult emotions.
Leadership: how to avoid anger hijack with emotional intelligence
Emotional intelligence is crucial for effective leadership in the workplace. By understanding and managing your emotions through awareness of the amygdala hijack response, you can avoid impulsive anger-driven actions and control difficult situations with what experts call “advanced common sense.”
When resilience training isn’t the answer
Resilience training can be valuable, but managers sometimes use it as a quick fix to avoid addressing genuine workplace concerns. This approach risks placing blame on employees who raise valid issues instead of investigating root causes or examining problematic management behavior.
Management transformation: time for change
Leaders must develop expanded mental models and post-conventional thinking to navigate today’s volatile, uncertain, complex business environment. This requires cultivating five key capabilities—inquiry, creative connection, systems awareness, and dilemma surfacing—to drive meaningful organizational transformation and innovation.
