Employee behaviour: the real secret behind engagement
Employee engagement requires more than perks and forced fun—it depends on genuine workplace conditions that foster authentic happiness. While companies offer unlimited benefits and Chief Happiness Officers, research shows happiness comes from meaningful work, autonomy, and respect rather than corporate gimmicks that can increase stress and burnout.
Powering the internal comms of the future
Modern technology enables more effective employee engagement through collaboration tools, self-service platforms, and targeted content distribution. However, organizations must balance multiple communication channels with relevant, engaging content that resonates with employees across mobile, intranet, and office displays.
No laptop, no desk, no phone – a disappointing welcome for 42% of the world’s new employees
A global survey reveals 42% of new employees lack essential tools like laptops, desks, or phones on their first day. Poor onboarding experiences lead to significant employee turnover, with 15% declining job offers and 10% leaving within days, increasing recruitment costs for businesses worldwide.
Three strategies businesses should adopt to retain talent
Rising employee turnover requires businesses to rethink retention strategies beyond perks and salaries. Research shows employees leave due to boredom, poor work-life balance, and limited career growth. High-performing organizations address this through personalized development, career mobility, and a supportive growth culture.
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.
Digital transformation is workforce transformation: Why HR must assume a leadership role
Digital transformation fails without workforce transformation. HR must lead change management efforts, addressing employee concerns and engagement while helping organizations navigate complex process redesigns and skill requirements. Success depends on clear communication and understanding the emotional impact of change on employees.
Why you might need a Chief Happiness Officer
Employee happiness is emerging as a key business priority, with companies recognizing that happy, engaged staff drive better performance. Many organizations are now creating Chief Happiness Officer roles to focus on employee wellbeing, mental health, and workplace fulfillment beyond traditional HR functions.
Employee engagement and GDPR: what’s the link?
Employee engagement and GDPR compliance are closely connected: engaged employees are more likely to follow data security protocols and protect customer and organizational data. With GDPR regulations requiring stricter data handling practices, fostering employee engagement becomes essential for successful compliance and reducing breach risks.
Employee engagement: the key to helping frontline staff reach their true potential
Employee engagement is essential for helping frontline staff reach their full potential and deliver exceptional customer service. By implementing strategies like gamification, empowerment, and transparency, businesses can motivate teams, align behaviors with organizational goals, and create memorable customer experiences.
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.
Attachment in the workplace: do you understand how it works?
Attachment Theory, developed by psychiatrist John Bowlby, explains how early relationships with primary caregivers shape our ability to form connections, manage stress, and feel secure. Understanding attachment patterns is essential for effective leadership and workplace relationships.
One size does not fit all when it comes to engagement
Modern workplace communication requires tailored, targeted approaches rather than one-size-fits-all methods. Traditional tools like email are increasingly ineffective as employee attention spans shrink and expectations for personalized content grow, making organizations rethink their internal communication strategies to engage and retain talent.
“If people feel excluded, they will leave – it’s as simple as that.”
Carol Rosati OBE has joined The Chemistry Group as Champion of Diversity, bringing 25+ years of talent management expertise. She aims to help organizations create more inclusive workplaces, widen their talent pools, and ensure everyone has the opportunity to be brilliant at work.
How to take control of your company culture
Employees stay at companies because of culture, not just salary. Learn how to intentionally shape your company culture by engaging employees, training managers effectively, and acting on feedback to reduce turnover and boost performance.
“I am proud of my ability to gain the trust of both the leadership team and my colleagues”
Petra Silber, newly appointed HR Director of Europe at Lombard International Assurance, discusses how she plans to build trust with stakeholders, orient herself to the company culture, and prioritize learning and development, talent management, and employee recognition in her first six months.
Insight into the financial impact of investing in people
Companies struggle to measure the financial impact of investing in people because they focus on short-term monthly profits rather than long-term strategic gains. Successful people-led businesses like Apple and John Lewis demonstrate that this requires a multi-year commitment, accepting initial financial dips while building stronger organizational structures and employee engagement.
“We use data insights to inform priorities in our people and talent agenda,” says law firm HR Director
Gowling WLG’s HR Director explains how the law firm uses data insights to prioritize its people and talent agenda, helping them climb the Best Workplaces rankings. The firm maintains strong culture through mergers by establishing shared values and focusing on communication and collaboration around strategy.
Let’s get the ball rolling on mental health in the workplace
HR professionals need to create a workplace culture that encourages employees to disclose mental health conditions. With one in four UK workers experiencing mental health issues annually, opening lines of communication enables employers to provide necessary support and reasonable adjustments while improving productivity and retention.
Book review: Employee Engagement – A Little Book of Big Ideas
This book review examines “Employee Engagement – A Little Book of Big Ideas” by Jamsine Gartner, rating it 4 out of 5 stars. The book addresses widespread workplace disengagement by exploring five spheres of engagement—company, work, team, network, and society—offering practical checklists for HR directors and business professionals seeking to boost employee commitment and productivity.
The case for and against… soft benefits
Soft benefits like flexible work policies, professional development, and wellness perks help build positive workplace culture and attract top talent. As employee priorities shift toward work-life balance, companies using non-traditional benefits stand out in competitive talent markets.
