How the Equality Act helps create diverse workplaces
The Equality Act 2010 requires employers to make reasonable adjustments for disabled employees, a key strategy for building diverse workplaces. These adjustments must be tailored to individual circumstances, from recruitment through retention, helping employers tap into underutilized talent pools and reduce business risk.
The Employee Engagement Executive Breakfast
Employee engagement programs impact not just workers, but their families and communities through ripple effects on personal wellbeing. The Maritz Institute explores how joy and fulfillment at work drive engagement, revealing that while companies excel at customer focus, many struggle with creating meaningful personal connections among employees.
Passionate employees deliver superior CX
Engaged employees who are passionate about their work deliver superior customer experiences. True employee engagement extends beyond customer-facing roles to encompass the entire organization, creating a consistent culture that ultimately improves company performance and customer satisfaction.
Make pensions communications engaging – here’s how
Engaging employees with pension communications requires moving beyond presenting facts to making emotional connections with their lives. As defined contribution plans become standard, employees need support making crucial retirement decisions—from how to spend money to planning for longevity. Use engaging formats, real-life case studies, and focus on relevance to employees’ actual lives rather than plan features alone.
Winners of the North American Employee Engagement Awards announced
The North American Employee Engagement Awards 2015 recognized leading organizations for excellence in employee engagement, including Ford Motor Company as Company of the Year. The awards ceremony and conference celebrated forward-thinking businesses prioritizing people-first strategies and shared best practices among HR professionals and organizational leaders.
Employee engagement: the greatest story ever told
Discover how storytelling principles can transform employee engagement. This one-day London conference on September 10th features people-focused CEOs and HR directors sharing practical strategies to drive organizational value and improve staff engagement through narrative-driven leadership approaches.
Managers must start having ‘brave career conversations’
Research shows two-thirds of managers fail to support employee career development, contributing to widespread disengagement. Experts recommend managers adopt coaching skills like active listening and solution-focused questioning to have meaningful career conversations that boost retention and performance.
Ramp up engagement with the ‘motivation tee’
Discover how employee engagement strategies drive organizational performance beyond the commonly cited 10-15% improvement. Learn the “motivation tee” model and practical process improvements that boost effective work rates, with insights from people-focused leaders at a September 10th London conference.
Exploring employee engagement at money.co.uk
money.co.uk ranked #7 on the Great Place to Work Best Workplaces list 2015, with founder Chris Morling crediting three key factors: a pleasant working environment, challenging work, and recognition of great performance. His approach emphasizes a flat structure, internal career mobility, and hiring passionate individuals over average performers.
How to cure the nightmare of booking travel
Most corporate travel tracking fails because employees book outside official channels through consumer sites, leaving HR unable to locate staff during emergencies. Modern self-booking tools lack the user-friendly features of consumer apps, driving compliance down while duty-of-care obligations remain critical.
Exploring employee engagement at Admiral
Admiral Group ranked #4 on the 2015 Great Place to Work Best Workplaces list, crediting their success to employee-focused culture and unique benefits like company-wide share options. Their approach balances a core group philosophy with localized cultures across global operations, emphasizing that engaged employees deliver better customer service and business results.
Engagement myth #1: the same strategy works for all
Employee engagement strategies must be tailored to each organization’s unique context and constraints. A one-size-fits-all approach fails because external changes, company size, past experiences, and organizational history all significantly impact how engagement is implemented effectively.
Six steps to taking control of pay
Take control of your company pay by establishing a clear stance on market rates, defining fairness through three key principles, gathering solid market data, and creating a simple pay framework. Then address anomalies and communicate transparently to stop reactive pay decisions.
Using engagement to rehabilitate young offenders
Employee engagement has so many benefits for both the individual and the company – the oft-repeated facts are out there: companies are more productive, employees more fulfilled; creativity and innovation soar. Customer service is better. Staff are less likely to take sick days. And so on. In a 2014 McKinsey article, Redefining Capitalism, Eric Beinhocker […]
Are you ready to come clean on executive pay?
Executives now earn around 131 times more than average employees, widening the pay gap faster than ever. With pending European legislation requiring disclosure of executive-to-employee pay ratios, boards must address this disparity and its impact on employee engagement and company performance.
Why engaging the employee is great for the customer
Engaged employees deliver superior customer experiences and drive business growth. Research shows companies with highly engaged workforces generate significantly higher revenues and customer loyalty, yet many organizations still rely on outdated command-and-control management structures that undermine employee motivation and customer satisfaction.
What I learned in prison about behavioural change
A forensic psychotherapist who spent a decade working with hardened criminals shares three key insights about behavioral change: mental processes are similar across people, changing behavior is genuinely difficult, and environmental context matters more than intervention alone.
How do you get things done with no managers?
Learn how companies operate without traditional managers by empowering individual specialists to make plans with team input and distributing decision-making across individual, team, and director levels based on impact and scope.
“The skill set of the HR function will shift.”
The HR profession has undergone a significant transformation over the past 25 years, shifting from functional personnel management to strategic business partnering focused on change, engagement, and talent retention. Modern HR leaders are expected to be business professionals first, automating administrative functions while adding value through organizational agility and strategic talent initiatives.
“You often get change done to you. That never feels very engaging.”
Transport for London’s Asset Development department won the 2014 Public Sector Employee Engagement Award by involving staff in change initiatives rather than imposing changes on them. The approach emphasized giving teams ownership and space to solve problems, leading to doubled turnover and sustained long-term improvements.
