News: Disclosure & Barring Service to offer “one-stop-shop” criminal record checks
The Disclosure & Barring Service has been created through a merger of the Criminal Records Bureau and Independent Safeguarding Authority to streamline criminal records checks for employers. The new organization will introduce portable checks, an online update service, and an independent right of review for individuals to challenge disclosed information.
Blog: Engaging for Success in the words of ITV’s Archie Norman
ITV chairman Archie Norman discusses how employee engagement is shifting workplace dynamics, emphasizing that engagement stems from leadership living shared values rather than surveys. He argues hierarchy is obsolete, knowledge workers require development, and authentic human connections drive both employee and customer satisfaction.
Christina’s Counsel: How can I tackle my team’s habitual negativity?
A new manager discovers his team has developed a culture of habitual negativity and complaints. Learn practical strategies to address the negativity head-on while building a positive team culture through one-on-one conversations, reframing communication, and celebrating success.
Case Study: How Norfolk Council maintains staff morale despite tough times
Norfolk County Council maintains staff morale despite £135 million in budget cuts and nearly 500 job losses by prioritizing employee engagement and clear communication. Regular surveys and manager conversations help staff understand organizational changes, with 72-78% reporting clarity about the council’s direction and their role within it.
Case Study: Staff wellbeing measures cut sickness absence at Julia’s House
Julia’s House, Dorset’s only children’s hospice, reduced sickness absence from six to three-and-a-half days per employee annually through staff wellbeing measures. Key initiatives included improved manager coaching, flat organizational structures, annual staff surveys, and confidential counselling services—boosting engagement and operational capacity.
Blog: Engage for Success – A question of defining and measuring?
The Engage for Success movement seeks to define and measure employee engagement, but fundamental questions remain about what engagement truly means beyond corporate definitions and how to authentically capture its essence in the workplace.
Blog: Segmentation as a tool for employee engagement
Discover how employee segmentation can improve engagement strategy. By applying marketing segmentation techniques to internal communications, organizations can better understand diverse employee profiles and tailor messaging to drive meaningful engagement across generational and demographic differences.
Blog: How to get employee recognition programmes right
Strategic employee recognition programmes tied to corporate values significantly improve employee engagement, enablement and culture management. Research shows companies with structured recognition initiatives report less frustrated employees, better understanding of organizational objectives, and stronger retention rates.
Blog: Making recruitment pinteresting
Pinterest is emerging as a powerful recruitment tool, with 10.4 million users and 400% monthly growth making it the fastest-growing social media platform. Companies can showcase job openings, company culture, and employer brand through visually engaging content to reach creative talent pools and build their recruitment pipeline.
All you need to know about hiring a former drug or alcohol user
Hiring people with a history of drug or alcohol addiction can benefit your business. Research shows former users often prove reliable, loyal, and highly motivated employees, while offering genuine corporate social responsibility value and positive workplace culture gains.
Book Review: The high engagement work culture – Balancing me and we
This book review examines how organizations can balance individual and collective interests to create high-engagement work cultures. Drawing on research into the 2008 financial crash, the authors argue that companies like Whole Foods Market and BMW demonstrate how prioritizing stakeholder wellbeing drives better performance and organizational sustainability.
Blog: Why do we nearly always misread what motivates others?
Research consistently shows that people misjudge what motivates others at work. While managers often assume employees are driven by compensation and job security, employees actually prioritize meaningful work, recognition, and feeling valued. Money compensates fairly but doesn’t drive engagement beyond a baseline level.
Talent Spot: Susie Robinson, DHL’s executive VP of HR for EMEA
Susie Robinson, executive VP of HR for EMEA at DHL, has navigated the company through multiple mergers since joining in 1998. She oversees talent development, employee engagement, and brand consistency across Europe, the Middle East, Africa, and globally, emphasizing active leadership and continuous organizational adaptation.
Blog: US election – The need for charismatic leaders during times of austerity
During times of economic austerity and organizational change, charismatic leadership becomes essential for building employee engagement and sustaining success. Drawing lessons from presidents who faced major crises, leaders must role-model organizational values and provide inspiring direction when employees feel anxious about uncertain futures.
The HRZone Interview: David MacLeod on employee engagement
David MacLeod, co-chair of the Taskforce on Employee Engagement, discusses the ‘Engage for Success’ campaign launched to help UK employers implement engagement initiatives. The movement provides free advice from 250 experts and 700 practitioners to help companies unlock employee potential and improve performance.
How to rebuild staff morale following a crisis
Rebuild staff morale after a crisis by recognizing warning signs like decreased productivity and increased absenteeism. Key strategies include managers modeling positive behavior, developing strong relationships with teams, and implementing targeted morale-boosting initiatives tailored to your organization’s specific needs.
News: CIPD 2012 – Engage for Success movement unveiled
The ‘Engage for Success’ movement launched in November 2012 to promote employee engagement in UK workplaces. Led by David MacLeod and Nita Clarke, the voluntary initiative aims to raise awareness, equip organizations with engagement tools, and foster productive working environments through collaborative project groups and expert support.
News: CIPD 2012 – Four ways to ensure positive industrial relations
London Overground’s HR director shares four essential strategies for managing industrial relations: treat union representatives as individuals, practice genuine negotiation, work within people’s limitations, and address issues early before escalation occurs.
In a Nutshell: Four tips for raising engagement levels
Boost workplace engagement beyond annual surveys with four key strategies: align employees with company vision through visible leadership behaviors, connect their work to personal and business success, empower staff through trust and accountability, and listen continuously to employee feedback and concerns.
HRD Insight: William Hill’s David Russell on an African adventure
William Hill employees traveled to Kenya for a corporate volunteer project at Ol Maisor Primary School, combining personal development with community building work. The 12-person team underwent leadership training before spending time in rural northern Kenya helping with school construction funded by the William Hill Foundation.
