HMRC worker wins harassment claim over unwanted birthday card
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An HMRC worker won a harassment case against her employer after being sent a birthday card and over 20 other total allegations of harassment.
Revisiting the past to become better leaders under pressure
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Are you an optimist or a pessimist? An internaliser of an externaliser? Our childhoods affect who we become and even impact us as leaders. Leadership expert and consultant Nik Kinley and IMD Business School Professor Shlomo Ben-Hur discuss how we can better understand these tendencies to perform well under pressure.
Deloitte 2024 Gen Z and Millennial Survey reveals purpose-driven generation
![woman standing under blue sky: Are you harming your business by shunning purpose](https://hrzone.com/app/uploads/2024/06/slxbemvneqi-1024x679.jpg)
According to Deloitte’s Gen Z and Millennial Survey, today’s younger employees are highly purpose driven. If we don’t provide opportunities for our employees to find personal meaning in what they do, we risk being unable to attract or retain purpose-driven people who willingly go over and above for the business.
“I hope you get cancer and die.” Stemming rudeness with self-awareness
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The customer is always right, right? Wrong. A new survey found a huge increase in violence and abuse towards shopworkers. And incivility is becoming a growing problem everywhere. It seems we all need a refresher on self-awareness. Without it we don’t have the ability to make the right choice.
Political tensions at work: Ten rules for de-escalating conflict
![2 penguins on brown rock during daytime: Political tensions at work: Rules for de-escalating conflict](https://hrzone.com/app/uploads/2024/06/hszmwr8mvpk-1024x683.jpg)
In the lead up to the UK general election, political debate is everywhere and can ignite tension in the workplace. How can we de-escalate conflict (political or not) in the moment?
The de-escalation game: Empowering employees to resolve conflict
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Workplace conflict can and does happen. By empowering their employees to resolve their own conflicts, organisations can promote a culture where issues are dealt with without need for escalation. Here’s how.
The right to be boring: Team building without legal repercussions
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After being fired for not being ‘fun’ enough, an employee took the company in question to court and won. How can employers ensure their team building events are successful and, above all, don’t land them in legal hot water?
How HR is business-critical in 2024
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Change across HR and employment regulation this year is affecting organisations of all sizes. By keeping abreast of statutory changes HR can advise and support accordingly.
Out with ‘ostriching’, in with tackling challenging conversations head-on
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By avoiding awkward conversations, we could be making the situation worse. As uncomfortable as it may feel, we need to communicate and, oftentimes, do so sooner rather than later. Here’s how.
Is your workplace culture one of blame?
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Unfortunately, it seems that a workplace culture of blame is not uncommon among organisations but it doesn’t have to be that way. By taking steps towards a culture of accountability we can stop playing the blame game and welcome a productive shift in thinking and behaviour.
Three cornerstones for influencing peers outside HR
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HR teams face a perennial challenge: how to gain support for investments in people when the minds of peers are elsewhere. A crucial and often overlooked first step is to secure the personal cornerstones of influence.
Self-management part one: How to recruit without managers
![person standing on rock platform representing self management](https://hrzone.com/app/uploads/2024/04/kfbgt78zsve-1024x610.jpg)
In the first instalment of a three-part series on self management, ‘Powered by people’, Perry Timms and Kirsten Buck delve into recruitment and selection, looking at two unorthodox approaches to hiring in unorthodox organisations. What can we learn from these managerless, self-managed organisations?
Human resources: Whose return on whose investment?
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Senior teams expect a return on their investments in ‘people’. But this demand fails to account for the personal capital that employees hand over every single day. To thrive, organisations should ask not what they might take, but how they can give.
Channelling chameleons: Why HR team’s must be agents of change in 2024
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Just like chameleons, HR teams must be adaptable to changing surroundings. With their role being increasingly put under the public and social media microscope, adjusting quickly to new employment laws and policies is more important now than ever.
Contracting: From accidental adversaries to progressive partnerships
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How can we build robust stakeholder relationships? HRZone’s OD columnists Garin Rouch and Dani Bacon share five ways to implement manager contracting to create progressive partnerships between different leaders and departments.
How to govern and support culture from the boardroom
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Barely a week goes by without a news story revealing another workplace cultural crisis, so why aren’t cultural issues being spotted by governing boards before they become toxic?
Why we need to rethink the meaning of talent
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In the context of evolving employee expectations and evolving language, talent development and pathways need to recognise and value individual differences. How can we ensure that we are identifying, nurturing and developing talent for the benefit of all?
How HR can bridge the workplace empathy gap
![photo of Golden Gate Bridge](https://hrzone.com/app/uploads/2024/03/ji_g7bu1mom-1024x683.jpg)
HR can operate as a bridge between leadership and their people but this depends on the ability to productively harness data. How can HR ensure it has a firm grasp on data to effectively advocate for necessary changes?
Why better questions mean better performance
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When it comes to performance management, it’s time we swap ticking boxes with talking to a human being. By enabling fruitful conversations, we can secure better outcomes for individuals and our organisation.
The retention race: Why it’s harder than ever to retain employees
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For HR teams to fix retention woes, they first need to know and understand what is causing them.