Listen and act: how to get employee experience management right
Employee engagement is key to business growth. Here’s how to do it right.
GDPR: coping with the epidemic rise of subject access requests
In the post-GDPR business landscape we are all more keenly aware of the importance of data.
Five talent management trends to watch in 2020
The year ahead for HR professionals.
Bullying in the workplace: thinking outside of the bullying box
The peer-to-peer solution to workplace relationship issues.
Bullying in the workplace: the ‘illusion’ of bullying versus the reality of harassment
What’s the difference between bullying and harassment?
Bullying in the workplace: how to monitor and manage unacceptable behaviour
What can employers do to better monitor and prevent such abuse in the workplace?
Inclusion at work: the future is female – and older
Women in their 50s and 60s are making up a bigger part of the workforce than ever before.
Employee experience: why feedback is habit-forming
How an effective feedback process puts employees in the driving seat.
Employee feedback: your secret weapon for business success
Employee feedback is often overlooked despite being invaluable for business success. While companies invest heavily in customer surveys, they frequently ignore staff insights—yet employees understand organizational operations best and can identify problems before customers do. Integrating both employee and customer data creates a stronger foundation for strategic decisions.
How to make it easier for people to speak up
Leaders can encourage people to speak up by understanding how power differences, personal risk, and political dynamics affect communication. Five key factors—personal conviction, risk awareness, political savvy, social awareness, and judgment—influence whether employees share their views, and leaders can take practical steps like meeting people on neutral ground and recognizing how their status creates distance.
Employee engagement: why small businesses need to do it too
Small businesses often overlook employee engagement as too time-consuming or costly, but it’s actually essential to business success. True engagement is a social contract where employers share strategic goals and listen to employee concerns—requiring no expensive technology, just genuine communication and transparency.
How AI can benefit the employee experience
Discover how AI can enhance employee experience through improved team communication, mental health support, and unbiased recruitment practices. Learn practical ways to implement AI in your workplace to boost efficiency, wellbeing, and diversity.
Why a ‘no-blame’ company culture brings out the best in teams
A no-blame company culture shifts focus from individual mistakes to collective accountability, encouraging teams to identify all contributing factors and improve together. This approach builds trust, maintains morale, and drives continuous improvement across the entire organization.
Managers and workplace culture: a precarious symbiosis
Managers shape workplace culture but often lack the support and flexibility needed to thrive. Rigid organizational structures, inadequate training, and poor communication practices can overwhelm managers and create reactive rather than proactive work environments, ultimately harming both employee and manager wellbeing.
Three ways to avoid the disengagement danger zone
Learn three essential strategies to keep your workforce engaged: establish transparent communication across all levels, provide regular recognition and clear company direction, and foster meaningful relationships through social activities and community-building initiatives.
Four ways HR leaders can tackle a toxic work culture
HR leaders can tackle toxic workplace cultures by managing emotional responses, quantifying cultural problems through data and case examples, building leadership support, and implementing sustained change initiatives. These strategies help organizations address harassment, discrimination, and other unethical conduct while protecting brand reputation and business performance.
Why onboarding is broken and how HR can fix it
Many UK organizations use outdated, paper-based onboarding processes that fail to complete documentation before new employees start work. This slow, inefficient approach costs companies top talent and creates poor first impressions, with 35% of new hires reporting negative onboarding experiences.
Talent retention: giving employees what they want (part two)
Help your organization retain top talent by understanding what employees truly value. Learn how to ask the right questions about why they joined and left previous roles, then create a workplace culture that offers autonomy, purpose, and clear communication.
Talent attraction and retention: what employees want, what they really, really want (part one)
UK employers face rising voluntary turnover, with 61% of organizations reporting increased departures in recent years. Understanding what employees want—from career development to workplace culture—is essential for improving retention and reducing costly recruitment.
The future of HR: three things companies must do to attract and retain top talent
As automation reshapes the workplace, companies must prioritize three key strategies to attract and retain top talent: personalizing employee development, creating a clear talent strategy aligned with business goals, and leveraging AI to streamline HR operations. Strong people managers, strategic workforce planning, and learning-focused cultures are essential for success.
