Industry Insights & News
Deciding to keep going with a planned, but not yet begun, 360-degree feedback exercise took courage and clear thinking on the part of the senior management team of Wandle Housing Association.
Surveys provide important data for making sense of where we are and where we need to be with our HR strategies.
Over this period of lockdown, we have received many requests for help from people keen to tap into our experience of virtual working.
During this lockdown period, people have not only learned how to mute themselves on Zoom, or chair a virtual meeting.
What are the ins and outs of the job? Who will I work with, what are their strengths and weaknesses, likes and dislikes? What are the customs and traditions and the stories and the myths that are particular to this company and this group?
A study of 1,153 employees who work remotely at times, revealed that many report poor workplace relationships and find it challenging working with and through others.
We have periods ahead when we will be required to make big changes to how we live and work. Emphasising development is a clear win-win.
Compassionate leaders seek to create a culture where helping to alleviate hardship is the norm. This isn’t about just having a sense of sympathy; it’s about having a sustained and practical determination to do what we can to help people…
We are pleased to offer this week a blog from Ingrid van Zutphen of CPM, our partners in the Netherlands. Adapt 'You can't change the wind, but you can adjust the sails.' The Dutch government have shown incredible flexibility and adaptability...
Peter Cheese, the CEO of CIPD has written 1 to UK Chancellor, Rishi Sunak, asking for more flexibility for furloughed staff to allow short-term working whilst on furlough. I was delighted this morning to hear of CIPD’s action and hope the Chancellor of the Exchequer...
How do we achieve productivity during this pandemic crisis? This is the critical question that leaders are grappling with as we come to grips with home working at a time of isolation and confinement. I am not claiming to have any magic answers, but here are my top...
Leadership is not a one size fits all. It is very much about context. It is also quite personal; personal to the leader and the person, or people with whom they have a relationship. These are challenging times. Leaders must be able to show sensitivity, understanding...
The Change Curve model, generally attributed to Elisabeth Kubler-Ross has long been a useful management model and is of special relevance now as we adjust to the new reality of homeworking and social distancing.
As an organization striving for excellence and success, it is important that the people that make the place are qualified, diverse, high performers, and great leaders.
Selection decisions in our digital era need to be based as much on potential to meet the, often unknown, challenges ahead, as to fulfil current needs. When it comes to strategic leadership roles, talent shortages mean it is once again imperative to grow your own, rather than hire in.
Just published research from Gallup concludes that the primary driver of employee engagement is how organisations develop their employees.
I was deeply moved by a post on LinkedIn by a colleague in Europe saying she had learned a lot from CIPD and their resources and training and from UK HR Managers.
We progress by learning from our mistakes. If we don’t learn from them, we don’t progress. Simples, says the meerkat. Or is it?