Human Resources Blogs

Sir Richard Branson, founder of The Virgin Group, famously said, "Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients."

How does a full year of paid leave for new parents sound? Or four-week sabbaticals to “pursue creative talents”? How about fertility assistance and egg freezing for would-be parents? Or even paying for gender reassignment surgery?

Businesses will demand more and more of Human Resources teams this year. It’s a big challenge – and opportunity – for HR Managers.

Disengaged workers are leaving their jobs faster than ever, and engagement, not pay or perks, is the main reason why. Employee engagement is tougher than ever for businesses, according to the Gallup State of the Global Workplace 2021 Report.

Setting objectives for your employee experience (EX) programs can deliver a 1.6x higher impact on your company's performance.

Special guest article by behavioral scientist Steve Crimando, principal and founder of operational risk management consultancy Behavioral Science Applications LLC.

Every year 550 million workdays are lost in the US due to workplace stress. That places a huge burden on both employee health and business productivity.

Updated August 23, 2022

One of the most powerful assets a business has is also one of its least tangible. Employee experience (EX) is a crucial influence on business performance. Positive EX strengthens an organization. Negative EX undermines it.

Communication is key. But how can employers keep this up during times of COVID-19 lockdowns, when staff are dispersed and regular office communication channels are unavailable?