Make the best of and motivate your skilled talent by creating clear career pathways they’ll enjoy. Then they can visualise and grasp the opportunities open to them. It’s good for them and good for you.
Make the best of and motivate your skilled talent by creating clear career pathways they’ll enjoy. Then they can visualise and grasp the opportunities open to them. It’s good for them and good for you.
Talent strategies achieve business objectives. It’s the hill we’re prepared to die on. But we live in times of change, so what worked yesterday, may not work today – or indeed tomorrow. To avoid slipping behind, an HR overhaul may be on the cards.
When an employment dispute arises, everything can get knocked out of balance. Not every organisation feels able to deal with an internal investigation or mediation, especially if it’s a complex matter.
The ONS reported last week that the UK economy fell into recession at the end of last year but it’s not all bad news. Overall, the economy grew across 2023 and the dip isn’t expected to last long as wages are rising faster than inflation and the jobs market is strong.
Mental health is a hot topic at the moment and rightly so. It’s estimated that poor mental health costs the UK economy a staggering £118bn a year with over 18 million working days lost.
We have good news. Our new book, Inspiring Leadership is now available for pre-publication download. To be fully released later this year, this version is just for those who’ve been with us on this journey.
Did you know that just a quarter of employees have full trust in their leadership? There is no time like the present to re-evaluate the skills we have in place and formulate plans for the ones we need to develop.
Last week we outlined our top five priority-list predictions for HR leadership in 2024:
What challenges and opportunities will HR leaders will face in 2024? Based on data gathered from over 500 HR leaders in 40 countries, Gartner’s report clearly shows a gap between awareness and the ability to act when it comes to employee wellbeing, engagement and retention.
Welcome to the first breakfast bite of the year. What are your company and team goals for 2024? At Jarred, we believe in the power of people to drive business forward so our focus is always going to be making sure you have just the talent you need.
Just a little note from us at Jarred this week to say we hope you’re enjoying your time off and to remind you why downtime is so productive.
We have the chance to breathe vitality into the workplace – so that it can reinvent itself for not just a new generation but also a world which accommodates everyone’s preferences and values what each person brings. In our economic climate, it’s not just a ripe opportunity – it’s our responsibility.
At Jarred, we believe that every high-performing team is built on a foundation of shared purpose and trust.
Welcome back to the second in our Did You Know? Series. It’s true, you don’t have to do it the hard way.
At Jarred, we are always energised by making a difference. The positive effect on our clients’ lives and careers is immensely rewarding and enjoyable.
HR should be prepared for a ‘huge tsunami of change’ over the next decade according to the former French labour minister.
Last week, leaders from around the world met at the spiritual home of computing at Bletchley Park, Buckinghamshire.
Have you stopped to think about what the AI/human hybrid future will look like?
How do we take up the role of machine teacher as we integrate AI into our daily routines?
You’re in a powerful position right now. We all are.
Here’s how to get ahead of the game and make it work for you.
7 questions every leader should be asking right now According to former Google X boss Mo Gawdat ‘Sci-fi has ended. We’re in sci-fact.’* With years of experience of being knee-deep in AI development, he has three predictions:
How to wow the last quarter of the year
What if we reframed soft skills as hard skills?
At the beginning of the year, Forbes published its top HR trends for the 2023 workplace.
There’s something fresh about the start of term and it affects everyone, whether you have children at home or not. With the altered state of summer over and done with, there’s a sense of returning to normality across the board.
This month we’ve been looking at ways to get everyone excited about getting back to work in September. With autumn just a breeze away, it’s time to get creative about how we’re going to bring summer’s sense of freedom and ease into a busy, productive workplace.
We all know that hitting the pause button isn’t just an enjoyable thing to do, it’s essential. It keeps us functioning, happy and healthy. So however much your summer vacation has cost this year, it has provided you with a priceless opportunity to rest and recharge.
Enjoying the altered pace of summer? It’s not always less busy, it’s just a chance to seek other life-affirming pursuits: time with family, festivals and a long-awaited annual break.
Sat on the side next to the kettle, the doughnuts are warm and fresh. What a great welcome back to work, especially if you’ve been away on holiday.
Now is the time to close the gap between your wellbeing talk and walk.
Has the climate of remote working changed the level of trust in your teams? If they’re no longer in the same physical space, do managers have a higher level of anxiety over deadlines or a perceived lack of control?
What sits in the gap between good intentions and good practice? People who feel demotivated, forgotten and unseen.
Summertime – a time when we look forward to some well-deserved time off. But what if it isn’t enough? For some, two weeks won’t take away the overbearing dread of going back to work.
For this morning’s light dip into HR, leadership and management, we’re looking at Mercer’s global insights for this year and it’s all about partnership.
When times are tight how do you reward commitment, excellence and going the extra mile? Come at it with a more rather than a less mindset.
When budgets are tight, managers are stretched and talented people are in demand, you don’t just want people to stay with you, you want them to thrive. It doesn’t just make sense on a human level: the bottom line is you won’t achieve business success unless you have the workforce to make it happen.
Performance review season The stresses of the financial year end often herald the stresses of performance review season. Your teams may have given their all recently but with budget constraints to consider, how do you retain talent and boost performance when salary increases and bonuses can’t be as generous as you’d like?
We get it. If you’ve had one too many conversations along the lines of ‘you’ve had a really good year but we can’t give you much’ your reports may be getting as tired as you are.
Data-driven culture allows us to make decisions based on analytics rather than gut decisions but that doesn’t mean that there isn’t a heavy human element to bring this insight to life.
When data-driven culture and a strong human element work hand in hand, it’s a powerful force that drives business forward – but it’s not just about the numbers. When a system is designed to shore up belonging, safety and mattering, it benefits people in ways that go far beyond the reach of the company.
Everyone wants to feel healthy, safe, and engaged at work. Confident they’re equipped to handle whatever’s ahead – particularly in uncertain times. Your middle managers are no different.
Last week we took a swift look at the work culture trend known as quiet hiring and why it’s been around longer than you think. It’s about enriching your workforce to meet your needs, using the people you already have to hand – a win/win when some markets are still tight and budgets are tighter
According to Forbes, the phenomenon of quiet hiring is with us. One of the top workplace predictions for 2023, its rise is hailed as the answer to budget restraints in a competitive hiring environment.
One bad apple can infect the whole barrel, so the saying goes. What if one good apple could keep the whole barrel healthy?
How committed to effective, holistic development is your business? In real terms, it looks like: Elevating the importance of learning culture within a firm – something that’s constantly evolving, visible and purposeful. A commitment to career planning within the firm and beyond it so that people feel supported, you get the best of their natural
The results of the UK’s first four-day week study were published a few weeks ago. These are our top key findings from the report which suggests a relationship between shorter working hours and:
While the percentage of the workforce working between home and office rose to 24%, the number of those working exclusively from home dropped. Three quarters of home and hybrid workers reported improved work life balance.
Here are a couple of statistics to get you thinking: Over half of those questioned in a Glassdoor survey stated that they value a company’s culture over salary. A Gallup poll found that engaged teams show a 14% increase in productivity and 81% less absenteeism The same Gallup study states that when it comes to performance, happiness and contentment
Hybrid working rose sharply in 2022, long after the end of the Covid-19 restrictions. It’s a trend that’s clearly here to stay, so being clued up about rights and responsibilities should be a priority for any leader, manager or business owner.