The rapid pace of change in today's business environment means that organisational cultures need to be more adaptive and resilient than ever. Companies that can create cultures that embrace change, foster innovation, and prioritise employee well-being are likely to be better positioned for success in the future. 

In the wake of remote work becoming the norm for many organisations, the transition back to office-based work can be challenging. A well-thought-out back-to-office policy is crucial for ensuring a smooth return and maintaining employee satisfaction.

Starting a new job can be both exciting and daunting. For many newcomers, the transition into a new company is often rife with fear and anxiety. These fears can stem from various sources, such as concerns about the unknown work culture, forming relationships with colleagues, or meeting performance expectations.

As businesses are seeking ways to cut costs in anticipation of a rough economic road ahead, what can the HR function do to help?  

360-degree feedback has become a game-changer in talent management, offering a comprehensive approach to evaluating and developing employees. This method goes beyond traditional performance reviews by considering inputs from multiple sources, including supervisors, peers, and subordinates.

Implementing a 360-degree feedback system is not always straightforward. Many companies struggle to get it right, facing challenges in design, execution, and follow-up.

In this blog post, we will strive to find the answer to the question "Are we overvaluing employee satisfaction?" by investigating whether emphasising workplace contentment actually increases engagement and productivity and examining its effects on key metrics, such as eNPS, absenteeism, and turnover rates.

Read more: Are You One of These Four Employees Who Make or Break a Meeting? 

As the economy evolves rapidly, building an adaptable workforce is crucial for organisations seeking to stay ahead of change. Yet true talent acquisition requires more than filling vacancies; it demands a holistic approach that encompasses both current and future hiring needs. 

Are you struggling to set meaningful goals for your diversity and inclusion initiatives? Not sure which metrics truly matter or how often you should update your plans? You are not alone. These challenges are common, but they are not unsolvable. 

Diversity and inclusion in the workplace are hot topics these days, and for good reason. People are now more interconnected today than ever. As a result, workplaces are becoming increasingly diverse. Companies are waking up to the fact that having a diverse workforce is not just nice to have.