Recent TRG blog posts

You may be familiar with the phenomena of the Great Resignation and quiet quitting, but now a new trend dubbed "quiet vacationing" is making waves in the corporate world. Is this just a passing trend, or does it signal a deeper issue that HR professionals and managers need to address together? 

Read more:The Future of Work from Gen Z & Millennials' POV: What Numbers Tell Us 

Headhunters play a critical role in high-profile hiring, where the stakes are high, and the chosen candidate can significantly impact the company's direction and future. They leverage their expertise and extensive networks to source, attract, and ultimately place the best possible candidates in these coveted roles. But excelling in high-profile recruitment requires a strategic approach that goes beyond simply identifying skilled individuals.

In today’s competitive business landscape, retaining clients is just as important, if not more so, than acquiring new ones. One of the critical factors influencing client retention is the quality of technical support. Providing excellent technical support not only addresses clients’ immediate concerns but also builds long-term loyalty and trust.

While Emotional Intelligence has clear benefits in enhancing interpersonal relationships and managing emotions, it is not without its drawbacks. Recognizing these potential disadvantages can help individuals and organisations strike a balance between EQ and other critical skills, ensuring a more holistic approach to personal and professional development.

As societal expectations evolve and the triple bottom line - people, planet, and profit (3Ps) - becomes increasingly vital, businesses face rising pressure to prove ethical standards and showcase their socially conscious commitment.

In the HR world, the pressure to fill open positions quickly can be immense. Often, recruitment efforts take centre stage, casting a wide net to attract a pool of potential candidates. But what happens after the resumes flood in? Selection, the crucial process of identifying the perfect fit from that pool, can sometimes get relegated to the sidelines.

It is that much-dreaded time of the year when you have to review your team members' performance. The processes are not only lengthy and complex but also emotionally charged. Not every one of your members will accept the reviews with ease. There are "difficult to deal with" individuals who have a cent or two about the verdicts.

What makes or breaks an organisation? For many, it comes down to leadership, but securing strong leadership relies on having the right people in place to take the reins of power over time.