It's a long weekend and we are all on lockdown. If you'd like to get some tips from Laura at JourneyHR about stuff you could be doing on your staycation have a look at our short video.
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In the past few weeks we’ve seen a huge mobilisation of remote working. For many of us it’s been a big change to our working style.
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The coronavirus pandemic has drastically altered the way many of us work, with entire organisations having to adopt home working practices almost overnight. This sudden shift has for some us been a challenging one.
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Employee engagement is an essential part of business growth and innovation. Employees who feel engaged are more likely to go that extra mile, show enthusiasm and pride in their work and crucially, feel invested in the company’s success.
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At the 2019 CIPD Annual Conference, former group HR director of the BBC, Valerie Hughes-D’Aeth, said that HR’s opportunity to influence the boardroom has never been so great.
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According to research from Inspire Wellbeing, the likelihood of developing a mental health problem in the creative industries is three times that of the general population.
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For many organisations, learning and development (L&D) can easily fall down the to-do list. With client demands, new business pitches, and employee concerns to deal with, many managers may not even consider the impact of an L&D strategy on their organisation.
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We often hear business founders talk about “company values”, but it’s crucial that every employee understands the relevance and importance of those words if they’re to stand the test of time.
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As the saying goes “nothing is forever” and that’s certainly true for business. In recent years, virtually every industry has had to develop and adapt to a changing world, from the rapid emergence of new technologies to a shift in workforce demographics.
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Why has retaining great talent become such a key focus for adland? Journey HR Founding Partner and CPD Gold Judge, Sue Shaw argues that 'your people are your biggest asset'.
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Variety is the spice of life, as the saying goes, and this certainly rings true for the workplace. We all bring different skills, talents and personalities to the table, and it’s important that companies not only identify but embrace these individual strengths.
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The thing is, it’s all too often that staff – especially more junior members – don’t book time off; worried they’ll be looked down on if they do. This kind of thing is not just bad for the team, but the overall culture of the business. So how do you stop it from happening?
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When a team leader is promoted following a crisis, they are pretty much guaranteed to have more than their fair share of obstacles. With resources low and stakes high, it’s often a time when people are promoted from within to help manage the situation as a trusted advisor.
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