HR is swimming in data — and most of it is about as useful as a chocolate teapot. Dashboards glow with charts. Reports land in inboxes. Metrics are tracked, benchmarked, and colour-coded.
When hybrid working struggles, the blame is often aimed in the wrong direction.Too many organisations assume the problem is people working from home — distracted,
There’s a growing disconnect in the workplace — and it isn’t about hybrid working or skills shortages. It’s about expectation.
January has a bad reputation—dark mornings, tight budgets, reluctant resolutions.
But for HR leaders and business owners, it’s actually the most effective time of year to review HR policies properly.
Every year, organisations choose January — the coldest, darkest, most deflating month — to run performance reviews.
Westminster just announced a major change: the £118,000 cap on unfair dismissal compensation may soon be scrapped.
We’re all juggling, firefighting, and stretching ourselves thin — and somewhere along the way, “I’m fine, just busy” became the default answer. Overwhelm has turned into a norm we quietly accept. But it’s not sustainable.
Annual reviews? Awkward small talk, vague feedback, and ratings no one remembers.
The issue isn’t performance management — it’s the outdated, once-a-year format.
RTO mandates are back — but the debate isn’t about productivity.
AI isn’t the futuristic threat we once imagined — it’s already transforming HR from the inside out.
It’s time to stop playing admin and start shaping the business.
Growth without structure is just chaos wearing a nice shirt.
