Liza Strong

Employees don’t believe the narrative: Employees chose to join or leave organisations based on their perception of whether a firm is genuinely committed to DEI. Even if some leaders are great inclusive leaders, it just takes one to have a huge negative impact. Re-setting the story and the compass for DEI in 2024 will set you up for real success and a real measure of where you need to head, with a broader level of accountability around SUCCESS! If you would like to understand the rationale for this approach, check out my article: 𝗪𝗵𝘆 𝘀𝗵𝗼𝘂𝗹𝗱 𝘆𝗼𝘂𝗿 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻 𝗿𝗲-𝗲𝘅𝗮𝗺𝗶𝗻𝗲 𝗶𝘁’𝘀 𝘀𝘁𝗼𝗿𝘆 𝗳𝗼𝗿 𝗮𝗻 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗶𝗻 𝟮𝟬𝟮𝟰. https://www.rfr.bz/lnpr9hu

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#talentacquisition #recruitment and #retention is ever more competitive, but going back to basics and putting the individual engagement at the centre of the process really helps. Here is a 4 mins read on my thoughts. #Cripps

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A great article from Lynda Gratton and Diane Gherson on the blended workforce and independent workers in organisations today and what this means for talent management. How we manage a blended workforce needs proactive consideration, as using the same approaches used for employees is not the answer. How we engage, build and retain knowledge, and ‘sponsor’ these different roles will be important. How will we manage a shift away from the full-time employment model — or at least this becoming a smaller part of the picture for many organisations? How will the risks, challenges and opportunities be navigated? Be proactive, consider the various needs, engage with people, listen — and action some of the great thoughts in this article. HBR May-June 2024. https://lnkd.in/gJr_WhQe

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#changemanagement #transformation #culture – really interesting conversations this week where I am being asked to share my experience of what underpins a strong culture transformation. Systematically, I have seen a pattern with 4 key elements at play from the culture underpin perspective that have made 'change and transformation' work sucessfully. First, the 'Tone from the Top' - clarifying the direction of travel, the why, and explaining how the future will be different from the past. Second, 'Leadership' - the visible shift in behaviours and mindset demonstrated by the leaders and the story-telling to their teams to gain inspiration and alignment. Third, the Organisational Symbols - the narrative, the drum-beat of communication, the success stories, the public celebration of the early adopters – all aligned to the transformation and the expected change in behaviours and mind-set. Fourth, the absolute alignment of the 'People Management Practices' to the required change – recruitment expectations, objective setting, performance management, reward, amongst others. And the key factor to make all of this work is to ensure total integration and congruence between all 4 elements. #success #culture #transformation

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Great to see the support Q5 provided to London HR Connection, a not-for-profit networking group for HR professionals, through our pro bono consulting practice, Pop Up. Learn more about the challenges LHRC faced and the positive impact our team made in the video below 👇 #HR #ProBono #Consulting

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With the new Labour government set to announce reforms to UK employment law in October, it’s crucial for leaders and employers to get ahead of these reforms. To help you navigate these upcoming changes, I’ve recently recorded a 4 part podcast series for the Inclusion Live podcast. Joined by host @Esther Crew, Founder of @Performance and Engagement and @Inclusion Live, a leadership and DEI expert, we dive into exactly what these changes mean for leaders and organisations and discuss the benefits they will bring. Each episode also includes a free practical Key Takeaways download, providing tips and steps to help you take action now. --- Here's an overview of what we cover: 🎙️ 'The Right to Switch Off' Explained – Explore how this could enhance your employer brand and improve employee wellbeing. 🎙️ 'Day One Rights' Explained – Discover how "Day One Rights" will impact recruitment and performance management. 🎙️ Ending ‘One-Sided Flexibility’ – Learn how the reforms could develop better working relationships and team engagement. 🎙️ Discrimination and DEI – Understand the new responsibilities around harassment reporting and leading an inclusive, psychologically safe workplace. --- Listen to the episodes now, and download the free Key Takeaways to stay ahead of the changes - https://lnkd.in/eZzpU7f6 🔁 Feel free to repost and share this in your network to help others stay informed, too! #EmploymentLaw #EmploymentLawReforms #HR

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With the announcement of a General Election on July 4, 2024, many employers and HR professionals are asking 'what does this mean for employment law?' Find out more in our blog: https://lnkd.in/e_2j6QQk

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If you want to know more about how employers can support colleagues who are exploring surrogacy, read this great article by my colleague Helen Burgess

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It was a pleasure to chair this session today on Career Planning & Development for senior people professionals and step in for Kayleigh Tobbell Firstly we got to hear from Steve George Chartered MCIPD, FRSA, GMBPsS about the wide range of tools, learning and support available from the CIPD website for Members at all grades. https://lnkd.in/ed-_fwqS Then a fabulous panel of senior people professionals. Vicki Casey Chartered FCIPD Jennifer Hulme Helen Bilton Some top takeaways for me included: 📈Structured planning to career development through short focussed bursts each day. 🔎 Researching the diversity of HR roles and understanding the business sectors you want to work with. 🗣️Network, network, network, get yourself visible and about in different forums, share and amplify insights and help people understand the value and impact you bring. 💻 Be able to understand the commercial value of HR and seek buy in for HR practices from business leaders. 📚Build a case study of work experiences to help capture your measurable impact as a people professional. 👾Overriding that inner gremlin and knowing you can. Some of this probably seems obvious but against busy work and home lives, which can be focussed on supporting and enabling others, it is easy to neglect your own development. What are your top tips? #cipd #sppn #seniorpeopleprofessionals #cipdnorth #careerdevelopment #personaldevelopment

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In times of economic uncertainty, employers need access to accurate and up-to-date information about remuneration and incentive structures. That's where Remchannel comes in - a cutting-edge reward management platform that provides employers with the tools to create a defendable reward strategy. By participating in Remchannel's surveys, employers gain extensive insight into remuneration and reward trends across industries. The platform also offers advanced tools, such as job profiling and job evaluation, to easily create remuneration and employee benefit frameworks. Stay ahead of the game and ensure your reward strategy is up-to-date with Remchannel. #remuneration #employeerewards #rewardmanagement #HRtools

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Is your Board Recruitment process #INCLUSIVE? It’s National Inclusion Week and the theme this year is #ImpactMatters. We need #inclusion at every step of the board recruitment process - from boards thinking through advert wording, to candidates seeing the advert and feeling welcomed to apply, to the filtering process of applications, the interview process and induction/onboarding. What will you do to create #inclusiveworkplaces? #inclusiveboards #nonexecutivedirectors #boardrecruitment #EDI

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A great summary from Peter at mpm legal setting out the key steps you can think about to prepare for the introduction of the Employment Rights Bill which was announced last week:

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Are we really still seeing widespread lack of strategy within HRBP roles? The header of this HR Dive article caught my eye... "How the HR business partner can take on a strategic role HRBPs have often been slotted into more administrative roles. But at forward-thinking companies, that’s changing, according to a Josh Bersin Co. report." Nope. Forward-thinking companies are the companies that already redefined their HRBP roles to include strategy in the past. Those who are just now considering changes are not forward-thinkers IMO. Now, on to Bersin's findings... I was surprised to learn that only 11% of companies have a systemic HR function operating at the highest level of maturity, according to Josh Bersin Co's report, The Definitive Guide to Human Resources and the Systemic HR Initiative (link in comments). Bersin also shares that the results at these companies speak for themselves. "They are twice as likely to exceed financial targets, 12 times more likely to accomplish high levels of workforce productivity, and seven times more likely to adapt well to change, according to the report." How is that only 11% of companies have appropriately defined their HRBP roles to achieve systemic HR function operating at the highest level of maturity? In my experience, the HR Business Partner (HRBP) role is strategic by definition, just as accountants are analytical, project managers are structured, and executive assistants are detail-oriented. All of these roles bring many more competencies to the table, but the competencies I'm citing are core and non-negotiable, just as strategy should be for HRBPs. HRBPs should be part of the connective tissue of the business! https://lnkd.in/gHjpXVdc

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How awful that this is needed. Helpful advice for workplace safety during this period of unrest.

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Ever feel like HR is passing you by? One of those things you know you should focus on but always gets pushed to the bottom of your list? Luckily for you the Employment team Greenwoods Legal LLP are on hand to distill the latest changes and will be sending it straight to your LinkedIn feed - make sure you follow Greenwoods and John Macaulay to stay up to date. #hr #employmentlaw #peoplematters

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Thriving, delivering, and performing are all part of and underpinned by wellbeing, and exactly why organisations are, and we should be, more focused on this topic today. To drive increased overall wellbeing, building on a study from earlier this year, we need to focus on the workplace rather than trying to ‘fix’ the individual. The key to success is in how we structure roles, equip team leads and address frustrations. So, ensuring we are providing channels to provide feedback, engaging in regular performance discussions and building the capability of our managers are all priorities. The author notes that “helping people to do the job they are paid to do will improve how people feel at work”. There is clearly a need and a place for individual support and assistance, but the real opportunity is around these more structural items. We often accept a way of working, or approaches, that are outdated, when we can easily change and drive performance. More in the article below and study was by William Fleming, PhD, at the Wellbeing Research Centre at the University of Oxford. https://lnkd.in/eYUGBNF3 #wellbeing #thriving #leadership #workplace #development

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Are you a CPO/CHRO/HRD interested in a deeper discussion, thinking about how we systemically address the challenges of being a People Professional in the world of work today? And how we can create environments for People/ HR teams that reflect the real world challenges of our work? Look no further 👇

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The majority of HR practitioners feel unequipped to meet their organisation’s needs, and struggle to maintain a good work-life balance, research reveals. Do you agree? Well done on this great article Isabel Jackson, 👏 which shines a light on how many HR professionals are feeling right now. It was a pleasure to add my view to this article and comment on the research: Lisa Murphy, CEO of Limelite HR, said the profession has had to “rapidly develop new skills and knowledge” and “step up and help to steer and guide organisations, often at a detriment to our own wellbeing”. “This year we’ve already seen significant changes to the employment law landscape, but this may just be the tip of the iceberg if the political landscape changes following the general election,” she said. “We deal with very difficult situations but, unlike coaches or counsellors, there is no expected form of ‘supervision’ or formal support, and the training we’ve had often doesn’t equip us with the practical or softer skills needed to manage the most challenging of situations we have to face. “You only have to look at how many successful online HR communities there are to see that our profession is actively, sometimes desperately, seeking professional and emotional support from others, and feeling lonely, unappreciated and ill-equipped.” What do you think, should HR have more support for their own wellbeing, or even formal Supervision? Read the full article below ⬇️ #HRThinking #HRResearch #HRWellbeing

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