Naomi Verghese

Interesting survey. Recommended for anyone who's interested in knowing what pay-related information employers typically share with their employees. I see very mixed practices with companies generally moving to greater levels of transparency.....but how far will they go????

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Love this article about the importance of how we talk about our L&D products to get customer buy-in and engagement

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We talk a lot about "new-age HR leadership", but has the Chief HR Officer role changed 𝐚𝐭 𝐚𝐥𝐥 since the introduction of the Ulrich model in 1995? For decades, there has been one single generally accepted way for companies to manage their people and culture. Pioneered by Dave Ulrich in '95, this is (still) characterised by three pillars: Human resources business partners, specialised cross-disciplinary units known as centres of excellence, and shared-service centres. But, things are changing. There's no longer just one HR archetype to rule them all. The modern CHRO now brings a tapestry of skills and experiences, often outside of what's traditionally been considered "core HR". This removes barriers to entry for non-HR CxO leaders, but could this industry trend leave conventional CHRO's out in the cold? Join Chris Rowlands and I for an in-depth discussion on "The Future Ready CHRO" brought to you by the London HR Connection on the evening of November 19th at Bush House (the former iconic home of the BBC) where we'll be moderating a fantastic line-up of panellists who'll be sharing their views on the changing role of the CHRO; ► Catherine Douglas - Chief People and Sustainability Officer at The Co-operative Bank plc ► Kate Moughtin - Chief People Officer at Hiscox UK. ► Gira Davda - Chief People Officer and Chief of Staff at Brightwell ► Natalie McClean - Chief People Officer at Partners&. and Co-Founder of Nexus We'll also be shining a light on the work at Nexus who are committed to help (re)define a path for future CHRO's, equipping them with the toolkit they need to meet the future needs of organisations around the world. Secure your space via the link below, or drop me a note for details | E: [email protected]

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Did you know that only 53% of female employees feel that they are paid fairly compared to 61% of male employees? Mercer's Inside Employee Minds research shows that perceptions of pay fairness are directly linked to pay transparency. With increased pay transparency legislation around Europe, what are UK companies doing? Are you preparing to be transparent across the region or just keeping an eye on other companies in the UK? Share your company's approach and see what your competitors are doing in our UK Pay Transparency survey. #PayTransparency #PayTransparencyUK #FairPay #MakeWorkPay #PayGap #DEI #Rewards Lucy Brown Lucye Provera Ian Ogilvie Lea Lønsted Maura Jarvis Joanna Murawska IŞIL ÇAYIRLI KETENCI Mercer UK Marsh McLennan

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What amazes me is that this article misses an excellent opportunity to address workplace bullying effectively. 1) Organizational structure needs to change to reduce or mitigate workplace bullying. HR is just part of the system. 2) The mistrust towards HR is not at all surprising. Much research has been done on workplace bullying, citing the mistrust of HR. So why state the obvious? 3) Apart from the first research, it would be nice if the author provided more relevant research. This results in an article that says little. 4) Having better expert commentators for the article can help to bring awareness to workplace bullying. #evidencebased #workplacebullying

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I missed this CIPD report when it came out last year. It states that average absenteeism in the UK increased to 7.8 days per person per year, two days (34%) higher than pre-pandemic rates. In addition to minor illnesses, the main causes appear to be stress, mental ill health and musculoskeletal injuries. Considering that more people have the choice and flexibility to occasionally work from home, and hopefully have better work-life balance, I’m surprised by this result (particularly the first two causes). I wonder what the confounding factors are? Also, as often reported, average absenteeism is 1.8 times higher in the public sector than in other sectors.

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Here’s a fascinating article on how stress effects people’s appetite for making ethically-sound decicions. It raises interesting questions for directors and management to ask about how organisational culture and performance management (incl compensation schemes) affects your organisation’s ethics barometer.

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Learning to say no effectively can transform your professional growth. It’s not about shutting down requests but navigating them thoughtfully: refining tasks, negotiating adjustments, or leveraging opportunities for growth. Boundaries done right can enhance trust and open doors. How do you handle requests that push your limits? #ProfessionalGrowth #EffectiveCommunication #SettingBoundaries

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💡 Team performance isn’t just a “people problem” – it’s a data opportunity. For too long, we’ve categorised teamwork and collaboration challenges as abstract interpersonal or cultural issues. What if we reframed these challenges as opportunities to harness data and behavioural science to drive real, lasting change? Imagine consistently having access to personalised insights that help you: 🔍 Develop greater self-awareness and understanding 🤝 Foster smarter, more effective collaboration 🚀 Fast-track teams to sustained high performance The real transformation happens when we stop relying on guesswork and gut feeling and instead embrace precise, actionable insights. Technology now offers us the opportunity to do this at scale. Curious how? Join me in London on 27th November or Copenhagen 4th December where I’ll be diving into how AI and behavioural science can reshape the way we think about team performance. Link to sign up in the comments 👇

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How effective are your Employee Resource Groups (ERGs) as change enablers? Our new ERG Accelerator Programme recognises that each will be on their own maturity journey, but are essential tools for inclusion in any organisation. Why do ERGs matter in achieving #diversity #equity and #inclusion? 📌 Mission & Purpose ERGs are crucial change partners in supporting your company achieve its mission and align with your values-led purpose 📌 Innovative Customer Insights ERGs offer vital perspectives on the changing expectations of your people, clients, and suppliers; informing innovative product development and ultimately driving market relevance and growth. 📌 Employee Value Proposition ERGs act as important ambassadors for your organisational identity and can set you apart by becoming an employer of choice. 📌 Growing Future Leaders ERGs at their best offer invaluable leadership development and mentoring opportunities, empowering employees to grow professionally. 📌 Inclusion Advocates ERGs are paramount to fostering an engaged and inclusive work environment by accelerating connection, promoting diversity awareness, and advocating for equity. Join us on 20 June 1030-1100 BST for our launch webinar when Minaxi Mistry and I will walk you through our new 3-part bitesize learning experience to support your ERGs on their change journeys, working effectively in partnership with their executive sponsorship. 🔽 Joining link in the comments 🔽 #InclusionMatters #Belonging #DiversityAndInclusion #InclusiveLeadership

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When leading through change, we often focus on the practicalities, plans, and strategies, which are, of course, important. Equally important and perhaps even more so is our focus on the people going through the change process. When that is overlooked, change becomes transactional, soulless and its potential is limited. What does it take to keep people at centre stage? Engaging with empathy and agency?

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My favourite section of this article (because it is true and made me laugh) was the comparison made of the various (often conflicting) elements of performance reviews - measure performance; improve performance; collect data to inform talent decisions (promotion, pay rises etc); collect data about career aspirations and desired development opportunities. This was described as "trying to incorporate this mishmash of things into a cohesive assessment is like making dinner with what you’ve got in your fridge: Once in a while it meets expectations, but usually it ends up being a questionable proxy of a meal." It's so true.... and it doesn't need to be. What are you really trying to achieve? Why not take a step back and consider this rather than create a meal that is unappetising to everyone. Create something useful, something that people don't dread. The article is definitely worth a read. Reach out if you need support to do this - sometimes a fresh set of eyes is just what you need. People Matter Coaching & HR #PeopleExperience #Growth #Development #Retention #EmployeeExperience

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I am trying to unravel a strategy knot out loud...do you recognise it? In the midst of some investigations into development and implementation of strategy in an L&D context - attempting to tease out a couple of threads. When thinking about 'being strategic' in a learning context, I wonder if we overreach? In my conversations, with corporate L&D folks and with vendors, I observe a tendency to conflate working on strategic projects/programmes and participating in business strategy. From the Fosway Group data (more on this to come from David Perring, FLPI in the coming few weeks), it is rare for L&D functions to be advanced in mobilising around strategic priorities (only 13% were very advanced last year). At the same time Compliance was the top priority for the year in the same 2023 data. This tends to fall into the 'important but not urgent category', from a strategic point of view at least. Similarly, we see much greater confidence in effectiveness when meeting compliance objectives - less so with skills development, transformation projects, culture change etc. The ability to participate in strategic projects seems limited in many cases. Are we waiting to be pointed in a strategic direction? The opportunity to participate in broader strategy seems even more opaque. So, when learning service providers want to be a strategic partner for learning, what territory are they claiming? #learninganddevelopment #learning

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The more people I talk to about Fathom - the more clear it becomes that measurement and working with data is a big challenge to tackle in L&D teams. I'm hearing two main things: 1. Data is fragmented, it takes a long time to analyse, and we don't have the expertise to do it. 2. We don't know what the best approach to measurement is in the first place.

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How can effective organisation design unlock performance and employee potential? What are the essential steps in the process? In Episode 33 of our #OrgDev podcast, we’re thrilled to be joined by Jonathan Edwards, co-founder of Kanso Design and a leading expert in organisation design. In this insightful conversation, Jonathan shares his extensive experience on how aligning key elements of your organization can create a seamless, efficient operation that drives strategic goals. He also debunks common myths around organisation design and provides pro tips for achieving transformative results. It was a fantastic discussion - packed with valuable insights! A big thank you from Dani and I to Jonathan for generously sharing his time and expertise. Tune in now to gain expert tips and unlock your organisation’s full potential! 𝗪𝗮𝘁𝗰𝗵 𝘁𝗵𝗲 𝗽𝗼𝗱𝗰𝗮𝘀𝘁 𝗵𝗲𝗿𝗲: https://lnkd.in/eUiPtWku 𝗟𝗶𝘀𝘁𝗲𝗻 𝗵𝗲𝗿𝗲: https://lnkd.in/e_adjrAt 𝗦𝘂𝗯𝘀𝗰𝗿𝗶𝗯𝗲 𝘁𝗼 𝘀𝘁𝗮𝘆 𝘂𝗽 𝘁𝗼 𝗱𝗮𝘁𝗲 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗹𝗮𝘁𝗲𝘀𝘁 𝗲𝗽𝗶𝘀𝗼𝗱𝗲𝘀: https://lnkd.in/eTeRUHWr #Podcast #OrganizationDesign #OrgDesign #Leadership #Performance #BusinessSuccess #EmployeeEngagement #Strategy

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🚨 New blog out now. Unpacking psychological safety - the what, why and how, plus all the evidence you need to make the case for prioritising it in your #culture Take a read here: https://lnkd.in/ex5yWdrU

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Autumn is well and truly here 🍂 That means, as well as Halloween and bonfire night, Benefits Expert HR Summit 2024 is just around the corner. This year I’ll be joining an incredible panel to discuss AI’s impact on the workforce—through the all-important lens of gender equity. I’ll also share my own journey of harnessing AI to drive business success as a woman in tech.  AI isn’t gender-neutral: it’s reshaping functions where we see women disproportionately represented; the tech industry (which created the tools and solutions so many of us are now using daily) is still rife with inequality; and we're seeing a much slower rate of AI skill acquisition in female populations compared to male. I’ll be talking about practical ways companies can support a fair transition to AI-driven roles and exploring what it means to create “efficiencies” ethically and with people in mind.  We’ll also dig into some of the exciting ways HR and People teams can use AI for real transformation—enhancing personalisation, boosting employee engagement, and crafting people and culture strategies that make a real impact. 🤖 It’s all about blending the best of tech with the power of human insight 🚺 This year’s summit is hosted at the gorgeous Sopwell House, and if it’s anything like last year, it’ll be a perfect chance to network, grow, and soak up some inspiration. Can’t wait to see familiar faces and meet new ones!

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𝙉𝙀𝙐𝙍𝙊𝙄𝙉𝘾𝙇𝙐𝙎𝙄𝙊𝙉 - 𝙇𝘼𝙔𝙄𝙉𝙂 𝙏𝙃𝙀 𝙁𝙊𝙐𝙉𝘿𝘼𝙏𝙄𝙊𝙉𝙎 𝗖𝗘𝗡𝗦𝗨𝗦 𝗕𝗘𝗙𝗢𝗥𝗘 𝗖𝗢𝗡𝗦𝗘𝗡𝗦𝗨𝗦 🚀 Transform Your Hiring Process: Join the Beta for ‘Collaboration for Neurodivergence’ programme 🚀 🔵 Is your organization ready to attract and retain top neurodivergent talent? My new course, ‘Collaboration for Neurodivergence,’ is designed to help organizations identify integration blocks and build neurodivergent-friendly workplaces, ensuring a truly inclusive hiring process. 🔵 We’re looking for 10 proactive beta testers from the people managers to talent acquisition and recruitment leads to join us! You'll help refine a program that will revolutionize how organizations approach neurodivergent talent. 🔑 Key Benefits for Recruiters and Hiring Managers: ✅ Conduct comprehensive cultural audits to align your hiring practices with inclusivity. ✅ Identify and bridge cultural gaps to enhance talent integration. ✅ Equip yourself with strategies to attract and retain neurodivergent employees. ✅ This isn’t just a course; it’s a step towards building the future of inclusive recruitment. Find out more below…. #Neuroinclusion #Neurodivergence #InclusiveHiring #TalentAcquisition #Recruitment

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As we head towards the uk general election, check out this great piece in Employer News - HR and Business News for UK Employers from my Traction Coaching colleague, Philippa Spratt about how we all may benefit from thinking of a promotion like being up for election. https://lnkd.in/ebBe6mbf #election #coach #managerdevelopment #leadership

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