Jon Ingham’s Post

In recent years, businesses (in particular HR departments) have witnessed a shift in employee expectations. Today, people want more than a 9 - 5. They want to be seen and valued as human beings, and expect to be looked after by their employers. One expert believes the simple act of showing appreciation could help solve some of the problems HR face today. https://lnkd.in/eKBX5xcG

Great piece in the Financial Times this week from the excellent Stefan Stern on "How to save HR from itself". It argues that HR needs to reinvent itself to stay relevant to the business and, in many cases, we'd have to agree given much of the client work we've done at ENGAGE. One quote from the article that really resonated. It came from Rob Briner, the esteemed Professor of Organizational Psychology. Talking about how HR needs, ultimately to show its relevance to the business, he says: "Employee engagement, for example, sounds like a plausible goal... But does it meaningfully - and demonstrably - relate "to anything that's important to the business?". ENGAGE has been arguing this for many years. We believe that engagement that isn't anchored in what your business is trying to achieve simply can't be a strategic tool that drives growth, transformation or sustainability. We take a simple approach. We start with your business outcomes and work backwards, asking 3 simple questions: What are your strategic business goals? What does #employeeengagement amongst your own people look like to helping you achieve these goals? And how do we deliver the right #employeeexperience to create this type of engagement? By redefining engagement, our approach takes it beyond a HR issue, and allows us to turn engagement into a critical performance metric. Can you use the word 'engagement' and 'performance' interchangeably? If you're struggling to answer that, get in touch.

Great piece in the Financial Times this week from the excellent Stefan Stern on "How to save HR from itself". It argues that HR needs to reinvent itself to stay relevant to the business and, in many cases, we'd have to agree given much of the client work we've done at ENGAGE. One quote from the article that really resonated. It came from Rob Briner, the esteemed Professor of Organizational Psychology. Talking about how HR needs, ultimately to show its relevance to the business, he says: "Employee engagement, for example, sounds like a plausible goal... But does it meaningfully - and demonstrably - relate "to anything that's important to the business?". ENGAGE has been arguing this for many years. We believe that engagement that isn't anchored in what your business is trying to achieve simply can't be a strategic tool that drives growth, transformation or sustainability. We take a simple approach. We start with your business outcomes and work backwards, asking 3 simple questions: What are your strategic business goals? What does #employeeengagement amongst your own people look like to helping you achieve these goals? And how do we deliver the right #employeeexperience to create this type of engagement? By redefining engagement, our approach takes it beyond a HR issue, and allows us to turn engagement into a critical performance metric. Can you use the word 'engagement' and 'performance' interchangeably? If you're struggling to answer that, get in touch. #employeeengagement #employeeexperience

We loved this piece in the Financial Times last week. The excellent Stefan Stern gave his thoughts on "How to save HR from itself". One quote from the article really resonated. It came from Rob Briner, the esteemed Professor of Organizational Psychology. Talking about how HR needs, ultimately to show its relevance to the business, he says: "Employee engagement, for example, sounds like a plausible goal... But does it meaningfully - and demonstrably - relate "to anything that's important to the business?". At ENGAGE we've been hammering home this message for many years. If engagement isn't anchored in what your business is trying to achieve, it simply can't be a strategic tool that drives growth, transformation or sustainability. Our approach is simple. We ask: 1) What are your strategic business goals? 2) What does #employeeengagement amongst your own people look like to helping you achieve these goals? 3) And how do we deliver the right #employeeexperience to create this type of engagement? This helps us turn engagement into a critical performance metric. Read more below and, if you need help making your engagement approach more strategic, get in touch. #employeeengagement #employeeexperience

#HRDevelopment2024 The dilemma HR is facing. A smile, but also a bitter reality and a great opportunity #forthepeople #withthepeople #engagement #fortheBusiness #valuecreation #practicality

In today's dynamic work environment, HR faces challenges such as talent management, employee engagement, and compliance with labor laws. This curated selection of TED Talks offers inspiration and practical takeaways for navigating the complexities of modern HR. Take a look: https://lnkd.in/g4xs7zfu #hr #workenvironment #hrchallenges #hrprofessionals #hrresources #employee #TEDTalks #humanresources

HR often gets a tough reputation, but it plays a critical role in balancing business needs with employee well-being. At omniIT, I’m focused on building an HR approach that supports both, helping create a positive and productive workplace. It’s a challenge, but HR is about people, and that’s where we make the biggest impact. How do you see HR in your organization? #HRMatters #WorkplaceCulture #EmployeeEngagement #PeopleFirst https://lnkd.in/ehA5P6wT

"HR Dive’s Identity of HR 2024 survey, which collected responses from 490 HR professionals, found that culture is their biggest challenge this year, surpassing hiring, training and compliance." Let's chat strategy when it comes to the tools you need to improve your organizational culture! #hr #recognition #adp https://lnkd.in/gkE8KtxB

Think HR is just about policies and payrolls? Think again. HR professionals are the architects of workplace culture and the guardians of employee engagement. In a world where the human element is increasingly recognized as the cornerstone of business success, their role cannot be overstated. 'Great vision without great people is irrelevant.' - Jim Collins This quote encapsulates the essence of HR's mission: to not only find but to foster and retain the great people that drive visionary companies forward. The magic doesn't lie in strategies or systems, but in the human touch that HR brings to the workplace. HR isn't just a department; it's the heartbeat of the organization. It's about creating environments where creativity flourishes, challenges are met with resilience, and diversity is not just welcomed but celebrated. So, to every HR professional reading this: Your work is not just important; it's inspirational. You're not just filling positions; you're fulfilling potentials. Your efforts don't just boost productivity; they build the very soul of your organization. Let's start a conversation. Share the most impactful piece of advice you've received in your HR career and how it's shaped your approach to your work. Your insight could be the spark that inspires another HR professional to transform their workspace.

With Gen Z continuing to join the workforce, our management styles need to evolve since Gen Z's wants and needs are not the same as previous generations. As HR Pros and leaders, we can help create a work culture that is better suited for newer generations joining the workforce. #worklifebalance #employeeengagement #employeeretention #HRtalk #HR #HRtips #workculture https://lnkd.in/eg2d8swx