Leigh Lacy
Presenteeism whilst unwell can become as endemic in a workplace as absenteeism when not unwell. Reasons are varied and wide ranging, but the repercussions can be vastly damaging, both to the employee, the business and customers.
You may be concerned about attracting and retaining employees in 2023. Many industries are facing challenges with recruiting and retaining skilled workers, and economic uncertainty adds to the difficulty. Did you know that the average cost of finding a new employee is £7,729, which is why it’s important to start thinking about ways to keep your top talent?
In an increasingly interconnected and complex world, leaders must be agile to respond quickly and effectively in a changing world.
We are all living and operating with a backdrop of ongoing uncertainty and change with increased costs of living, a pending recession, ongoing redundancies to name a few. In such challenging times, wellbeing initiatives implemented during the pandemic may no longer address the challenges and needs of today’s workforce.
As an effect of international growth, HR is no longer just local. So, what should HR professionals keep in mind when an organisation has offices in several, often culturally different countries and how do they secure the collective identity?
Talent management consists of four key areas: attracting, developing, motivating, and retaining talent. They are fundamental to reaching the strategic goals of your organisation – be it productivity, customer satisfaction, growth, or all of the above.
We’ve all heard of the skills gap: “Nearly 9 out of 10 executives say they are facing a skills gap” McKinsey 2020 survey. But new evidence shows that “the skills gap” doesn’t even slightly do the crisis justice; we are now on the precipice of a skills abyss.
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