Emotional Intelligence (EI) is an individual’s ability to recognise their own and other people’s emotions, and their ability to use this information to guide how they think, respond and behave.

If leaders want to create organisations that are psychologically safe and attractive places to work and develop, they need to develop empathy in the workplace. 

Research has shown that disengaged employees cost the UK £44 billion annually in lost productivity (Employee Benefits Summit 2010)

These 4 people priorities are essential for improving your organisations performance

Instead of making a New Year’s resolution take time to consider the kind of life you want to live and the person you want to be.

Research conducted by Queen's University found companies with higher management scores perform better.

A new McKinsey Health Institute survey across 30 countries found that the global level of burnout is 22%, in the UK 20% and 16% in North America.

Considering the challenges HR professionals face learning to better understand their emotions and their response to these so they can be decisive, innovative and resilient will be important In addition, as HR professionals interact with individuals who are stressed and angry it would be beneficial to have a simple tool to share that enable safe and peaceful conversations to help them get unstuck.

The CIPD (Chartered Institute of Personnel and Development) released their 2023 Health and Wellbeing at Work Report.  The report which represents the views of 918 organisations and 6.5 million employees found that

Gallup research on manager engagement levels shows managers are more likely than non-managers to be disengaged at work, burned out, looking for a new job and feeling like their organisation does not care about their wellbeing.  

World Mental Health Day occurs every year on 10th October. The theme for this year set by the World Federation of Mental Health is 'Mental Health is a universal human right'.  

Research shows that psychological flexibility is the single most important skill for mental health and emotional well-being (Hayes, Ciarrochi, Hofmann, Chin and Sahdra, 2022).

While employee engagement is in line with pre-pandemic levels and the highest since Gallup began measuring global engagement in 2009 the vast majority of the global workforce are not engaged, they are going to work and going through the motions because they have to pay the bills.

Talent should be a critical focus of any organisation’s growth strategy as in 2018 it was predicted that more than 85m jobs could go unfilled globally by 2030 because there wouldn’t be enough skilled people to take them. This will result in lost revenue opportunity of 8.5 trillion dollars if it's not addressed.

Leadership is evolving and the focus today is on developing human-centred organisations that are digitally enabled.

Future-ready companies recognise that culture is critical to attracting and retaining talent and outstanding performance.

Future-ready companies recognise that purpose helps attract people to join their organisation, remain there, and thrive.

Considering the current economic climate, the future of work and the skills shortages it is vital that leaders evolve and develop their approaches to drive both organisational and employee performance.

‘future-ready companies share three characteristics: they know who they are and what they stand for; they operate with a fixation on speed and simplicity; and they grow by scaling up their ability to learn, innovate, and seek good ideas regardless of their origin’.

Quiet quitters and the loss of top talent will be impacting heavily on productivity and profitability within your organisation and the reality is this will be the case for years to come.