Anyone trying to keep up a New Year’s resolution knows changing things isn’t easy. The same applies in business, but the rewards are well worth the huge effort needed to make change happen
Being told a company is being taken private can be a stressful and unsettling experience for impacted employees, who will have a lot of questions: ‘Will I be made redundant? What if I don’t like the...
Imposing big changes on workers will naturally be worrying for them, but with the right preparation, employees can be reassured and concerns overcome.
In my experience, HR professionals use a variety of models to support them when undergoing a change management project, from Kotter’s eight-step model, ADKAR to McKinsey 7S model and many others.
Shantel Earle, HR business partner at SOAS University of London shares her vision for the future of the HR profession.
Having worked at BHS, Habitat and now Mamas & Papas, Caroline Cording is no stranger to uncertainty. Beau Jackson finds out the high-street veteran’s secret to building people resilience
McKinsey built a business on trust-building, with multiple components and then has gone on to sell this very model to its clients. The framework deconstructed addresses the stentorian cry for help...
The social and economic impacts of the Covid-19 pandemic has inspired widespread change for many business. Lynda Gratton studies how HR can help organisation consolidate new ways of working
The social and economic impacts of the Covid-19 pandemic has inspired widespread change for many business. Lynda Gratton studies how HR can help organisation consolidate new ways of working
Agile represents different things to different people – depending on your perspective, this can range from establishing flexible working right through to introducing a philosophy formed of a series of...
Organisational risk is a constantly changing landscape. From dealing with change to diversity and inclusion, here are some of the top HR risks businesses will face in the 2020s.
Complicated human power relationships can enable or restrict changes in organisational practice
