The Blog: January 2021

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The age of agile and flexible working

Whilst businesses will now be considering what their ‘exit strategy’ is in a future post-furlough world, it is worth remembering that there are some positives to come out of the very difficult challenges that employers have faced in 2020. The pandemic has meant that businesses across every industry have had to adapt in significant ways to the drastic changes to working practices.  Whilst uncertainty about what 2021 will bring remains, now is a good time to consider the new ways of working that have been adopted and whether these can and should be implemented on a long-term basis.  

Article by 29 January 2021


How coronavirus accelerated the shift to centralisation

The Covid-19 pandemic has been held up as a seminal moment for the future of work – with unprecedented disruption triggering a wholesale shift in the way we do our jobs. But, while this catalyst is indisputable, we should acknowledge that change was already afoot.

Article by 28 January 2021


My Five Predictions for Work in 2021

No one will be surprised to hear me say with confidence that 2020 will be the year that most organisations will happily put behind them. It would have taken a brave person to predict in early January 2020 how April 2020 would turn out. However, not everyone will feel 2020 was a complete failure. Some businesses have boomed, large food stores, on-line retailers, cloud services, communications and Digital providers have all outperformed their own business targets.

Article by 20 January 2021


Building Performance and Capability

Performance management should enable performance and build capability. When it is done well, it has the potential to positively influence culture, employee engagement and organisational effectiveness. Until recently, performance management had a poor reputation, but in recent years many organisations have made a positive shift in performance management mindset and approach. Whilst the changes are welcome and encouraging, there is a risk that we repeat history by falling into the trap of applying performance management in the same impersonal and generic way.

Article by 19 January 2021