Discover our insights and the latest thinking in HR
Rather than relying on an HR policy to help you manage a team who are working flexibly, try asking yourself these questions to make sure you’re getting hybrid working right.
Duration: 29 minutes Lucy interviews Tanuj Kapilashrami, Global Head of HR at Standard Chartered.
Duration: 20 minutes Founders of Disruptive HR, Lucy Adams and Karen Moran, talk about the latest trends in Performance Management.
Duration: 28 minutes Lucy talks to founder of Zig Zag, Ben Wiseman about improving the candidate experience and the opportunities technology offers to change recruitment.
Whilst traditional interviews are still the most common approach in selection, we all have questioned whether they tell us enough about whether someone can actually do the job and worry that we might be missing out on candidates who are not great at interviews but would be perfect for the job.
Duration: 23 minutes Lucy talks to Ailsing Tellard, founder of performance management tool Our Tandem about helping employees to own their performance and careers.
Duration: 28 minutes Lucy talks to Imola Richards from GE about HR leadership development and sustaining the ability to challenge the status quo.
Duration: 27 minutes Lucy talks to Founder of Wow Accountants, Paul Bulpitt, about how to ensure your people live up to your brand.
Lucy talks to Thomas Moeller Lybaek about his role redesigning HR processes for Lego.
Lucy talks to Selina Millstam from Ericsson anout their unique approach to transformational change.
Lucy talks to Catherine Garrod (ex-Sky and founder of Compelling Culture) about how to take fresh approaches to diversity and inclusion.
If our organisations are going to survive and thrive in this new, disrupted world then we need a fundamentally new way of relating to our people. Disruptive HR would like to introduce you to the EACH approach – employees as adults, consumers and human beings.
Lucy talks to Jason Larry, the Global Head of Real Estate at Mondelez about their approach to post-pandemic hybrid workplace.
Duration: 29 Minutes Lucy talks to Chief People Officer at DAZN, Shaun Conning about non-traditional routes into and approaches to HR
It isn’t a seat at a top table that gives HR influence. We build credibility and influence through the power of our relationships, our perceived value and contributions. In this short video we look at how you can improve your influence without having positional power.
Duration: 27 Minutes Lucy talks with learning expert and HR Director Learning at Deloitte, Nick Shackleton-Jones about how people learn and how that understanding can dramatically re-shape our approach to L&D
Whilst of course great diversity and inclusion should lead to action, there is an important stage before that which, if we get it right, can help ensure those actions are more effective. And that is how we frame our intent. This blog looks at how to get your D&I intentions right.
Duration: 27 Minutes Lucy to talks with MD of search firm Fortune Hill, Joel Barnett about the HR search market and what his clients are looking for from their HR hires.
The plans we are making now for a post-Covid world offer a genuine opportunity to re-shape our businesses and the lives of our people but we have to re-shape our thinking as well as giving up the lease on our office.
Duration: 26 minutes Lucy interviews Tanith Dodge, one of the most foremost HR Directors in the UK about what it takes to get to the top of the HR profession.
Duration: 24 minutes Lucy interviews Claude Silver, Chief Heart Officer at VaynerMedia to learn more about how they have continued to lead with the heart throughout the pandemic.
We should question whether our healthy snacks and instructive posters are addressing the real barriers to feeling well. Should HR be the caring parent and provide the right kinds of food, exhortations and education? Or should we look to reduce the things that create the stress in the first place?
Duration: 39 minutes Karen chats to Maggie, the Head of People Operations at Xoserve about how they have transformed their approach to performance management.
Employee persona are invaluable for helping you to make sure your HR products and services are designed with the end-user - your employees - in mind. We’ve put together a handout that takes you through a step-by-step process to help you create your Employee Persona so that you can get started with personalising the employee experience for your people.
In HR we are often told that getting certain types of managers to move away from process is impossible, that they have to have a process, especially for people management. In this blog we look at why that is not the case and how all managers, even engineers, are capable of changing the way they lead!
Duration: 23 minutes Lucy to talks to Elena Aylott from Oriflame Cosmetics about how she has introduced Employee Experience.
Do you feel that your current job descriptions are a bit tired - a long list of tasks or just don't reflect your brand? Then we’ve put together some simple tips to give them a refresh and included an example job description to get you started.
A taste of just some of the content you can get from our Disruptive HR Club! Here's one of our 5 Minute Mondays - an example of one small change you can make in a video that's less than five minutes! This one is about how appraisals are not the answer for poor performers.
Duration: 11 minutes Hear how Essex County Council transformed their approach to performance management. From research to ensure their approach was user-centred, to getting rid of ratings, becoming employee-led and focusing on ‘in-the-moment’ feedback!
Duration: 32 minutes Lucy interviews Aidan Geary, Director of Operations at Conde Nast. He talks about the challenges of running a global media brand during the crisis and some of the positives that have come from it.
Duration: 19 minutes Lucy chats with Inge Oosterhuis who heads up Global Innovation/Human Potential at Accenture about the trends she's seeing as a result of the crisis.
Duration: 19 minutes Anne-Katrine describes her excitement about how the crisis has given her team renewed confidence that they can make change happen.
Despite HR’s progress in lots of other areas in reward, getting rid of bonuses has proved almost impossible. I think that’s because we, and our leaders, cling onto a number of myths that have proved hard to shake. This blog tries to bust those myths and to give you the ammo you’ll need if you want to fight this particular battle!
Duration: 21 minutes. Lucy chats with Esther Wallington, the Chief People Officer at HMRC about the changes in managers' and employees' behaviour during the crisis.
Duration: 21 Minutes Lucy talks to Amy Brand, Global HR Partner for Swiss Re.
Duration: 24 minutes. Lucy chats to Andrea Gordon, HR Director at Peabody Housing Trust.
Duration: 19 minutes. Lucy interviews Amy Girdwood, EVP People and Culture at media giant Discovery.
Duration: 21 minutes. We hear from Katherine, who heads up HR at the NHS Blood and Transplant service.
With the current COVID-19 crisis, your team may be finding it challenging working from home for long periods of time. So, knowing that what they do matters and is appreciated is more important than ever right now. Take a look at Disruptive HR’s simple ideas to say ‘thank-you’ that will surprise and delight every personality in your team while they’re at home!
As an HRD of some fairly big organisations, I would have said I was well-used to leading HR through crises, but clearly nothing has prepared HR for what we’re going through now. In this blog we focus on how HR can support leaders.
Duration: 25 minutes. Hear Andy Emerson and Oliver Langford from Thrive Tribe talk about the people activities that support their great culture.
HR had already been making some significant changes over the last few years, and the good news is that all of these changes are likely to stand you in good stead for facing the new post Covid19 world. In this blog we explore what the implications of the crisis could be for HR.
If you’re not doing stay interviews yet, you should be! They are a fantastic way to increase engagement and retention. In this webinar we show you how to get them going in your organisation.
Duration: 14 minutes. Claire Camara and Clare Fogden from The Coop share how they are building leadership capability in new ways including focusing on the behaviours they need in the future, taking out tired processes and changing the ways leaders are chosen.
Not the most exciting area of HR but our employment policies can say so much about how we want to treat our people. This webinar offers some fresh ways of doing them and is just one of a wide range of tutorials available on The Disruptive HR Club.
Like many other employment concepts that sprung up in the 80’s and 90’s, corporate value statements seem increasingly old-fashioned and irrelevant. Maybe it’s time we took the posters off the wall and went for something different?
Duration: 32 minutes. Nebel talks through her exciting and innovative approaches in fashion retail HR.
Duration: 39 minutes. Caoimhe and Alex talk about the innovative approaches to onboarding and D&I at MSM.
Duration: 22 minutes. In 2018 A+E Networks UK were named the best place to work in TV in the UK by industry magazine Broadcast. We chat to their VP of HR, Karl Burnett, to hear how they did it and get him to share some of the secrets of their success.
Talent management, like so many aspects of HR is getting a welcome overhaul. The traditional focus of HR teams on the big cumbersome processes and painful assessments is being replaced with more agile, conversational and outcome focused approaches. In this blog we discuss the myths around traditional talent management and explore the 3 big trends we're seeing from progressive HR teams.
Duration: 28 minutes.
Hear how Drew and his team have used consumer insight techniques to shape their approach to Employee Engagement.
Duration: 22 minutes.
Tracy talks about how Sky has moved away from class room based learning to an approach that is owned by the employee.
Duration: 23 minutes.
Hear how Suzie developed a new leadership framework that made a real shift in the performance of the business.
Duration: 32 minutes.
Listen to how ABN AMRO used employee personas to help them with their employee experience journey.
Duration: 20 minutes.
Hear from Katee about how even small changes can have a bit impact.
Duration: 36 minutes.
Suzanne talks about how Virgin Atlantic have revamped their approach to Performance Management.
Duration: 27 minutes.
Hear how Colleen adopted agile principles within HR at Vistaprint.
Duration: 20 minutes.
Hear about how Sky is getting their Diversity & Inclusion agenda right.
The speaker and author on the right way to manage change – and how not to criminalise employees
Duration: 30 minutes.
Steve and Karen talk about recruiting digital talent.
Diversity and inclusion is an area of HR that has long needed refreshing. This blog looks at why our typical approaches aren't working and the new trends that are really helping organisations become more diverse and inclusive.
Duration: 1 hr 27 minutes, Stream #21 Sam talks with Lucy Adams about the future of work and the role of HR by Sam Talks Technology from desktop or your mobile device
The third and final blog in our series on how to create an amazing employee experience. This blog offers a step by step guide to get you there.
Part 2 in our blog series on creating an amazing employee experience explores the different elements you might want to include.
Despite all the hype, moving to an employee experience focus is genuine game changer for HR. This blog is the first in a series on how you go about creating an amazing employee experience in your organisation.
It should be the most interesting report in the Board pack, so why is it usually last on the agenda and met with indifference? In this blog we look at how to make the People Report into something they actually enjoy reading and look at the two questions every Board should want to know about our people.
Most of HR's energy gets spent on either the top or the bottom 10% of our employees. This blog suggests that there are serious downsides to this approach and that it's time to stop obsessing about our "stars and rogues".
If we are going to help leaders and managers move with our desire to change approach and to deliver HR that is more relevant for today’s disrupted world, then we need strategies that make it easier and more appealing than our usual HR initiatives. This blog provides some different ways of helping leaders to embrace new techniques.
“We started out with real agility and entrepreneurialism. Then, as we grew, we started to bring in lots of policies and process. Now we feel slow and less creative. We never wanted to end up being this type of company.” If this sounds like your organisation then this blog is for you. We've got some tips to help rediscover what made you great in the beginning and to avoid the accepted wisdom of what it means to be a grown up company.
A need for collaboration between teams is something many HR teams are wrestling with. Unfortunately, our traditional approaches and processes do nothing to help foster better working relationships and, in some cases, actively work against them. So how can HR help to create greater collaboration in their organisations? Here we look at four of the approaches that companies are taking to ensure their people focus on beating the competition and not the team next door.
Whilst the 'no more ratings' argument seems to be winning, many of us are still wrestling with the dilemma of how to pay out bonuses if we don't have a number assigned to individuals each year. In this blog we look at the options you've got to make this happen.
Worrying about our credibility can be a bit of an HR obsession. We worry that we still haven’t got that seat on the Board. We worry that we aren’t taken seriously as Finance. In this blog we look at credibility boosters that work (and those that don't!)
If you’ve been in HR a while, you’ll have your own collection of cringe worthy moments. Those memories of when you launched a new process that achieved absolutely nothing. Instead of trying to make our broken processes easier to use, this blog explores how we can have a genuine impact.
HR surveys tell us the creation of a great employee experience ranks as a major trend again this year. They also acknowledge that only a minority of companies have found a way of doing it well. In this blog we share how you can create not just one employee experience, but a customised one.
The leadership competency model is based upon a myth of the perfect leader. If we can attain all the competencies, we'll be perfect! Of course, this doesn't exist. So, how can we determine what we need from leaders in this disrupted world? In this blog we look at fresh alternatives.
Anyone who loves to shop gets what a great customer experience looks and feels like. In this blog we look at what we can learn from retail as we think about creating a memorable employee experience.
Whatever your sector, we’re all tech companies now. The need to attract and build a digital capability is one of the key challenges for all leaders and HR professionals. In this blog we look at how two experts have done in their companies.
My business partner loves uncertainty. She deliberately won’t book a hotel till the last minute so she has the excitement of not knowing where she’ll be staying that night. She starts her shopping on Christmas eve. She actually enjoys hot desking. She is not the norm.
Succession planning in traditional ways isn't delivering. This blog looks at alternatives that are more suited to a disrupted world.
We often get asked to work with clients who want to change their approach to performance management. Typically, this focuses on the sensible desire to remove the dreaded appraisal ratings. There's nothing wrong with this.
We often hear organisations say that their “employees are our greatest assets”. What a horrible phrase. Assets are things like buildings, computer equipment and furniture – not human beings.
I am going to assume that anyone reading this already gets the need for better and different HR practices. I am not going to bang on about the demands of a “VUCA” world, the pace of change, the rise of the Millennials, or a more globalised, networked economy.
Over the last few weeks I’ve been looking at the traditional repertoire of talent management tools and techniques. I’ve been doing the easy bit - dissing the old favourites like the 9 Box Grid and Hi-Po Programmes but not putting forward what might work instead.
I always found it interesting that despite having to make quite deep cuts in my budgets over the years, my CEO’s would be reluctant to see the removal of one of the bigger ticket items in the HR portfolio – the High Potentials Programme.
Think of the best reward you were ever given at work. Actually, think of the best reward you were given anywhere. I was recently hosting a panel of seven business leaders and posed that question to them.
When people find a mission in life, it’s usually something really awe-inspiring – like climbing Kilimanjaro or saving some rare species of whale. Mine is really lame.
A client recently called me to talk about improving their employment brand. I was very excited and had loads of ideas about how they might change their approach to some of the big HR ticket items such as talent, performance and succession.
It’s that time again. That time of year that we all dread. Appraisal season.