Kelly Global Re:work Report: Gaps in employee and executive views on workplace satisfaction and growth.

Change is constant, but is it effective? 63% of employees experienced workplace change during the last year, yet 1 in 3 say it wasn’t worth it. Many report higher stress, heavier workloads, and poor communication. HR leaders know change is constant, but how it’s managed makes all the difference. Change done right builds trust. Read more via HR Dive: https://hubs.li/Q03Sn5j40 #HRLeadership #ChangeManagement #EmployeeExperience #PeopleStrategy #FutureOfWork #HRStrategy #OrganizationalDevelopment #AdvanceRecruitment

While flatter management structures promise efficiency, they risk eroding employee engagement and trust - the very foundations of a thriving workplace. Middle managers are indispensable. They serve as critical conduits for information, recognition, and support, particularly for junior staff who depend on them for guidance, validation, and connection. However, as companies streamline leadership layers, they risk creating an "ivory tower" effect - distancing employees from senior leadership and fostering disconnection. The result? Declining morale, reduced productivity, and a fractured workplace culture. While AI can optimize processes, it cannot replicate the human connection that builds trust and drives engagement. The challenge for leaders is clear: balance operational efficiency with the irreplaceable value of human leadership. Cost-cutting must never come at the expense of employee well-being and organizational cohesion. #employeeengagement #leadershipinsights #managementtrends

𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝟮𝟬𝟮𝟱: 𝗪𝗵𝘆 𝗖𝗘𝗢𝘀 & 𝗖𝗙𝗢𝘀 𝗖𝗮𝗻’𝘁 𝗔𝗳𝗳𝗼𝗿𝗱 𝘁𝗼 𝗟𝗼𝗼𝗸 𝗔𝘄𝗮𝘆 This post by Mervyn Dinnen (https://lnkd.in/gYmepGtP) and the recent Culture Report by Culture Amp is another indication of where things stand on culture and engagement. The 2025 benchmarks report benchmarks paint a picture of workforce tension:  • Energy is dropping even as boundaries improve.  • Employees know their goals but aren’t getting feedback on how to achieve them.  • Engagement is slipping, even though companies are “listening” more.  • Confidence in leadership remains the strongest predictor of engagement — yet trust gaps are widening. These contradictions create a dangerous cocktail: employees are clearer on the “what,” but starving for connection, recognition, and belief in the “why.” For CEOs and CFOs, this is not a soft-HR issue — it’s a business risk. Disengagement fuels hidden costs: turnover, lost productivity, stalled innovation, and slower growth. 𝗧𝗵𝗲 𝗯𝗼𝘁𝘁𝗼𝗺 𝗹𝗶𝗻𝗲: Platforms like Kudos are no longer optional HR investments. They are leadership tools — strategic levers that close the trust gap, fuel energy, and drive growth.

𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗶𝘀𝗻’𝘁 𝗱𝘆𝗶𝗻𝗴 — 𝗶𝘁’𝘀 𝗯𝗲𝗶𝗻𝗴 𝘀𝗵𝗮𝗽𝗲𝗱 𝗯𝘆 𝗵𝗼𝘄 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝗹𝗲𝗮𝗱 𝗮𝗻𝗱 𝗼𝗽𝗲𝗿𝗮𝘁𝗲. Gallup reports that U.S. employee engagement has slipped to its lowest point in nearly a decade. Boston Consulting Group (BCG) finds that employees who truly enjoy their work are 55% less likely to leave and far more likely to adopt new tools and drive performance. Engagement isn’t about motivation—it’s about what happens when leadership, systems, and support break down. So here’s where organizations often stumble: 🔹 Teams lack actionable insights and real-time feedback to make informed decisions. 🔹 Tools and systems create friction instead of enabling performance. 🔹 Leadership and specialist support is misaligned or underutilized. 🔹 Employee value and recognition programs fail to drive real engagement. 🔹 Financial and operational misalignment distracts focus from people and growth. As Gallup notes, engagement starts and ends with leadership — but managers can only succeed when systems and processes actually support how people work. To turn the trend around: 1️⃣ Clarify priorities, goals, and expectations. 2️⃣ Equip leaders and operators to guide and coach effectively. 3️⃣ Streamline tools, systems, and processes so work flows instead of fighting the organization. 𝗣𝗲𝗼𝗽𝗹𝗲 𝗹𝗲𝗮𝘃𝗲 𝗲𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁𝘀, 𝗻𝗼𝘁 𝗷𝗼𝗯𝘀 — 𝗮𝗻𝗱 𝗲𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁𝘀 𝗮𝗿𝗲 𝘀𝗵𝗮𝗽𝗲𝗱 𝗯𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗮𝗻𝗱 𝗽𝗿𝗼𝗰𝗲𝘀𝘀. If your team is facing these challenges, we can help you identify the gaps, strengthen leadership, and optimize the systems that drive engagement. Reach out to us at 𝗶𝗻𝗳𝗼@𝗵𝘂𝗺𝗻𝘇-𝗮𝗶.𝗰𝗼𝗺 to start the conversation. #Leadership #EmployeeEngagement #WorkplaceCulture #ProcessImprovement #TechEnablement #BusinessTransition

Your team isn't disengaged because they don't care. They're disengaged because something fundamental is missing. And here's what most leaders get wrong: throwing money at the problem rarely fixes it. After analyzing millions of employees worldwide, Gallup discovered something fascinating, the drivers of genuine engagement aren't what most organizations think they are. It's not about the ping pong table in the break room or the free snacks. It's not even primarily about compensation. It's about 10 fundamental human needs that, when met, create the conditions for people to thrive at work. And the business impact? It's staggering: → 21% boost in productivity → 22% increase in profitability → 25% reduction in turnover That's not incremental improvement. That's transformation. The infographic below breaks down the exact 10 engagement drivers that separate thriving teams from struggling ones backed by Gallup's extensive research across industries and cultures. From ensuring clear expectations to fostering meaningful workplace relationships, these drivers form the foundation of organizational excellence. The question isn't whether engagement matters. The data already proved that. The real question is: How many of these 10 drivers are you actively addressing in your organization right now? Moreover, do you want to become a strategic HR leader who drives real business impact? Elevate your expertise with globally recognized certifications that equip you with the frameworks, tools, and credibility to transform your organization's people strategy. 🔗 Explore GSDC's Certified HR Professional Program: 👉 https://lnkd.in/dsXZM4bM #HumanResources #HRLeadership #TalentManagement #HRAnalytics #HRProfessional #GSDC #LeadershipDevelopment

Culture isn't what’s written on the wall, it’s what leaders walk out daily. In global workplaces today, there's a widening gap between organizational culture as envisioned and as experienced. Too often, HR is expected to fix culture with wellness programs and engagement surveys, while top management shapes it—consciously or not—through decisions, behavior, and silence. Real culture transformation happens only when leadership alignment and HR strategy go hand in hand. HR cannot drive change if it’s excluded from the boardroom. Give HR a seat at the table, and you'll gain a partner who can identify systemic cracks, advocate for ethical practices, and rewire processes to enhance employee experience and performance. From remote work expectations to DEI and psychological safety, the workplace is evolving. And it requires more than slogans—it demands ethical leadership, transparent governance, and consistency between what’s promised and what’s lived. The message is clear: HR isn’t a support function. It’s a culture architect but only if empowered. Does your leadership model the culture you’re trying to build or is HR expected to patch what leadership permits? #FrankUzo #OrganizationalCulture #HRLeadership #EmployeeExperience #EthicalLeadership #Governance #HRStrategy #CultureTransformation #LeadershipAlignment #FutureOfWork #PeopleAndCulture

Power Imbalance in the Workplace: The Silent HR Challenge Shaping Corporate Culture We often talk about leadership, engagement, and culture, but one silent force shapes them all — power imbalance. Whether it’s between a manager and a team member, senior leaders and HR, or even across departments, unspoken hierarchies influence how people communicate, make decisions, and feel valued at work. When power is imbalanced, culture suffers. Employees hesitate to speak up or challenge decisions. Innovation takes a backseat to compliance. HR struggles to maintain fairness while balancing business expectations. The truth is — HR doesn’t just manage people; it manages power dynamics. Creating an equitable workplace isn’t about removing hierarchy; it’s about ensuring respect, voice, and psychological safety exist at every level. Here’s what HR leaders and managers can do: Encourage two-way feedback — not just top-down. Make transparency a cultural value, not a presentation slide. Equip employees with safe channels to raise concerns without fear. Lead with empathy, not authority. A healthy corporate culture isn’t built on power. It’s built on trust. Let’s start addressing this silent challenge — because true culture change begins when everyone feels heard, respected, and empowered. 💬 #HR #Leadership #WorkplaceCulture #EmployeeEngagement #PsychologicalSafety #PeopleFirst

Change is constant; but support isn’t always guaranteed.   According to Gartner, 74% of HR leaders say managers aren’t equipped to lead change. That’s a big problem when organisations are continually evolving; from restructures and new tech rollouts to shifting team dynamics.   Our latest blog explores how HR and people leaders can help employees feel supported through change, not overwhelmed by it. It also includes insights from our latest webinar.   Discover practical tips from our expert panel on how to: ✅Communicate clearly and build trust ✅Reduce uncertainty and change fatigue ✅Equip managers to support teams adapting at different speeds   Because when employees feel supported through transformation, they’re not just surviving change they’re growing through it.   Read the full blog and watch the free webinar here:   #Change #WorkplaceWellbeing #HRLeaders

Change is constant; but support isn’t always guaranteed.   According to Gartner, 74% of HR leaders say managers aren’t equipped to lead change. That’s a big problem when organisations are continually evolving; from restructures and new tech rollouts to shifting team dynamics.   Our latest blog explores how HR and people leaders can help employees feel supported through change, not overwhelmed by it. It also includes insights from our latest webinar.   Discover practical tips from our expert panel on how to: ✅Communicate clearly and build trust ✅Reduce uncertainty and change fatigue ✅Equip managers to support teams adapting at different speeds   Because when employees feel supported through transformation, they’re not just surviving change they’re growing through it.   Read the full blog and watch the free webinar here:   #Change #WorkplaceWellbeing #HRLeaders

Change is constant; but support isn’t always guaranteed.   According to Gartner, 74% of HR leaders say managers aren’t equipped to lead change. That’s a big problem when organisations are continually evolving; from restructures and new tech rollouts to shifting team dynamics.   Our latest blog explores how HR and people leaders can help employees feel supported through change, not overwhelmed by it. It also includes insights from our latest webinar.   Discover practical tips from our expert panel on how to: ✅Communicate clearly and build trust ✅Reduce uncertainty and change fatigue ✅Equip managers to support teams adapting at different speeds   Because when employees feel supported through transformation, they’re not just surviving change they’re growing through it.   Read the full blog and watch the free webinar here:   #Change #WorkplaceWellbeing #HRLeaders