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So much emphasis and focus goes on sharing information for individual employees to take care of their health and wellbeing. I’m all about the proactive approach, building awareness, trying new things and I’ve now been on my 1% CALMer journey for four years. I’m really proud of what we’ve achieved with the CALM hub and CALMfest. But what’s really special is our focus and expertise on organisational health, working on culture, mindset and leadership especially through times of change and transformation. So more CALM business healthchecks this morning kick starting some important conversations on exactly that for a global engineering company. Fancy a coffee to see how we could help your business through changing times. DM the word COFFEE and we’ll get one sorted.

Leaders, are your teams setup to function in your absence? Colleagues, do you notice a shift when the boss is away? Let’s discuss! Mark you calendars & tell a colleague! #leadership

Less than two days to go! If you're interested in learning about transforming workplace frustration into high-impact change, join us for our upcoming webinar on May 29th at 11:30 am. Together with industry leaders Dr. Kevin Teoh and Martin Osler, we'll explore actionable strategies for positive transformation. #TransformWorkplace #EmployeeWellbeing https://lnkd.in/e2JQhvU6

A strategic plan is absolutely essential for organizations to keep their workforce together and the business “on mission”. Does your organization have a strategic plan? Do you need one and don’t know where to start? Shoot me a PM and I can help get you on-track! 2025 is all about Organizational Health and building outstanding workplaces…

It's not about throwing solutions at the wall and hoping something sticks. We say, success comes from: 1 - Methodically pinpointing problems 2 - Crafting focused plans 3 - Getting everyone on board When you follow this systematic approach, you'll be amazed at the progress you can make! So ditch the guesswork and embrace a more strategic path forward. Your employees (and your bottom line) will thank you. #BenefitsStrategy #EmployeeWellness #HealthcareCosts #Q1Goals

Harvard's HBR Today’s Tip When an Employee Has a Terminal Illness At some point in your career as a manager, you may have an employee with a terminal illness on your team. Here’s how to manage this challenging situation with compassion and care. Involve your employee. Begin by having open, empathetic conversations. Ask your employee what they need to feel supported. For some, work may provide a sense of purpose. For others, flexible hours or remote work might make a world of difference. Listen to their preferences and be adaptive. Focus on team morale. Balancing honesty with sensitivity is key. Keep your team informed, providing spaces for them to express their feelings. Encouraging unity and understanding will strengthen the team’s emotional resilience. Maintain business continuity. Act early to ensure a smooth transition of responsibilities. Encourage knowledge-sharing and mentorship to safeguard essential tasks. A proactive approach ensures your team can carry on without overwhelming disruptions. This tip is adapted from “How to Compassionately Manage an Employee with a Terminal Illness,” by Chidiebere Ogbonnaya, Distinguished Professor Vijay Edward Pereira, Benjamin Laker, Mayowa Babalola, PhD, and William Degbey

What are the challenges of a narrow focus on productivity without accounting for the humans behind the work? That's what the latest episode of People Fundamentals is all about featuring Kyle Lagunas, Head of Strategy and Principal Analyst at Aptitude Research.

Your people are your greatest asset, but how much are you investing in their well-being?  If well-being isn’t woven into your strategy, you’re leaving money, talent, and innovation on the table. Treating well-being as an afterthought costs more than you realize. Stay tuned to our upcoming episode to discover why prioritizing well-being at work is the new business imperative. #Wellbeing #HappinessSquad #myhappinesssquad #WellbeingAtWork #OrganizationalChange

Reflecting on Kaihan Krippendorff’s insightful article this week, it’s clear that the evolution of business strategy has taken a significant turn—from competition in the 1980s to customer-centricity in the 1990s, and now to employee-centricity. This shift resonates deeply with the changing dynamics in the workplace where employee experience is becoming as crucial as customer experience. Krippendorff highlights how companies are now offering flexible work schedules and personalized compensation to attract top talent, and leveraging real-time feedback tools to address employee issues promptly. This new paradigm aims to treat employees like customers, focusing on their needs for purpose, autonomy, competence, and connection. As Brad Giles explains in his book, Made to Thrive, aligning the employee promise with the company brand promise not only meets employees’ needs but also strengthens the company’s core purpose. Read more about it in the Evolution Partners newsletter here:

Does your business want to improve the way it listens to employees? From the rise of continuous listening and the decline of periodic surveys, to the growing emphasis on the need for psychological safety at work, it can be tricky to know where to begin. The good news? It’s not as complex as you think to make simple but powerful changes to your listening strategy and start seeing results. Below, we’ve broken it down into just six actionable steps to help you get started. 📑 If you want the full 101 guide to developing a continuous listening strategy that drives business success, take a look at the link in the comments. #HowDoYouHarkn? #employeelistening #employeevoice #psychologicalsafety #employeefeedback #listeningorganisation #innovation #listeningstrategy #hrcommunity #hrstrategy #internalcommunications #wellbeingatwork #leadershipteams #hrtrends #continuouslistening #worktech #hrtech