OrgShakers

Wishing all of our followers a happy and enjoyable Thanksgiving holiday.

💪 THE SECRET TO STRONGER TEAMS…   This week, we’re diving into a topic that doesn’t get nearly enough attention in the world of talent and HR:   How we treat internal moves.   We roll out the red carpet when someone JOINS our organisation…   …but when someone is promoted or moves laterally? The experience is often vague, rushed, or completely overlooked.   And that’s a HUGE missed opportunity.   In today’s article, Amanda Holland break's down why internal transitions should be treated with the same care and structure as new hiring — and how thoughtful offboarding AND onboarding can boost retention, protect knowledge, strengthen teams, and elevate the entire employee experience.   Read the FULL article in the comments below! ⬇️

Check out this new video from OrgShakers Founder & CEO, David Ogden Fairhurst ChCCIPD, FRSA!   Today we’re diving into one of the most important topics shaping the HR profession right now: credibility…and why building it has never mattered more.   From strengthening relationships with senior leaders, to speaking the language of the business, to influencing strategy with confidence, HR’s role is rapidly evolving. And for those who can establish true credibility, the opportunity to shape organisational performance has never been greater.   You can find the FULL write-up on why this moment is so pivotal for HR — and how leaders can strengthen their impact — in the comments below!  

Wellbeing Starts with Great Work Design Those of us in HR know how often wellbeing conversations drift toward perks and quick fixes. But the truth is simpler: people feel their best when the work itself is set up well. Our latest article is a good reminder that clear expectations, reasonable workloads, and a sense of control over how work gets done matter far more than any add-on programme. A few fundamentals we can keep championing: -Clarity: When roles and responsibilities are straightforward, people can focus and deliver. -Workload: Regular, honest check-ins about capacity prevent problems long before they show up as burnout. -Autonomy: Giving teams room to manage their own rhythm builds trust and helps them recharge. -Purpose: When people see how their work fits into the bigger picture, they stay engaged and resilient. For HR, this is familiar ground — but a helpful nudge. If we want healthier cultures, we start by shaping healthier work. READ OUR FULL ARTICLE IN THE COMMENTS BELOW! #HR #PeopleStrategy #WorkDesign #EmployeeWellbeing

Are we getting more done—or just more “workslop”? A recent discussion sparked by Harvard Business Review raises an important question: Are AI tools helping us work smarter, or are they flooding our teams with polished but shallow output? Some data suggests a downside: - 40% of workers say they’ve had to fix AI-generated content, costing $186 per employee per month. - In some cases, AI slowed developers by 19%. But there’s another side: - McKinsey estimates $4.4 trillion in potential productivity gains when AI is used thoughtfully. - Industries most exposed to AI saw revenue per employee grow 3x faster than others. The truth? It’s not about the tools, it’s about how we use them. Leaders need to focus on workflow design, skills, and purpose to avoid the “workslop trap.” What’s your experience—has tech made work better or just busier? READ OUR FULL ARTICLE IN THE COMMENTS BELOW! #Leadership #FutureOfWork #Productivity #BusinessStrategy

The Cost of Unkindness: Why Kindness Is Smart Risk Management for HR In many organizations, kindness is seen as a “nice-to-have” cultural bonus. But the reality is that fostering a culture of respect and kindness is a powerful form of risk management. When workplaces tolerate incivility, bullying, or disengagement, the costs are significant: lost productivity, higher turnover, safety incidents, and reputational damage. The Financial Impact... Unkindness isn’t just a culture problem—it’s a business risk with real financial consequences. According to SHRM’s Civility Index, U.S. organizations lose billions each day due to productivity drains and absenteeism linked to incivility. Gallup’s research shows that replacing leaders can cost up to 200% of their salary, professionals around 80%, and frontline roles about 40%. These costs escalate when toxic behaviors drive departures. The Good News... These risks are measurable and can be reduced with practical, affordable interventions. When employers frame kindness as risk management, they unlock executive buy-in and budget support that “feel-good” language often can’t achieve. Actionable Steps for Leaders... 1. Start with a Risk Audit: Map out where unkindness creates risk exposure. Analyze data on turnover, complaints, and engagement dips. Quantify the costs to show the financial incentive for cultural improvements. 2. Operationalize Respectful Behavior: Move beyond posters—update policies and manager toolkits with clear expectations for civility, reporting pathways, and consistent consequences. Train managers to handle tough conversations with empathy. 3. Design Kindness into Processes: Embed gratitude moments in meetings, peer recognition systems, and warm-welcome plans for returning employees. These small nudges make positive behavior habitual. 4. Measure Progress: Track recognition activity, complaints, engagement, and voluntary turnover. Use these KPIs as leading indicators; improvement turns culture work into measurable risk reduction. 5. Coach Leaders: Managers set the tone. Invest in coaching to help them spot micro-incivility and model repair behaviors. 6. Celebrate and Scale Wins: Publicize improvements, lower turnover, fewer complaints, higher engagement. Momentum creates norms faster than policy alone. Unkindness is a predictable business risk with quantifiable costs. When kindness is treated as a strategic control, it becomes a lever for retention, productivity, and reputation. Consistent investments in respect and civility deliver outsized returns. #KindnessAtWork #HRInsights #RiskManagement #TeamCulture

📘 WHAT WE'RE READING... For Stress Awareness Week we have a special book... We're reading The Stress Code by Richard Sutton - a phenomenal book around managing stress. Richard argues that stress is a two-faced phenomenon: in its chronic form, it wreaks havoc on health and wellbeing, yet in its acute, well-managed form, it can become a catalyst for growth, creativity and peak performance. The book is therefore framed as a resilience roadmap that encourage adaptation rather than all-out avoidance. Want to know more about the book? READ OUR FULL WRITE UP IN THE COMMENTS BELOW! #StressAwarenessWeek #ManagingStress

💰 TALKING ABOUT MONEY... This week marks the end of Talk Money week... So what happens when a workplace has a silent culture around money, pay structure and salary benchmarking? In today's article we breakdown how to have a POSITIVE culture around pay, and creating a culture where employees feel they can discuss pay with the relevant stakeholders without stigma or awkwardness. We also explore WHY this is actually important, and the benefits this can have. Read the FULL article in the comments below!

😃 HAPPINESS AT WORK We all know our well-being is important... How important is happiness at work? And how important is it for companies to monitor well-being at work? In today's article, fellow orgshaker Nicola Hunt explores happiness, and why happiness is vital in the workplace... Whilst also exploring how organizations stay ahead and remain happy in the age of intelligent technology. READ THE FULL ARTICLE 👇

⁉️ TODAY'S POLL In your workplace, what employee benefits do you want to see more of? HR can be the main driver of the employee experience, employee brand and the overall employee value proposition so we’re curious: Which area should organisations invest in more? Whether you're implementing them now, or whether you are an employee wanting them... we want to know!