Candidate

Pay-for-performance bonuses have long been marketed as the fairest way to reward people. Work harder, achieve more, hit your targets, and you earn extra. Simple. But as workplaces evolve and expectations shift, many employees and leaders are beginning to question whether performance-linked bonuses genuinely reward merit, or whether they quietly amplify inequities and pressure people […]

More than ever, organisations are being pulled into conversations that once sat far outside the boardroom. Social justice, politics, environmental responsibility, global conflicts, public health — employees and consumers increasingly expect companies to have an opinion, and a public one at that. Some brands embrace activism enthusiastically. Others tread carefully, wary of backlash. The debate

Promotions have traditionally signalled progress. A new title, a new level of responsibility, and, of course, a pay rise. Yet across many industries, a different trend is spreading: employees are being handed upgraded titles while their salaries stay exactly the same. It is often framed as recognition or an “opportunity to grow”, but many workers

AI is now woven into the hiring process, from automated CV screening to behaviour-predicting assessments. Companies embrace these tools as a way to save time, sift through huge applicant pools, and reduce human bias. On the surface, it sounds like progress. But the more we rely on algorithms to judge potential, the more we must

Anonymous reporting systems have become a staple of modern workplaces. They’re framed as tools for integrity, offering employees a safe way to report bullying, discrimination, harassment, or ethical breaches without fear of retaliation. In theory, they create a fairer, safer organisation. But as more companies adopt them, a growing question lingers in the background: are

Few headlines spark as much public outrage as those announcing mass layoffs alongside record-breaking executive bonuses. It’s a storyline we’ve seen repeatedly, from global corporations to household UK brands: workers are told costs must be cut, yet senior leaders walk away with seven-figure rewards. Critics call it hypocrisy. Executives call it economic necessity. The truth

Workplaces love the idea of authenticity these days. You see it in job adverts, onboarding materials, and company value statements. Bring your whole self to work, they say. It sounds liberating, almost therapeutic, especially after years of corporate stiffness. But the reality is more complicated. Not everyone feels equally safe being “whole”, and sometimes the

In many workplaces today, employees aren’t just paid for their skills or output, they’re also expected to manage their emotions. Smile through frustration, stay calm with clients, absorb tension from colleagues, and remain endlessly “positive.” This invisible expectation is known as emotional labour, and while it keeps workplaces pleasant on the surface, it often comes

There’s a long-standing fascination in business with the so-called “alpha” employee, the high-achiever who dominates meetings, drives results, and commands attention. They’re ambitious, outspoken, and seemingly indispensable. But as many UK workplaces are beginning to realise, when assertiveness tips into aggression, the culture can quickly sour. We often see the same tension play out: companies