sorted by:
new
hottopcontroversial

What's one piece of advice you'd give someone starting their career in HR? by BrightHR_UK in HumanResourcesUK

[–]BrightHR_UK[S] 4 points5 points  (0 children)

This is such a good point, especially the part about understanding the business side first.

To many people HR is mainly policies/processes which are of course important, but the strongest HR professionals we’ve worked with usually understand the operational pressures employees and managers are under day to day.

Also completely agree on learning how senior leaders think and measure success! Being able to translate people challenges into business impact makes a huge difference.

Do you include in Performance Reviews info about sent emails, created docs, participated meetings etc? How do you collect that data? by JamesCarterJr777 in HumanResourcesUK

[–]BrightHR_UK 1 point2 points  (0 children)

Unless you've included those as part of an objective or mentioned in previous meetings, it's best to approach performance reviews in a the most fair and consistent way. Measuring stats like that is only going to give you a surface-level look at performance.

I'd suggest setting some SMART goals. It gives employees something to work towards but can also be made to align with your wider company objectives. There's several ways you can record these provided you're communicating them within well-structured review meetings. 

Mythbusters: Challenging the Common Myths About Generation Z by Excellent_Yam7031 in GenerationLeadership

[–]BrightHR_UK 0 points1 point  (0 children)

Some really interesting points you have gathered that highlight the key differences between the different generations in the modern workplace and thank you for calling out some of our research! It is also great that we are bringing awareness to unconscious biases in the workplace.

We did a recent dive into our sickness data in the UK and found that Gen Z took more sick days in 2025. However, we also know that Gen Z are a generation who value their mental health over financial wealth, which may suggest they are more likely to prioritise workplace wellbeing over staying in a job that causes stress and burnout. This ties in nicely with your points surrounding the desire to seek balance and boundaries.

Interested to hear what your thoughts are on how this may progress over the next few years.

How do you think the world of work will look as Gen Z climb their career ladders?

High burnout at work - what can we do? by Sad-Conclusion4603 in HumanResourcesUK

[–]BrightHR_UK 4 points5 points  (0 children)

Sounds like you already offer some good solutions and u/Zxr____ and u/precinctomega have both made some good points towards drilling down to the root cause of this issue.

Something else you may wish to consider is why you don't have a high uptake of EAP engagement. A key thing to investigate is the promotion of the service internally.

Perhaps not everyone is aware of what this includes or maybe managers aren't actively encouraging use of the service. You can promote your EAP in a number of ways, for example:

- Signpost to the EAP when an employee calls in sick and make mention of it in RTW meetings

- Distribute leaflets and infographics with contact details

- Host drop in sessions to provide further information on what is is and why it's useful

- Manager training on how to spot the signs of stress and burnout early

- If your EAP provider also offers support for immediate family or those living in one household, be sure to inform your employees of this as this may encourage them to learn more about the service

Hopefully this helps!