Pay is a fundamental aspect of the employee experience. According to a study by PwC, 92% of employees expect their payroll to be accurate and on time, indicating that even minor payroll issues can significantly impact overall job satisfaction.

So when organizations avoid discussing pay openly, it can understandably lead to misunderstandings and feelings of inequity among employees. Transparency in pay practices not only fosters trust but also helps in aligning employee expectations with organizational realities.

Silence Creates Risks

While it might seem easier to sidestep discussions about pay (and admittedly be less awkward), this approach can backfire. Employees who feel that their compensation is not aligned with their contributions or market standards may become disengaged or seek opportunities elsewhere. Research indicates that 24% of employees will look for a new job after the first payroll mistake, with another 25% considering a job change after a second issue. If employers aren’t talking about pay, this doesn’t create a culture where employees feel that they can openly discuss it and instead will just leave altogether.

Moreover, in today’s competitive job market, organisations that fail to address pay concerns may struggle to attract and retain top talent. A lack of open communication about compensation can create a perception, albeit unintentionally, of unfairness, leading to a noticeable decrease in employee morale and productivity.

How Conversation Becomes Opportunity

Instead of avoiding those pay discussions, employers can use them as opportunities to build stronger relationships with their employees. This can be achieved in a variety of ways:

• Regular Check-ins – a great way of combatting the stigma of ‘money talk’ is to actively schedule in periodic meetings with employees to discuss their compensation and career progression (think a mini pay review). This proactive approach can help address concerns before they start to escalate.
• Clear Communication – ensure that pay structures, bonus criteria, and promotion paths are clearly communicated to all employees. This transparency helps to reduce uncertainty and builds trust between employer and employees.
• Market Comparisons – regularly benchmark your pay scales against industry standards to ensure competitiveness is alive and well. This demonstrates a commitment to fair compensation practices.
• Feedback Mechanisms – implement channels through which employees can express concerns or ask questions about their pay. This will make employees feel that they can raise any concerns privately but trust that they will still be heard. Addressing these promptly can then help to prevent dissatisfaction from growing.

How Does HR Come Into It?

HR professionals play a crucial role in facilitating open and constructive pay discussions. By creating a safe environment where employees feel heard and valued, HR can help demystify compensation and align employee expectations with organizational goals.

Training managers to handle pay conversations with empathy and transparency is essential, in addition to equipping them with the tools and knowledge to discuss compensation confidently and fairly so to ensure consistency across the organization.

This is where we can help. If you would like to discuss how we can help to build a company culture where open and honest discussions about compensation are the norm, please get in touch with us today!

According to PwC’s 2025 Global AI Jobs Barometer, AI is associated with a near-fourfold increase in productivity growth in exposed sectors. But it’s not just technology which can improve productivity. A field study by Oxford University’s Saïd Business School found that happier workers were 13 per cent more productive.

In recent years there has been a lot of discussion around workplace wellbeing in terms of what organizations ‘should do’, such as the provision of wellness programmes. However, there is little discussion on what employees can do for themselves. A compelling body of research shows that when people take active roles in shaping their own wellbeing, they tend to report higher engagement, greater satisfaction and improved performance.

A Shared Model of Happiness

The business case is clear for employers. Happy people do better work and stay longer. The most resilient workplaces see employees as partners: people who bring agency and purpose, not passive recipients of ‘wellness’. This also aligns with the case for authenticity – a happy and inspired person feels free to be themselves.

Humanness and Happiness

Mark Price, founder of global employee experience platform WorkL, captures this notion perfectly in his latest book Work Happier. In it, he discusses how personal happiness at work stems from understanding our own needs and actively managing our wellbeing. The framework he uses highlights resilience, emotional intelligence, and agency, which are all qualities that cannot be replicated by AI.

The Human Edge in an Automated World

Human traits such as empathy, curiosity, adaptability, and a sense of humour all help to build wellbeing and provide a foundation for happiness. More good news is that demand for these softer, human-centric skills continues to rise. This is confirmed by studies which show that the demand for skills that complement AI (such as collaboration and emotional intelligence) is growing.

Additionally, research confirms that people who see their daily tasks aligned with personal values and feel empowered to influence their workflows report higher wellbeing, sustained performance, and greater loyalty.

Looking Ahead: Agency, Not Fear

Whilst the rapidly shifting landscape of AI can cause concern, there are also opportunities to seize. Workers have already shown that they can take ownership of their work-life balance by insisting on flexible working options. As a result, employers have had to listen, and flexible working is now an expectation and not a perk. It’s also routinely seen as a top driver of retention and satisfaction.

By up-holding our personal values and taking ownership of our agency – what we want and don’t want – we can really thrive at work and be happy. Whilst AI, automation, and more dynamic work models can ramp-up productivity, the path forward isn’t just about using intelligent tools better, it’s also about choosing how we show up for ourselves and others.

If you would like to discuss how we can help your company with wellness support, such as strategies on how to build a mindset of resilience and agency that encourages employees to nurture their happiness at work, please get in touch with us today!

In a world where change is constant, traditional job structures are being redefined. Roles that once seemed permanent are now evolving faster than ever, driven by technology, automation, and new ways of working. To stay ahead, organisations are rethinking how they hire, develop, and retain talent. Instead of focusing on rigid job titles, many are embracing a skills-based approach – one that prioritises what people can do over what their job descriptions say.

But what exactly does skills-based hiring mean, and how can it future-proof your workforce? Let’s explore the benefits, challenges, and long-term impact of transitioning from jobs to skills.

Workforce management isn’t new, but what is new is challenging the idea of “jobs” to a more flexible skills based approach is becoming more common. 

It allows for more agility, flexibility and we think it’s an approach that all businesses should consider implementing. 

What Is Skills-Based Hiring?

Skills-based hiring focuses on the capabilities, knowledge, and competencies a person brings to the table rather than the specific roles they’ve held. Instead of defining success by a job title, it’s measured by skills, adaptability, and potential.

This approach challenges traditional workforce models, which often rely on degree requirements, fixed hierarchies, and narrowly defined responsibilities. A skills-based model recognises that talent is diverse and that learning and experience come in many forms — from formal education to self-directed learning and project-based work.

By breaking free from job-based limitations, organisations open themselves to wider talent pools and greater agility in deploying people where they’re needed most.

The Benefits of a Skills-Based Workforce

Adopting a skills-based approach offers significant advantages for organisations and individuals alike. Here are some of the key benefits:

1. Greater Agility and Workforce Mobility

When work is defined by skills rather than job titles, it becomes far easier to reallocate people to new projects or initiatives. Employees can move laterally across departments, bringing fresh perspectives and reducing silos. For organisations, this means faster responses to emerging business needs and fewer skill gaps during times of change.

2. More Inclusive Hiring Practices

Skills-based hiring helps eliminate unnecessary barriers, such as degree requirements or specific industry experience, which can exclude talented individuals. By focusing on what candidates can do, employers can access a broader, more diverse talent pool, leading to greater innovation and equity across the organisation.

3. Improved Employee Retention and Engagement

When employees see a clear path to developing and applying new skills, they’re more likely to stay motivated and engaged. A culture that values learning over static roles encourages growth, fosters loyalty, and reduces turnover. It also empowers employees to shape their own career paths rather than waiting for promotions tied to job titles.

4. Stronger Alignment Between Talent and Strategy

In a rapidly evolving marketplace, the skills a company needs today may not be the same as tomorrow. A skills-based workforce allows leaders to identify which competencies are critical for future growth and plan accordingly. This approach ensures that hiring, learning, and workforce planning are all strategically aligned with long-term goals.

5. Enhanced Productivity and Innovation

Teams built around complementary skills rather than fixed roles are often more dynamic and creative. They bring together varied expertise to solve problems collaboratively, adapt faster to new technologies, and continuously improve performance.

Why Skills-Based Workforce Planning Matters

Transitioning from a job-based model to a skills-based one isn’t just an HR initiative — it’s a strategic shift. Without effective systems and leadership in place, the approach can easily become fragmented or inconsistent.

Successful skills-based workforce planning requires:

• Accurate Skills Mapping: Understanding what skills currently exist within the organisation and where the gaps lie.
  
• Integrated HR Technology: Using platforms that track, assess, and match skills to business needs in real time.
  
• Learning and Development Pathways: Providing clear routes for employees to upskill and reskill as roles evolve.
  
• Transparent Communication: Ensuring employees understand how skills-based assessments and mobility opportunities work.
  
• Strong Leadership Buy-In: Encouraging leaders to see value in flexibility and continuous learning rather than rigid hierarchies.
  

When done well, this model creates an adaptable organisation that’s capable of thriving in uncertainty while giving employees ownership of their growth.

How Skills-Based Hiring Supports Retention and Wellbeing

A skills-based approach isn’t just about efficiency – it’s about the people. 

Employees who feel recognised for their capabilities, rather than just their job titles, experience greater fulfilment and autonomy.

By allowing talent to move fluidly across projects, organisations prevent stagnation and burnout. Staff can explore different challenges, develop new competencies, and stay energised by meaningful work. This flexibility supports mental wellbeing, engagement, and a sense of belonging, all of which contribute to stronger retention.

Moreover, as the workforce becomes more project-based, employees gain valuable experience across multiple functions, broadening their career horizons. This not only benefits individuals but also strengthens the organisation’s overall capability and resilience.

Building a Future-Ready Workforce

The future of work is dynamic, skill-driven, and increasingly human-centred. Organisations that shift from jobs to skills will find themselves better positioned to handle disruption, attract top talent, and adapt to changing technologies.

By embracing this model, businesses move from a mindset of filling roles to one of building capabilities. It’s a more sustainable and inclusive approach that values potential, learning, and adaptability.

For HR leaders, this means moving beyond traditional workforce planning towards strategies that prioritise skills visibility, continuous development, and internal mobility. It’s not just about what people are hired to do today, but what they can achieve tomorrow.

Not Just About Recruitment: Consider the Current Occupation vs Job Title

By moving away from rigid job titles, and looking at the total occupation of a current individual employee’s skills, experience and capacity, organisations can create a culture that focuses on contribution, capability, and collaboration rather than hierarchy. 

This shift encourages teams to share knowledge more freely, work across functions, and apply their strengths where they add the most value.

It also enables leaders to identify hidden talent within the business. When people aren’t confined to narrow role definitions, their full range of skills can be recognised and utilised. This not only enhances productivity but also fosters a sense of purpose and belonging, as employees feel seen for what they can do rather than what their title says they should.

Ultimately, transitioning from jobs to skills is about uniting teams under a shared vision of flexibility, growth, and mutual success – creating an environment where everyone can evolve with the organisation.

Moving Forward with a Skills-Based Strategy

At OrgShakers, we believe that transitioning from jobs to skills is key to unlocking workforce potential. Our consultants partner with organisations to redesign their talent strategies, identify critical capabilities, and build agile, future-ready teams.

From skills audits and leadership development to learning strategy and culture change, we help organisations move towards a model that celebrates flexibility, growth, and opportunity.

By focusing on skills, your business can stay resilient, your people can stay inspired, and together you can shape a workforce built for the future.

Learn more about how we can help your organisation embrace skills-based hiring by contacting us today.

In every organization, administrative tasks are the backbone of daily operations. From updating employee records to scheduling meetings, these seemingly small responsibilities keep everything running smoothly.

However, without proper management, admin work can quickly spiral out of control leading to administrative overload, reduced productivity, and even burnout among employees and managers.

This article explores the best ways to manage administrative overload in the workplace, including examples of key administrative tasks, how to streamline processes, and the best AI tools that can make admin work more efficient.

What Is Administrative Overload and Why It Matters

Administrative overload occurs when employees or managers are overwhelmed by routine admin duties, including data entry, approvals, scheduling, compliance paperwork, and more. When these tasks pile up, they eat into valuable time that should be spent on strategic decision-making or people-focused work.

In HR especially, admin overload is common. Professionals often juggle onboarding, payroll, performance reviews, and compliance documentation simultaneously. Without the right systems in place, admin tasks can dominate the day, leaving little room for meaningful engagement with employees.

Managing administrative overload isn’t just about improving productivity, it’s a crucial part of maintaining job satisfaction and preventing burnout. When employees feel constantly buried in admin, motivation drops, stress rises, and turnover risk increases. Reducing admin pressure is, therefore, an important part of any retention strategy.

Examples of Administrative Tasks

Understanding the scope of admin work is the first step to managing it effectively. Here are some common examples of administrative tasks found in most workplaces:

• HR Administration: Updating employee records, processing payroll, handling leave requests, managing benefits, and maintaining compliance files.
• Recruitment Admin: Scheduling interviews, sending offer letters, conducting background checks, and updating applicant tracking systems.
• General Office Administration: Ordering supplies, managing calendars, arranging meetings, and preparing reports.
• Financial Admin: Processing invoices, approving expenses, and reconciling budgets.
• Training and Development: Tracking attendance, maintaining learning records, and managing course enrolments.

While each of these tasks is essential, but, when not managed correctly they can collectively create a significant administrative burden, particularly in growing organisations where resources are stretched thin.

Why Managing Administrative Tasks Matters

Managing administrative tasks effectively is vital for maintaining smooth operations and high morale. When the admin is well organized, managers can focus on leadership, employees can prioritize core work, and the business benefits from better efficiency and lower costs.

In HR, efficient admin management ensures compliance, improves data accuracy, and supports better decision-making. For example, when HR teams aren’t bogged down by paperwork, they have more time to develop engagement initiatives or implement new retention strategies — both of which drive long-term success.

A proactive approach to managing administrative tasks at work also helps create a culture of accountability. When everyone understands their admin responsibilities and has access to the right tools, tasks are completed faster, communication improves, and teams feel more in control of their workloads.

How to Prevent Administrative Overload

Preventing administrative overload starts with awareness and organisation. Here are a few practical steps HR and management teams can take:

1. Audit Your Admin Processes
   Review which administrative tasks that take up the most time. Identify which ones are repetitive, manual, or prone to error. This helps prioritize what can be automated or streamlined.
2. Delegate Effectively
   Many managers fall into the trap of trying to handle all admin themselves. Delegating tasks to capable team members or using shared systems ensures workload balance and prevents burnout.
3. Standardize Workflows
   Creating templates, checklists, and clear procedures for routine tasks reduces confusion and ensures consistency, especially useful for onboarding, payroll, and performance management.
4. Automate Where Possible
   Automation is one of the best defences against admin overload. Repetitive HR processes like leave approvals, report generation, and document management can all be automated using AI-powered tools.
5. Review and Refine Regularly
   Admin processes should evolve as your organisation grows. Set regular reviews to identify bottlenecks or inefficiencies and make improvements accordingly.

By taking these steps, organizations can dramatically reduce admin fatigue and empower their teams to focus on what truly matters, people and performance.

Best AI Tools for Administrative Tasks

Technology is transforming how HR teams and managers handle admin. Here are some of the best AI tools for administrative tasks that can save time and improve accuracy:

• BambooHR – Simplifies HR admin with automated time-off tracking, onboarding checklists, and performance review reminders.
• ClickUp – A versatile project management tool that helps teams track admin tasks, set priorities, and manage deadlines in one dashboard.
• Zapier – Connects different software systems to automate workflows, like sending HR updates from one platform to another.

By integrating the right technology, companies can dramatically reduce time spent on low-value tasks, allowing HR and management to focus on strategic goals.

How Managing Administrative Overload Supports Retention

Employees today value efficiency and balance. When teams spend less time bogged down by administrative tasks at work, they experience less stress, greater focus, and higher engagement, all of which contribute to stronger retention.

Managers who proactively address admin overload send a powerful message that employee wellbeing and productivity are priorities. This leads to a more positive workplace culture, improved trust, and long-term loyalty.

For HR leaders, tackling administrative overload isn’t just about efficiency, it’s about enabling people to do their best work. When the admin runs smoothly, everyone benefits from the organizational success of your business from saving time, reducing stress, and streamlining operations. 

Best Ways to Manage Administrative Overload

Administrative tasks will always be part of working life, but they don’t have to be overwhelming. With the right mindset, tools, and systems, managing administrative overload becomes not just possible, but empowering.

By embracing automation, standardising processes, and encouraging collaboration, HR teams and managers can create a workplace where admin supports ongoing success.

At OrgShakers, we think it’s essential to strike the right balance between people, process, and performance. Administrative overload often stems from outdated systems or unclear responsibilities.Our HR consultants work with organizations to streamline admin processes, implement smart HR technology, and develop leadership strategies that free teams from time-consuming manual work. 

Whether it’s redesigning your HR structure, introducing automation tools, or improving your employee experience, we ensure your business has the foundation to manage workloads effectively and retain top talent.By simplifying administrative tasks and empowering your people to focus on what they do best, we help you build a more efficient, engaged, and resilient workforce. Explore how OrgShakers can support your business today!

In a rapidly evolving world of work, where new technologies, tools, and expectations emerge almost daily, employee upskilling is no longer optional,it’s essential. For HR leaders and business owners, investing in learning and development training programs is one of the most effective ways to secure both individual and organizational success.

Employee upskilling bridges the gap between today’s capabilities and tomorrow’s business needs. It empowers people to grow, adapt, and perform, while strengthening engagement, productivity, and retention across the workforce.

What is Employee Upskilling — And why does it Matter?

Employee upskilling refers to the process of developing employees’ existing skills or adding new ones to help them thrive in a changing environment. Whether it’s through formal learning and development training programs, coaching, or mentoring, the focus is on enabling employees to remain agile and effective in their roles.

While reskilling prepares individuals for a completely new position, upskilling helps them advance within their current field, improving expertise, confidence, and contribution to business outcomes.

For HR professionals, a robust employee upskilling program is a strategic investment. It aligns workforce capability with business growth, creating a pipeline of skilled talent ready to take on emerging challenges.

The Benefits of Employee Upskilling for Individuals

1. Building Confidence and Competence

Learning drives confidence. When employees are given opportunities to strengthen their skills, they perform with greater assurance, creativity, and ownership. Upskilling employees supports decision-making and helps individuals feel equipped to tackle complex challenges — which, in turn, boosts productivity and morale.

2. Enabling Career Progression

One of the most powerful benefits of employee upskilling is career development. Employees who engage in learning are better positioned to take on new responsibilities, step into leadership roles, and navigate internal mobility opportunities. For HR, this means a stronger succession pipeline and reduced dependency on external recruitment.

3. Encouraging Engagement and Loyalty

When employees see that their employer invests in their development, they’re far more likely to stay. Upskilling programs demonstrate commitment to long-term growth, reinforcing trust and belonging — two vital drivers of engagement and retention.

Why Upskilling is a Business Imperative

1. Strengthening Retention and Reducing Turnover Costs

The link between learning and retention is clear: people don’t leave organizations that invest in them. Upskilling helps employers retain high performers by keeping them challenged and valued. It also reduces recruitment costs and protects institutional knowledge — both critical for business continuity.

2. Driving Productivity and Innovation

Well-trained employees bring new ideas and improved ways of working. Upskilling enhances efficiency, problem-solving, and adaptability, helping organizations stay competitive in fast-changing markets. Continuous learning turns knowledge into action — and that directly impacts the bottom line.

3. Supporting Organizational Agility

In an unpredictable economy, agility is everything. Employee upskilling and reskilling build flexibility into the workforce, enabling businesses to respond to change without disruption. A learning culture prepares employees to adopt new technologies, adapt processes, and embrace transformation with confidence.

4. Strengthening the Employer Brand

An organization known for developing its people attracts stronger talent. Training programs in the workplace send a clear message: “We grow together.” This not only improves recruitment outcomes but also enhances overall culture and reputation.

How HR can Build Effective Upskilling Programs

The most impactful employee upskilling programs are strategic, inclusive, and continuous. For HR and leadership teams, the following steps can ensure lasting value:

• Conduct a skills gap analysis: Identify where current competencies fall short of future business needs.
• Design tailored learning pathways: Blend technical, leadership, and interpersonal development to support both role performance and progression.
• Encourage a culture of learning: Integrate development into everyday work through coaching, mentoring, and peer-to-peer learning.
• Measure outcomes: Track engagement, performance improvement, and retention to demonstrate ROI and continuously refine the approach.

By embedding learning into the fabric of daily work, your HR team can transform development from a “nice-to-have” initiative into a strategic enabler of performance.

The Long-Term Payoff of Upskilling

For employees, upskilling is an investment in confidence, competence, and career progression.
For organizations, it’s an investment in adaptability, innovation, and retention.

The benefits of employee upskilling go beyond skill acquisition, it shapes culture, strengthens leadership pipelines, and future-proof business success. A workforce that learns continuously is one that grows collectively.

The Best Ways to Start Upskilling your Workforce

At OrgShakers, we help organizations design learning and development strategies that align with their goals, culture, and people.

If you’re ready to build a future-ready workforce, contact our team today to learn how our support can improve your organization’s growth and enhance your retention strategies and goals now.

In today’s competitive business landscape, retaining top talent is no longer a reactive exercise. HR leaders and business owners increasingly understand that proactive retention strategies are essential for keeping employees engaged, motivated, and committed.

Rather than waiting for disengagement or turnover to occur, proactive retention focuses on anticipating challenges and addressing them before they impact the workforce.

When implemented effectively, these strategies benefit both employees and organizations to drive growth, productivity, and long-term loyalty.

What Are Proactive Retention Strategies?

A proactive retention strategy is a forward-thinking approach designed to prevent turnover before it happens. It is embedded into workplace culture, HR processes, and leadership practices, rather than reacting to staff departures after they occur.

Examples of proactive retention strategies include:

• Regular engagement and pulse surveys to detect early signs of dissatisfaction
• Structured career development and upskilling opportunities
• Transparent succession planning and progression pathways
• Wellbeing programs that address mental, physical, and emotional health
• Recognition and reward initiatives that reinforce contributions and purpose

By addressing issues before they escalate, organizations create a workforce that is resilient, loyal, and aligned with business objectives.

Why Proactive Retention Matters for Employees

1. Career Growth and Development

Employees want to feel that their roles are meaningful and that their contributions lead to growth. A proactive employee retention strategy ensures that development opportunities are visible and accessible, helping individuals build skills, confidence, and career progression.

2. Engagement and Motivation

When organizations actively support learning, wellbeing, and recognition, employees feel valued. Proactive retention fosters a sense of purpose and engagement — driving higher performance and commitment.

3. Confidence and Security

Employees who see that their organization anticipates their needs and invests in their future experience greater job satisfaction. Predictable progression, clear expectations, and support systems all contribute to confidence and loyalty.

The Organizational Benefits of Proactive Retention Strategies

1. Reduced Turnover and Cost Savings

Reactive retention, such as last-minute counteroffers or emergency engagement initiatives can be expensive and disruptive. Proactive retention strategies reduce turnover by addressing the root causes of disengagement, saving organizations significant recruitment and onboarding costs.

2. Improved Productivity

Proactively engaged employees are more motivated, efficient, and innovative. By investing in workplace retention strategies such as continuous learning and mentoring programs, organizations ensure that employees have the tools and support to perform at their best.

3. Stronger Employer Brand

Organizations that prioritize proactive retention position themselves as employers of choice. Investing in HR retention strategies signals to current and future employees that the business values its workforce and is committed to their long-term success.

4. Future-Proofed Workforce

By anticipating skills gaps, wellbeing concerns, and career development needs, businesses remain agile. Proactive retention ensures the workforce is adaptable and prepared for market changes, technology adoption, and evolving business demands.

Implementing a Proactive Employee Retention Strategy

1. Understand Your Workforce

Regularly collect feedback, analyze engagement data, and identify trends in turnover or dissatisfaction. Knowing your people’s needs is the first step toward effective retention.

2. Invest in Career Development

Offer training programs in the workplace, mentorship, and structured growth opportunities. Employees who see a clear path forward are more likely to stay engaged and committed.

3. Foster a Culture of Recognition

Recognition should be continuous and meaningful. Celebrate achievements, milestones, and innovation to reinforce a sense of value and belonging.

4. Prioritize Wellbeing

Proactively addressing physical, mental, and emotional health ensures employees feel supported. Flexible policies, wellness initiatives, and access to resources build trust and reduce stress.

5. Communicate Transparently

Keep employees informed about business goals, career opportunities, and organizational changes. Transparency builds trust and encourages alignment between individual and organizational objectives.

By embedding these practices into the business, your HR teams can create an environment where retention is built-in, not reactive.

Proactive Retention in Action

Consider an organization that implements proactive strategies: employees have access to continuous learning, mentorship, wellbeing initiatives, and transparent career pathways. Leadership checks in regularly, engagement surveys identify potential issues early, and recognition is part of daily operations.

The result? Higher engagement, reduced turnover, a stronger culture, and a workforce prepared to adapt to change, all without waiting for crises to occur.

Creating your Proactive Retention Strategies

At OrgShakers, we help organizations design and implement proactive retention strategies tailored to their culture and business goals. Our team works with HR leaders to build frameworks that improve employee satisfaction, engagement, and long-term retention.Ready to strengthen your workforce and future-proof your business? Contact us today to discover how our HR retention strategies can make a tangible difference.

Change has been a hot topic this last year, and with change can sometimes come the clambering need to over-prepare by hiring new heads. After all, as demands for different skills continue to shift (especially in the wake of technological advancements) employers may be feeling an urgent need to onboard new staff to plug skills gaps that haven’t even opened up yet.

But the smarter approach is to design capacity rather than blindly hiring; thoughtful workforce planning allows employers to meet demand while still keeping options open.

The best place to start is with clarity about where value is being delivered. Map out the core revenue – drivers and the processes that feed them, then model scenarios. For example, if sales rise by 10% or one of your product lines suddenly doubles, which roles would scale and which can be augmented by short-term support or contractors? By running these different scenarios, leaders can reduce the pressure to ‘just hire’ and make sure each new role is a genuine targeted investment.

This is where embracing a blended resourcing model can become a smart move. Fractional HR, contractors, and short project teams offer senior expertise or capacity without long-term fixed cost. And that flexible capacity also helps to test new roles, as employers can hire fractional or part-time specialists, measure their impact, then convert roles and hire for them if they prove to be essential. It’s a low-risk way to discover what your business actually needs. And not to mention the fact that candidates are increasingly valuing variety and flexible hours, and so by offering jobs that attract talent but reduce the need to commit to full-time roles is something that is becoming continuously attractive to prospective employees.

Additionally, consider how you can invest in internal capability, too. Cross-training and clear career pathways let you redeploy existing talent quickly, which often costs far less than recruiting externally. Especially when you consider the full cost of a hire (I’m talking recruitment fees, onboarding time, training, admin); these soft recruitment costs result in the hiring process costing 2 to 3 times more than originally intended, and this doesn’t even factor in the potential opportunity cost. But if you are investing internally, these costs can be avoided almost entirely.

Lastly, it can be daunting trying to predict demand in an ever-changing work, but employers can begin to use technology and data to help them do this more efficiently. Payroll analytics, time-to-hire metrics, and simple scenario dashboards turn gut feeling into actual tangible evidence. These can be used to create a single quarterly review that ties business forecasts to headcount plans, which will transform hiring from reactive to proactive.

If you would like to discuss how we can assist you in building a workforce that is prepared for a future in flux without having to over-hire and cost your fortunes, please get in touch with us today!

For those who may not be aware, October marks Domestic Violence Awareness Month. And whilst this is a time to reflect on how domestic violence affects far too many individuals, it is also an opportunity to look at how it may make its way into the workplace.

Domestic Violence Can Come to Work…

It is a sad truth that domestic violence extends into the workplace. According to the National Domestic Violence Hotline, nearly 8 million days of paid work are lost each year due to domestic violence, equating to over 32,000 full-time jobs.

And if this isn’t worrying enough, a staggering 96% of employed domestic violence victims report experiencing problems at work due to the abuse. These problems can manifest in a variety of ways, such as a sudden drop productivity, a startingly increase in absence, and even workplace harassment.

How Can Employers Support Those Who Need It?

Employers have a unique opportunity, and a moral obligation, to support employees experiencing domestic violence, and there are several ways that they can start to do this:

1. Develop and Implement Supportive Policies

Right from the offset, it’s so important for employers to establish clear policies that address how they support those staff who are currently victims of or are survivors of domestic violence. Therse policies can include strategies such as confidentiality assurances to protect employees’ privacy, flexible working arrangements to accommodate any potential legal appointments, and leave offerings for employees who need time to address domestic violence issues.

2. Provide Training and Awareness Programs

It’s imperative that middle managers receive training to recognize the signs of domestic violence and know how to appropriately respond to these. This training should aim to educate leaders on the warning signs of abuse, as well as the complex intersectionality of domestic abuse and how it can present differently depending on who has fallen victim to it (for example, it may be harder to spot in a male employee). It can also be worth investigating your Employee Assistance Program service and whether or not they supply specialised counselling for those dealing with a domestic violence situation.

3. Create a Safe and Supportive Work Environment

Lastly, employers have to make an effort to foster an environment where employees feel safe to disclose sensitive information. Those companies that are audibly promoting a zero-tolerance policy towards harassment and discrimination and actively encouraging open communication are going to be the ones who see their employees confide in them.

What Does the Law Say?

Employers must be aware of the legal protections available to employees experiencing domestic violence. In the United States, laws such as the Family and Medical Leave Act (FMLA) and state-specific domestic violence leave laws may provide employees with job-protected leave. It’s essential for employers to stay informed about these laws to ensure they remain compliant, as well as knowing how to support affected employees effectively.

Conclusion

Domestic Violence Awareness Month serves as a reminder of the significant impact domestic violence has on individuals and workplaces. By implementing compassionate policies, providing training, and fostering a safe workplace, employers can make a meaningful difference in the lives of those affected by domestic violence.

If you would like to discuss how we can help your company implement clear and effective domestic violence support strategies, please get in touch with us today.

October marks Cybersecurity Awareness Month, and this year it feels particularly timely to shine a light on one of the fastest-emerging challenges for organizations: the risks introduced by AI and automation.

Generative AI tools and automated workflows are becoming embedded across industries. They promise efficiency, creativity, and speed, but they also bring new vulnerabilities that many employees (and even leaders) aren’t fully prepared for…and this is where HR has a critical role to play.

New Risks in the AI Era

AI is reshaping the threat landscape in ways that feel both familiar and unfamiliar. A few examples include:

• Deepfakes and voice cloning – fraudsters now use realistic AI-generated content to impersonate executives or colleagues, tricking employees into transferring funds or disclosing sensitive information.
• Prompt injection and manipulation – staff experimenting with generative AI tools could unknowingly expose confidential data or be misled by manipulated prompts that skew outputs.
• Data leakage – employees may paste sensitive client or company data into public AI tools, unaware that this information could be stored, reused, or exposed.
• Automated phishing – attackers can now scale and personalise phishing campaigns with AI, making them more convincing than ever.

Why HR Must Step In

These risks can’t be managed by IT and cybersecurity teams alone. They are fundamentally people risks that are shaped by behaviour, awareness, and culture. HR sits at the intersection of policy, training, and employee engagement, making it essential to bring staff along in this new era of digital work.

So, what are some practical steps that HR leaders can take?

• Update training – go beyond traditional phishing awareness and include AI-specific risks, showing staff real examples of deepfakes or AI-driven scams.
• Set clear guidelines – develop policies on what data can (and cannot) be used in AI tools, and make these practical rather than overly restrictive.
• Promote a safe culture – encourage employees to report suspicious AI content without fear of blame. Curiosity and openness should be rewarded, not punished.
• Collaborate with IT – jointly design simulations and awareness campaigns that feel relevant and engaging, rather than purely technical.
• Lead by example – HR leaders using AI responsibly in their own work send a powerful signal that awareness starts at the top.

Looking Ahead

AI and automation aren’t going away – if anything, their presence in the workplace will only accelerate. The organisations that thrive will be those that empower their employees to use these tools safely and responsibly.

As we mark Cybersecurity Awareness Month, the message is clear: technology may evolve quickly, but people remain at the heart of cyber resilience. If you would like to discuss how we can help ensure your staff are trained and well-versed in cybersecurity practice, please get in touch with me at sayid@orgshakes.com

Bringing former employees back into the workplace offers a unique opportunity for organizations to leverage experience while retaining top talent.

These employees already understand company systems, culture, and expectations, but time away can mean gaps in knowledge, updated processes, or new team structures. A thoughtful re-onboarding process ensures returning staff feel supported, engaged, and ready to contribute effectively from day one.

Just like new hires, returning employees benefit from structured guidance, clear role expectations, and cultural reintegration. Without it, even experienced employees may struggle to reconnect, reducing productivity and potentially impacting team morale. 

A good employee re-onboarding process not only supports the individual but strengthens the organization by maximizing engagement, improving retention, and accelerating performance.

Benefits of Re-hiring Former Employees

Re-hiring former employees comes with multiple advantages. Companies often overlook the potential of past staff, but bringing back experienced individuals can reduce recruitment time, minimize training costs, and inject fresh perspectives into the organization. 

Some key benefits include:

• Faster productivity: Returning employees already know basic processes, systems, and workflows, reducing onboarding time.
• Enhanced engagement: A structured re-onboarding plan helps returning staff feel welcomed and valued, increasing motivation and focus.
• Team cohesion: Reintroducing employees to new colleagues and initiatives fosters collaboration and strengthens workplace relationships.
• Retention improvement: Employees who feel supported and recognized are less likely to leave, lowering turnover costs.
• Fresh insights: Returning staff bring new skills and experiences from previous roles that can benefit the team and organization.

By combining these benefits with a re-hiring former employees policy, organizations signal that returning staff are valued contributors, setting the stage for long-term success.

How does Re-onboarding Former Employees Support Engagement and Productivity?

A successful re-onboarding staff program focuses on both practical and cultural reintegration. Returning employees need updates on company policies, technology, and workflows while also reconnecting with team dynamics and organizational goals.

Steps for effective employee re-onboarding include:

1. Orientation Update: Review any changes in policies, procedures, or technology to ensure the returning employee is fully informed.
2. Role Clarity: Define responsibilities, objectives, and performance expectations so employees understand how they contribute to the team.
3. Cultural Alignment: Introduce returning staff to updated initiatives, team structures, or company values to help them feel fully reintegrated.
4. Mentorship or Buddy System: Pair returning employees with a current team member to provide guidance, support, and introductions to new colleagues.
5. Regular Check-Ins: Schedule consistent feedback sessions to address challenges, celebrate contributions, and maintain engagement.

Implementing these steps can significantly improve engagement, reduce errors, and help returning employees hit the ground running. 

Returning employees who feel supported are more likely to remain motivated, focused, and committed, ultimately benefiting both their own growth and the organization’s success.

Best Practices for Re-hiring and Re-onboarding

Organizations should take additional measures to ensure returning employees thrive to improve retention and prevent them leaving again. Below are some of our recommendations on ensuring your re-hiring and re-onboarding process runs smoothly.

• Formal re-hiring policy: Establish a re-hiring former employees policy to outline eligibility, benefits, and structured re-onboarding procedures.
• Customized Re-onboarding plans: Tailor the re-onboarding experience to each returning employee’s role, taking into account previous experience and updated responsibilities.
• Continuous communication: Keep returning staff informed during their transition period to reduce anxiety and ensure clarity.
• Integration with HR systems: Use HR technologies to track progress, manage tasks, and ensure a consistent re-onboarding experience.
• Feedback loops: Collect input from returning employees on their re-onboarding experience to continuously refine the process.

These practices will not only make returning employees feel valued, but it will also increase engagement, and improve long-term retention. Organizations that invest in structured re-onboarding processes will see higher productivity, better team dynamics, and stronger alignment with company goals.

Understanding the Value Re-onboarding Former Employees can have on Your Business

Re-hiring former employees offers a unique opportunity to leverage experience, reduce recruitment costs, and bring fresh perspectives to the team. 

However, a successful return depends on a structured re-onboarding process that supports both practical and cultural reintegration.

By implementing thoughtful employee re-onboarding strategies, organizations can help returning staff quickly adapt, feel welcomed, and engage fully. This approach improves retention, boosts productivity, and strengthens team cohesion, benefiting both the individual and the business.

Partnering with experts like OrgShakers ensures that your re-onboarding process is tailored, consistent, and effective. We help organizations refine talent strategies, support returning employees, and create a workplace where every hire, new or returning, can thrive. Investing in structured re-onboarding is not just about filling a role, it’s about setting up employees and teams for long-term success, and at Orgshakers we can help with that. Contact us today and let’s get started building your re-onboarding process today.

What are the Costs of a Bad Hire?

Hiring the right talent is crucial for any organization’s success. However, making a bad hire can have significant financial and cultural repercussions. Some of the biggest costs of a bad hire include financial, but also time, including the time to interview, onboard, and re-do the hiring process again. 

Understanding these costs is crucial so your business can implement effective recruitment strategies to mitigate risks and build a stronger workforce.

Understanding the Costs of a Bad Hire

A bad hire can be costly, both financially and culturally. According to a recent study by the Society for Human Resource Management (SHRM), the average cost to replace an employee ranges from one-half to two times the employee’s annual salary. Our lists below highlight further the different hidden costs a bad hire can cause for your business. 

The Financial Costs of a Bad Hire

• Recruitment, advertising, and agency fees
• Interview time and HR resources
• Onboarding and training expenses
• Severance or legal costs
• Lost revenue from decreased output
• Increased operational costs from rework or mistakes
• Additional supervision or corrective management required

The Cultural Costs of a Bad Hire 

• Negative impact on team morale and cohesion
• Disruption to workplace culture and productivity
• Poor customer experience affecting company reputation
• Increased stress or burnout among existing employees
• Reduced employee engagement and retention
• Lower trust in HR and leadership decisions

Common Recruitment Pitfalls to Avoid

To improve hiring processes and reduce the risk of bad hires, organizations should be aware of the common recruitment pitfalls:

1. Unclear job descriptions: Vague or misleading job descriptions can attract unsuitable candidates. Ensure job adverts accurately reflect the role’s responsibilities and requirements.
2. Over-reliance on resumes: Resumes alone may not provide a complete picture of a candidate’s abilities. Incorporate skills assessments and behavioural interviews to gain a better understanding.
3. Neglecting cultural fit: Hiring candidates who don’t match your company’s work culture can lead to dissatisfaction and high turnover rates. Make sure to assess their cultural fit during the interview process.
4. Slow decision-making: A drawn-out hiring process can cause candidate disengagement or loss of top talent to faster-moving competitors. Establish a clear and efficient way to interview to avoid unnecessary delays.
5. Bias in interviewing: Unconscious bias can affect hiring decisions. Use standardized interview questions and involve multiple interviewers to ensure fairness.

How to Improve the Hiring Process?

Implementing a structured and data-driven hiring process can lead to significantly better recruitment outcomes. 

1. Define the clear role expectations. By establishing specific, measurable, achievable, relevant, and time-bound (SMART) goals for each position will help to ensure alignment with organizational objectives. 
2. Streamline the hiring process by reducing unnecessary steps. This will speed up the recruitment process without compromising candidate evaluation. Utilize technology such as applicant tracking systems (ATS) and other HR tools to automate administrative tasks and improve efficiency. 
3. Focus on the candidate experience by maintaining clear and consistent communication throughout the hiring process, enhancing engagement and satisfaction. 
4. Finally, prioritize continuous improvement by regularly reviewing and refining the hiring process based on feedback and outcomes to ensure it remains effective and aligned with organizational goals.

How to Avoid Bad Hires?

Avoiding bad hires is easy when the correct procedures and standards are set in place. Having well-defined HR policies are also essential for guiding the recruitment process and ensuring consistency and fairness. Below are some more examples of some of the best ways to avoid bad hires:

• Standardized procedures: Establish standard operating procedures for each stage of the hiring process to maintain consistency.
• Legal compliance: Ensure recruitment practices comply with all relevant laws and regulations to avoid legal issues.
• Training and development: Provide training for HR personnel and hiring managers to enhance their skills and knowledge in recruitment best practices.
• Performance metrics: Implement metrics to evaluate the effectiveness of recruitment strategies and identify areas for improvement.

Concluding the Importance of Improving the Hiring Process

The financial and cultural impact of poor hiring decisions can be substantial.

By understanding the costs associated with bad hires and implementing effective recruitment strategies, organizations can improve their hiring processes, reduce risks, and build stronger, more cohesive teams. Investing in a well-structured hiring process and robust HR onboarding policies is essential for long-term organizational success.

OrgShakers helps businesses refine their hiring processes and talent strategies to ensure every hire is a strong fit, benefiting both the company and the individual.

Contact us today to see how our expert guidance can help you make better hires, improve retention, onboarding and build a more engaged workforce.

Today is World Statistics Day 2025, and the global focus is on the power of data to drive smarter, fairer, and more effective decision making. 

This year’s theme, “Driving Change with Quality Statistics and Data for Everyone,” highlights the importance of accurate and inclusive information.

At Orgshakers, we are celebrating how data and the professionals who turn it into actionable insights are shaping the world of work. 

This article explores the rise of data driven HR processes and how they are transforming the way organizations hire, develop, and retain employees. Accurate insights are essential for achieving lasting organizational success and using analytics for hiring, retention, and analysing performance has become a central factor in defining what makes a workplace truly successful. 

What is Data Driven HR?

Before looking at its impact and future potential in the workplace we must understand what data driven HR is and how it works. 

In simple terms, data driven HR refers to the use of analytics and actionable insights to guide HR decisions. Some examples include tracking recruitment needs, understanding employee engagement, or predicting future skill gaps. 

By having a data driven HR strategy in place, organizations can use measurable evidence rather than intuition to plan, hire, and retain talent efficiently and effectively. 

Here by turning HR information into clear insights, leaders and managers can make decisions that improve both business outcomes and employee success. 

Why is Data Key for Organizational Success?

To understand organizational success, it is essential to recognise the value of data and the role of digital tools. In HR, success is not just about financial growth. True organizational success reflects a company’s ability to deliver sustainable performance, attract and retain top talent, and foster innovation across the business.

HR plays a central role in achieving these outcomes, and data is its most powerful tool. By leveraging data driven HR practices, leaders can identify trends, anticipate challenges, and take proactive actions that strengthen both employees and the organization.

Some key organizational success factors that benefit from HR analytics include:

• Recruiting the right people faster and more cost effectively
• Understanding why employees stay or leave
• Tracking performance and engagement across teams
• Creating fair and inclusive career progression paths

When HR teams base decisions on reliable data, they can implement targeted strategies that drive measurable results and long-term organizational stability. Data transforms HR from an administrative function into a strategic driver of success.

How does Data Driven HR Decisions Transform the Workplace?

To future-proof an organization, implementing data driven HR decisions is essential. These processes do more than streamline day-to-day tasks, they enhance entire HR systems and procedures. A data-driven approach allows businesses to be proactive, improves efficiency, and creates a positive experience for both prospective and current employees. Recruitment becomes smoother and faster, while existing employees benefit from quicker and more transparent HR processes.

Recent findings from Deel’s 2025 HR Automation Statistics demonstrate the impact of data-driven HR:

• 57% of HR staff spend most of their time on administrative work that could be automated
• 90% of employers now use HR technology platforms to manage operations or benefits, up from 70% five years ago
• Companies using AI in HR have reduced cost per hire by 30% and onboarding time by up to 80%
• 41% of business leaders plan to redesign HR processes using AI within the next few years

These statistics show that automation and analytics are not just about efficiency, they are fundamentally reshaping how HR operates. By collecting and analysing accurate data, organizations can make decisions that are both strategic and people-focused, driving stronger performance and long-term success.

Creating a Data Driven HR Strategy

Building an effective data driven HR strategy starts with understanding what success looks like. HR teams need to choose metrics that align with their goals, whether that’s reducing turnover, improving engagement or accelerating recruitment.

Key data points might include:

• Time to hire and source of hire
• Employee satisfaction and engagement survey results
• Performance ratings and development progress
• Retention and promotion rates

By identifying key metrics, organizations can turn raw data into actionable insights that drive meaningful outcomes. This approach not only improves efficiency and employee experience but also strengthens the organization’s ability to achieve long-term organizational success. With clear goals, reliable data, and the right tools, HR teams can proactively address challenges, support growth, and create a workplace where both employees and the business thrive.

Building Organizational Success this World Statistics Day 

This World Statistics Day highlights the value of quality data in driving meaningful change, and organizations that prioritize data driven HR practices are already seeing measurable results. Examples include:

• Using skill based hiring tools to identify stronger candidates
• Introducing automated onboarding processes to save time and boost early productivity
• Applying predictive analytics to identify employees at risk of leaving and improve retention

These examples demonstrate how connecting data with purpose allows HR teams to make smarter decisions, enhance employee experiences, and drive long-term organizational success. By leveraging accurate insights, companies can build workplaces that are more efficient, fair, and future-ready, reflecting the spirit of World Statistics Day 2025.

Looking Ahead to the Future of Data Driven HR

The future of work belongs to organizations that can combine high-quality data with human insight. By embracing data driven HR decisions, companies gain a deeper understanding of their workforce, make faster, smarter improvements, and confidently drive sustainable growth.

As we celebrate World Statistics Day 2025, it is clear that lasting organizational success is built on one foundation above all others, data. Partnering with an experienced global HR consultancy like OrgShakers provides expert guidance, compliance support, and strategic data insights tailored to your company’s unique needs.At OrgShakers, we help organizations build strong, compliant, and motivated teams because every successful company starts with its people.

Contact us today to discover how leveraging data can transform your HR processes and deliver lasting organizational success for both your employees and your business.