Measuring engagement is one thing, but what you do with that data is what it's really all about. To make it clear which teams are engaged and which ones aren't, we're launching a new overview.
On the second day of the Talent Enablement Conference, HR rockstars, hospitality experts and our very own customer success team took over the virtual stage to show us what disruptions are taking place in the HR world.
Experts on remote working, HR analytics, technology and unicorns shared their knowledge on the first day of TEC online. Did you miss it? We wrote the main take aways of each keynote in this blog.
A desk- yoga session, a laughter coach and 12 remote speakers made TEC Online an event experience unlike HR has ever seen.
2 days, 8 international speakers, warm-up sessions and a really broad network of 900+ HR professionals all together in one digital place. Do you need more reasons to attend the 2020 Talent Enablement Conference Online? Keep on reading then.
Companies have been using competency models for decades to define the skills, knowledge and abilities that are necessary to be successful in a certain job or organisation.
With so many people suddenly confined to working from home in these uncertain times, work can be pretty hard on your people’s mental wellbeing.
We find ourselves in a unique situation where millions of people are forced to work remotely from one day to another, and managers have not had the time to adapt properly.
Soon we’ll be releasing our Q2 product update. In the past few weeks we have already been dropping a few hints on what this release will include.
How can you keep track of employees' engagement when they are not really within the company? With employees being forced to work remotely, organisations are having trouble knowing how every employee is feeling and performing.
The intuo product team has done it again - we’re releasing a number of new functionalities for all our customers. Let’s put a few of them under the spotlight!
During periods of uncertainty, employee retention and engagement are a threat. Losing employees at a high rate is extremely costly, especially since recruiting them is challenging.
It’s common knowledge that the traditional annual surveys are a point-in-time snapshot wide perceptions and establish a baseline, they don’t help you address engagement throughout the year.
How do you know what areas of the business require the most of your attention, and what help do they require? Put your hands together for our first act: intuo’s insight module
Employees and organisations are constantly changing, so it's quite straightforward that your leadership style should change with them.
We're giving you ammunition to counter the top 5 excuses we hear the most to not update the costly, subjective and time-consuming process.
We looked at the reports and headlines from different sources and summarised our findings in 7 key trends to look at in 2020.
In our fast-paced environment, organisations need to adjust their strategies to keep up with competition and market demands. However, changes in strategy often bump into resistance.
How Keyrus successfully shifted to a better performance management process with continuous conversations and feedback.
The weekend is approaching at the Amon office, but nobody is leaving before they have answered their intuo engagement pulse.
Many coaches and managers are having difficulties with giving constructive feedback to their employees. In this blog, you will get to know the 5 most important steps in giving constructive feedback.
Employee happiness and wellbeing are hot topics. Everywhere in the world, there are conferences on how to make your employees happy. Find out our top tips on this blog.
In today’s job market, competition for top talent is fierce. Employees have become consumers of the workplace, they choose where to work based on culture, aspiration and values.
Egyptians aren't the only ones with myths. They had the sun god Ra, we have employee engagement. So many things are said and written about engagement, it's hard to know what's fact and what's fiction.
The original rewarding system with yearly rated performance reviews isn't working anymore, you know that. But what is working? Sure there must be an alternative?
You want to implement change in your organisation. You already have an entire process ready, but how do you start rolling it out? Read these 3 tips.
Last Thursday, more than 300 people came to Ghent for The Talent Enablement Conference. What were the key takeaways? What can your organisation learn from Airbnb? Find out in this wrap-up blog!
Before joining Board of Innovation as a People & Culture Lead half a year ago, Nele had already worked in the domain of ‘Human Resources’ for around ten years. She found out that most people actually hate feedback at work. And why wouldn’t they?
This Employer Branding Mini Guide boils down to two things: examples and tips on how to build a strong employer brand. Nothing more, nothing less.
Airbnb grew from 650 employees to 4000 in 4 years. We wanted to find out how the organisation dealt with such a significant employee increase and how such a booming organisation redefined its HR.
Being one of the world's leading food and beverage organisations, PepsiCo has a LOT of employees. How does the organisation deal with its people? Read an extract from the interview with Miguel Premoli, VP Talent Management at PepsiCo.
HR managers want to align both business and HR needs, as well as make sure the organisation has the right people, with the right skills, at the right cost. How? By planning their workforce!
Are you looking for fun ways to up your HR game? 1 answer: podcasts! They are becoming increasingly popular to kill dull moments and let's be honest, who doesn't like to hear a smooth voice tell you everything about Talent Management?
What if there was a fun and simple framework to help you discover what kind of feedback persona you are and what you could improve? We designed a framework with 6 different feedback personas.
How should I handle coaching? How often do I have to coach? Instead of talking people through the lengthy process, hand them this cheat sheet, so that they can tick the boxes themselves!
There are different factors that drive employee engagement. At intuo, we focus on 10 drivers that map the engagement levels within your company.
One-on-one meetings are about making sure the employee is happy, productive and also to uncover personal and professional challenges. But how do you get the most out of these crucial conversations?
Recently I was asked to give the closing keynote presentation for recruiters and HR managers at the biggest Graduation Fair in Belgium. The message I wanted to transmit to them was that "digital disruption will be overcome by companies with the best people, not the best technology".
We all have that one friend who can’t stop talking about all the things they get to do at work. They come home happier than they left in the morning. Why is that?
You’re invited by friends to come over for dinner. After the wine is served and the first bites are taken, the host asks “Do you like it?”. What would your response be to this genuine request for feedback?
More than ever, companies attempt to become versatile, progressive and diverse entities with flourishing cultures, which are attractive to their (potential) employees.
Today, increasingly more companies are trying to cultivate the culture of praise and recognition, where employees give each other praises openly for their achievements and capabilities.
How do you get people to perform certain actions, and more importantly, do you need to reward them for everything they do?
This is a little story about how we use our own platform and how it has changed our dynamic. In a way, we are our own product's best test audience. If you're thinking now “Booo, sales pitch”, you'd be mistaken.
Derek Deasy is an Affiliate Professor of Organisational Behaviour, INSEAD. We met during an event while doing the Grand Tour. The Grand Tour is an event that assembles speakers from the top business schools in Europe. Derek leads a session on leadership which triggered our interest multiple times.
Working with Open Source software is like wielding a two-handed broadsword: It’s a magnificent weapon if you can master it, but without the skill, chances are high you’ll look like a dangerous fool waving around a big piece of metal.
It’s a common trend in the professional staffing business that consultants decide to quit after one, two or (if you’re lucky) three years because they feel less engaged and less connected to your firm. Sounds familiar?
Increasingly more talents long for a sense of choice rather than being managed. They need leaders that coach them instead of bossy managers. They desire personal growth and challenges within their organisation instead of prefabricated tasks.