Let’s be honest, most organisations aren’t ignoring employee feedback. In fact, the intention is usually the opposite. You want to listen. You want to improve things. You want to make better decisions for your people and your organisation. So you run a survey. But here’s where things start to fall down: The tools you’re using

Gathering employee feedback isn’t the problem anymore. Most organisations today are listening more than ever; running surveys, gathering comments, tracking sentiment. They’re collecting feedback in one way or another.  Whether that’s through Hive or another platform, the insight is usually there, it’s what happens next that matters. Are all platforms as good as Hive? Well…

Psychological safety is rarely created through a single initiative. It’s built in the small, everyday moments, how managers run meetings, respond to ideas, and make decisions. Many high-performing teams (especially in product and engineering) treat these habits as standard. People are expected to challenge ideas, raise risks early, and bring different perspectives. And as a

Employee voice and organisational performance go hand-in-hand. In fact, companies that listen to their people perform better in almost every metric that matters. Not to mention that taking the time to ask your people what problems they face at work and then doing your best to fix them is the right thing to do. The

Mid-sized organisations are often described as the engine room of HR innovation. And honestly, that reputation exists for a reason. In our research into the HR priorities of 2026, 55% of respondents work in organisations with 251–5,000 employees, and this group consistently leads the way on: adopting AI HR systems learning platforms wellbeing tools and

Right now, almost every leadership conversation about AI centres on capability. The assumption is simple: if organisations build the right capability, transformation will follow. But capability alone doesn’t drive change. People do. And whether people experiment with new technology, challenge old processes, or put themselves forward to try something new depends heavily on the experience