June 2025

There was a time when we didn’t talk about any of this at work. Menopause? Too awkward. Childcare stress? Keep it quiet. Caring for elderly parents? Definitely not something for the team meeting. But times have changed—and thank goodness. 🧡 So here’s the question: How well does your workplace really support people going through life’s big, messy, exhausting transitions? Are your line managers confident having those conversations? Do your policies actually help—or are they just sitting on a shelf? The more we talk, the more we normalise. And the more we normalise, the more people feel safe, seen and supported. Here are five practical ways HR can lead the charge: 📝 1. Update your policies – Menopause support, shared parental leave, flexible working for carers—make sure your policies reflect modern life and real needs. 👂 2. Train managers to talk with confidence – It’s not about having the perfect script—it’s about showing empathy and offering support. 🕒 3. Flexibility is everything – Whether it’s school runs, hot flushes or hospital appointments, allow people to manage life without guilt. 🎤 4. Share real stories – Create space for team members to speak openly (if they want to). Storytelling builds understanding and solidarity. 💡 5. Offer practical support – Think webinars, peer support groups, or signposting to services like counselling and medical advice. 👉 Want to make these conversations a natural part of your culture? The People Vision team can help you build the confidence, structure, and empathy to get it right. Let’s talk. 🌸

The great office comeback—it’s been talked about, trialled, resisted, embraced, and everything in between. 🏢 Some companies are calling people back in full-time, others are going hybrid, and a few have ditched the office entirely. But one thing’s clear: the conversation is far from over. So here’s something to think about: Do your people actually want to come back? What are they missing—or dreading? Is the office a place for collaboration and connection, or just the printer room with bad coffee? ☕ When people do show up, are they energised—or wondering why they bothered with the commute? These are the real questions HR should be asking. Here are five ways to make the office work for your people, not against them: 👂 1. Ask, don’t assume – Use pulse surveys or informal chats to learn what your people need from the workspace. One size rarely fits all. 🪴 2. Make it worth the journey – If people come in, give them collaboration, connection, and a sense of purpose—not just a laptop and silence. 🎯 3. Focus on outcomes, not attendance – Set clear goals, then trust people to deliver—wherever they’re based. 💬 4. Re-onboard your teams – If it’s been a while, don’t assume people remember how things work. Start fresh with empathy. 🌟 5. Lead with flexibility – Set the tone from the top. If senior leaders are in and engaged, others are more likely to follow. 👉 Not sure how to get the balance right? The People Vision team can help you design a workplace strategy that works for everyone. Let’s make it make sense. 🙌    

Wellness at work is having a moment—but is it here to stay, or just another HR trend with a fancy water bottle? 🧘‍♀️ From desk yoga to digital detoxes, the wellness boom has definitely reached the workplace. But the real question is: are we ticking boxes or truly changing culture? I recently signed up for private medical—it felt like an investment in myself. And honestly, knowing I have quick access to support if I need it? Game changer. I also came across MG Rehab, who offer brilliant physical therapy and recovery options. Knowing services like that are out there makes you think—wellness isn’t fluffy, it’s fundamental. Here are five ways HR can move from perks to purpose: 🩺 1. Offer practical benefits – Things like private medical, mental health support, or physical therapy (like MG Rehab) show real commitment to people’s wellbeing. 📣 2. Ask what your team actually needs – Don’t guess. Wellness looks different to a single parent than it does to a 25-year-old gym enthusiast. 📆 3. Make it part of the working week – It’s not a benefit if no one has time to use it. Build wellness into the rhythm of the day. 🎯 4. Ditch the gimmicks – If it doesn’t improve someone’s life, don’t waste budget on it. 🧠 5. Train managers to spot burnout early – They’re your front line. Give them tools, not just tick-lists. 👉 If you’d like help designing a wellbeing strategy that actually works, the People Vision team is here. Let’s build something meaningful together. 🌿  

I’m sitting here with the wonderful Daniel Henry Adams, taking in the view, and it’s struck me again—I get my energy from the people around me. 💬 Just ten minutes with someone positive, funny or inspiring can completely shift my mindset. As an extrovert, I recharge by being with others. Not by switching off, but by switching into connection. So here’s a question for you: Where do you get your energy? And more importantly—how can we help our teams recharge in a way that works for them? Here are five quick HR tips to make rest and recharging part of your culture: 💡 1. Encourage people to find their energy source – For some, it’s silence; for others, a lively chat. One size doesn’t fit all—so ask, don’t assume. ☕ 2. Make connection breaks a thing – Coffee catch-ups, walking meetings, “chat and reset” sessions. These give extroverts a real boost. 📅 3. Ditch the back-to-back Zooms – Create space between meetings so people can come back energised—not drained. 🧠 4. Educate on energy rhythms – Teach teams to notice when they’re flagging and to take a break before the crash. 🙌 5. Model it from the top – If leaders pause, laugh, and connect, others feel they can too. 👉 Want to build a culture where people feel lifted, not worn out? The People Vision team can help you turn rest into a strategic asset. Let’s chat. 🌟